For starters, promote career opportunities on your
websites and through all social media channels. Beyond
offering a job, create a vision of how your organization
is dedicated to investing in the individual and building
careers within a collegial and empowering culture and
a commitment to individual success.
Finely tuned digital advertising can reach the restless in other industries when they search online for new
career opportunities. Promote the culture of your
business, emphasizing how each individual is supported
with ongoing professional development and opportunities to explore new areas for personal growth.
Creating an internship program can be a positive
way of connecting with local community colleges and
universities and introducing the mortgage industry
to students and faculty. Determine what skills would
be helpful (marketing, technology, business, finance,
public relations) and work with each school to promote
your job-candidate needs through multiple communications channels.
Students will be made aware of new opportunities
in an industry they may not have considered. Once on
the job, interns can become enthusiastic about pursuing full-time positions. Their managers and mentors
get equally enthusiastic, having seen the intern in
action and becoming familiar with the person’s skills,
personality, team spirit and work ethic.
Materials created for websites, online advertising
and company literature can be repackaged for use at
job fairs. Many larger cities have government-funded
workforce partnerships to introduce potential workers
to new industries, as do two- and four-year colleges.
Some of your top performers can get on the local
speaking circuit at career days.
Create a separate program for veterans. Nonprofit
organizations exist around the country to help veterans find employment. Become a resource, from
leading educational sessions about the industry at
local meetings to setting up a dedicated internship
program for those transitioning from the military to
civilian life. Ex-military can be a positive addition to
any organization because of their skills, dedication to
the mission and spirit of teamwork.
Once the new hire is aboard, the role of the employer
as educator takes on even greater significance. Various
industry studies on employee retention show turnover
of around 34 percent in the first year of employment.
Beyond formal training, assign mentors and coaches to each new hire. This can help ease the entry into
larger organizations and build personal relationships,
which are another key element to employee retention.
Companies can stay on top of changing employee
needs by conducting regular online surveys. Create
a benchmark survey asking employees to rate current job satisfaction, the quality of internal training
programs and the relative importance of different
company initiatives to help build careers.
The list of survey questions also can seek feedback
on mentoring programs; online training to learn new
skills, such as marketing or customer-relationship
management; community-relations efforts; and tutorials
on new technologies, among other areas. The survey
results will provide ideas for setting priorities, focus-
ing internal resources and setting goals for improving
results where needed in any area. Repeat the survey
every six months to track progress and find new areas
The mortgage industry has been on a tremendous
growth path over the past five years, dealing with new
regulations and adapting technology to meet the needs
of an increasingly mobile, online world while maintaining the personal touch in customer service. The big
challenge is finding, attracting and retaining the talent
to keep the momentum going for decades to come.
In an ideal world, this challenge could be met
with an industrywide educational and promotional
program that introduces mortgage lending to broader
audiences and builds the industry’s image and reputation for the long term. The goal should be, within
seven years, to make pursuing a career as a mortgage
professional a popular choice in job-preference
surveys administered by schools nationwide, and to
also stimulate a steady increase in applications for
every new or open position in the industry.■n
Carolyn Frank is chief human resources officer at Guild
Mortgage, where she oversees the company’s HR and
learning-management functions. She has more than 20 years
of human resources experience with a strong background
in employee relations, talent development and workforce
strategy. Prior to joining Guild, she held HR positions with
Genoptix, Amylin and Johnson Outdoors. Reach Frank at
(858) 492-5846 or email@example.com.
<< Pool continued from Page 40