Meet the Advisor Recruiting Team at Mutual of Omaha
The Mutual of Omaha Financial Representative Training Program continues to attract great candidates — and the advisor recruiting team is a big reason why.
One member of this pivotal team is Ashley Pieper, a senior advisor network recruiter. Pieper recently answered questions about the team and how it works.
Q. Can you start by giving an overview of your team and the financial representative training program you support?
A. There are 11 recruiters supporting 18 cities around the country. We have a close-knit team, and each staff member is integral to the recruitment process. We have a two-interview process and a licensing process that each candidate must complete before their first day. Our team works hard to ensure the process provides a consistent experience across all candidates. That way, if a candidate refers a friend who comes through the program later, they’ll experience the same recruiters, process, information and interviews.
Q. What makes this program unique?
A. I think we’re unique because we spend a lot of time getting to know the local teams and their recruitment needs. We also learn about the local candidates and what makes them tick. For example, a candidate in Phoenix is going to have different questions and concerns than a candidate in Richmond, Virginia. So, it’s important we effectively — and appropriately — speak to that candidate’s local perspective.
Other aspects that make us unique include our mentoring program, one-on-one coaching, our annual national sales symposium, plus candidates are paid during the 30-day training period. Once that training is completed, we’ll provide them a base salary and bonus opportunities.
Q. Your team works closely with candidates at different stages. Walk us through what that journey looks like from first touch to final hire.
A. Most people who consider joining our team don't have a background in financial services, so they don't know if being a financial representative is a good fit. Helping candidates make that determination is the major focus during the initial interviews, where candidates learn the basics of what a financial representative does. They also answer situational questions and complete an online assessment to determine suitability.
If candidates become a trainee, they’ll work with numerous members of the team, including:
A licensing coordinator who guides trainees through the steps of studying and obtaining their life and health license.
A field development supervisor who handles all their training, onboarding and development through the first two years.
Our marketing and development teams are here to support their marketing and prospecting efforts — in addition to their direct supervisor.
Q. What information do candidates engage with at each stage during training?
A. In the first interview, candidates learn the goals of the program, what the expectations are, the day-to-day life of a financial adviser and other basic information.
We also explore the candidate’s background to gauge if their skills and ability align with the financial advisor role. We typically ask candidates:
Where have you worked in sales before?
What did you enjoy about being in sales?
Why do you feel a sales position is the right fit for you?
The second interview is more (specifically) focused on financial services. Of course, if the candidate becomes a financial representative, there’ll be many more information touchpoints as they work to obtain licensing.
Q. Do any team members specialize in certain geographic regions or candidate types (such as college students or career changers)?
A. We don’t specialize in candidate types. However, our recruiters work very closely with the local teams and offices, so it’s helpful to have them assigned to certain regions. This allows them to build good relationships with local staff, get to know their employment needs and gain a better understanding of their talent pool.
Q. What’s something people might not realize about how your team works together behind the scenes?
A. Given the regional structure, people seem surprised how well we support each other and how cohesive we are as a team. I’m based in Omaha, but I can be called to support any recruiter anywhere in the country. Behind the scenes, we talk every day and cover for each other all the time.
Q. How does your team align with field leadership to ensure you're bringing in the right talent?
A. Our recruiting team meets with the field development supervisors twice a month or more if needed. Also, some of us work out of the offices we support. So, we really do our best to get to know the local teams very well.
Q. What do you enjoy most about your team?
A. Everyone’s deeply committed and works really hard to get good candidates. We not only inform and educate, we help them make a very important career decision — and see it through. Plus, we also care about the progress candidates make beyond the first day. I encourage my candidates to call from time to time and let me know how things are going. We care because we have a lot of faith in the people we bring on board.
Q. How would you describe the culture of your team in one or two words?
A. Fun, competitive and dynamic. Fun because I enjoy the fact our team works really, really well together. But we're also here to make sure goals are being met and that candidates feel confident when training starts. That's where the competitive piece comes into play. Then there’s a dynamic piece because recruiters are flexible and willing to do whatever we need to make sure candidates are ready for their first day.