Mortgage Connect, LP’s Post

🌟 Is there an industry recruitment puzzle to decode? Our new article dives into some of the challenges candidates face and potential problems to solve while reshaping the current landscape. Let's spark change together – feel free to share your thoughts! #RecruitmentJourney #NavigatingChange #JoinTheMovement #protection #mortgages https://lnkd.in/euADHegG

While mortgage broking offers a bridge to diversify into financial services, there remains a worrying trend in the industry: the struggle to attract young talent to the profession. This recruitment challenge is significant and, if not addressed, could have severe repercussions. The question arises: what strategies can be implemented to recruit and retain the next generation of brokers? To help you with this, we have published a blog on our website titled "How Can Mortgage Brokers Recruit Next-Generation Talents?" This blog provides practical approaches and insights to help you overcome recruitment challenges and build a strong team. Click on the link in the bio to read it for valuable tips and strategies. #NextGenTalent #MortgageRecruitment #CareerProgression #WorkLifeBalance #InnovativeHiring #BackOffice #Brokersbackoffice #backofficesupport #backofficeoperations #mortgagebrokers #mortagebrokersydney

Softening Your Recruiting Targets The need to soften your recruiting targets is one of the reasons Recruiting Insight recently partnered with My BFF Social Media, Marketing & Advertising to provide its clients a suite of marketing services that improve the success rate of recruiting calls and other direct outreaches. Talent Boost - https://lnkd.in/eibSh-jA makes a calling service like TalentScout more effective, but it can also be used anytime you’re trying to increase your success rate of direct outreaches. Read the full blog at: https://lnkd.in/ezBng39V #recruiting #realestate #mortgage

🎉 MyOutDesk has been recognized as the #1 provider of virtual professional specialists in the US by U.S. News & World Report! Here's an excerpt from their review: ⬇️ "...𝘵𝘩𝘦 𝘴𝘦𝘳𝘷𝘪𝘤𝘦 𝘳𝘦𝘢𝘭𝘭𝘺 𝘴𝘩𝘪𝘯𝘦𝘴 𝘪𝘧 𝘺𝘰𝘶’𝘳𝘦 𝘪𝘯 𝘴𝘦𝘢𝘳𝘤𝘩 𝘰𝘧 𝘴𝘱𝘦𝘤𝘪𝘢𝘭𝘪𝘴𝘵𝘴. 𝘔𝘺𝘖𝘶𝘵𝘋𝘦𝘴𝘬 𝘢𝘴𝘴𝘪𝘴𝘵𝘢𝘯𝘵𝘴 𝘢𝘳𝘦 𝘵𝘩𝘦 𝘵𝘰𝘱 1% 𝘰𝘧 𝘢𝘱𝘱𝘭𝘪𝘤𝘢𝘯𝘵𝘴; 𝘢𝘭𝘭 𝘰𝘧 𝘸𝘩𝘰𝘮 𝘩𝘢𝘷𝘦 𝘱𝘢𝘴𝘴𝘦𝘥 𝘳𝘪𝘨𝘰𝘳𝘰𝘶𝘴, 𝘍𝘉𝘐-𝘴𝘵𝘺𝘭𝘦 𝘣𝘢𝘤𝘬𝘨𝘳𝘰𝘶𝘯𝘥 𝘵𝘦𝘴𝘵𝘴. 𝘝𝘈𝘴 𝘢𝘳𝘦 𝘧𝘭𝘶𝘦𝘯𝘵 𝘪𝘯 𝘌𝘯𝘨𝘭𝘪𝘴𝘩 𝘢𝘯𝘥 𝘩𝘢𝘷𝘦 𝘤𝘰𝘭𝘭𝘦𝘨𝘦 𝘥𝘦𝘨𝘳𝘦𝘦𝘴 𝘵𝘰 𝘦𝘯𝘴𝘶𝘳𝘦 𝘵𝘩𝘦𝘺’𝘳𝘦 𝘤𝘢𝘱𝘢𝘣𝘭𝘦 𝘰𝘧 𝘢𝘥𝘷𝘢𝘯𝘤𝘦𝘥 𝘵𝘢𝘴𝘬𝘴 𝘴𝘶𝘤𝘩 𝘢𝘴 𝘮𝘰𝘳𝘵𝘨𝘢𝘨𝘦 𝘭𝘰𝘢𝘯 𝘱𝘳𝘰𝘤𝘦𝘴𝘴𝘪𝘯𝘨, 𝘤𝘶𝘴𝘵𝘰𝘮𝘦𝘳 𝘴𝘦𝘳𝘷𝘪𝘤𝘦, 𝘳𝘦𝘤𝘳𝘶𝘪𝘵𝘪𝘯𝘨, 𝘴𝘢𝘭𝘦𝘴, 𝘤𝘰𝘭𝘥 𝘤𝘢𝘭𝘭𝘪𝘯𝘨, 𝘢𝘯𝘥 𝘳𝘦𝘢𝘭 𝘦𝘴𝘵𝘢𝘵𝘦 𝘵𝘳𝘢𝘯𝘴𝘢𝘤𝘵𝘪𝘰𝘯 𝘤𝘰𝘰𝘳𝘥𝘪𝘯𝘢𝘵𝘪𝘯𝘨." This achievement reflects our commitment to helping businesses scale with top-tier talent that supports your local talent. So, need a few more specialists? Learn more: https://lnkd.in/gjbut6gg 🌎 #VirtualAssistants #BusinessGrowth #OutsourcingSolutions #MyOutDesk #BusinessExcellence #VirtualProfessional #VirtualTalent #HybridTeams #USNews #WorldNews

I rarely post about opportunities but today I want to talk about one. We have a clients looking for 50 new branches and 200 LO's to infill. We currently work with 9 mortgage companies and few are looking for this much growth in 2024. They are running one of the most lucrative P&L models I have seen. Thin margins, no middle management, branches are not charged for credit reports, verifications, EPO's or EPD's. All the products and technology you could ask for. Their internal recruiting dept is adding 25+ LO interviews a week. Helping branches grow seems to be a major priority for them. The most important part is they are fast and decisive. If the branch is what they are looking for, they normally have an offer out within days. Not the tedious back-and-forth for weeks or months.

In my time as a recruiter within the mortgage industry, I've managed to learn a few things. One of those is that changing companies is tough. It can seriously interrupt a person's productivity as they acclimate to their new company. A second is, despite that, loan originators do tend to move around fairly frequently. It's understandable, in their quest to capture as much of the market share as possible, many companies will tell a prospective new hire just about anything to get them to sign on the dotted line. Before putting your signature on paper, be sure to do your due diligence. Look into how long the company's employees stay with them on average. Talk with their people, from the CEO's to the janitors. Pay close attention to others who have recently joined, and ask them how they felt about the transition. Were the promises made during recruitment fulfilled when they came on? Be wary of any restrictive clauses in a contract. Good employers don't need to retain employees by threat of litigation. Making the best decision about where to hang your license is especially important as the market remains difficult. Companies are growing increasingly wary of bringing on people who have bounced around eight companies in the last three years. Don't damage your value, or your ability to negotiate from a point of strength in future hiring negotiations. Make sure your decision to change companies and where you choose to go is carefully calculated. **Sales pitch incoming** Independent recruiters can be valuable assets if you are considering a change. Our value lies in helping people find a company that fits them as compared to trying to convince everyone our employer is the best choice for everyone we talk to. If you are considering a change, we'd love to help you find the best possible opportunity for YOU. Give us a call at (712) 202-1781 anytime.

If you're a business looking to hire talent in #India, you may be concerned about productivity loss due to #moonlighting . DigiVerifier offers seamless workflow for employment verification, making it easier to ensure your team is focused on your business. Highly recommended for talent hiring services. Additionally, DigiVerifier offers employment verification for #loanservicing and #mortgages Reach out to Jayaprakash Subramanyam for a quick chat #talent #India #moonlighting #Employmentverification #loanservicing #mortgages

Based on your valuable feedback, we've launched two exciting updates to Modex Profiles: 'Conversations for All' and the new 'Workforce' feature. Plus, there’s more to come – stay tuned for additional features coming your way later this year! 🔹 Conversations for All: This update transforms how connections are made on our platform. Whether a loan officer shows interest in an employer or the other way around, communication begins as soon as mutual interest is confirmed. Now your professional interactions are even more accessible and responsive. 🔹 Workforce: Ever wondered about the hiring trends at potential employers? Our new Workforce feature gives loan officers an overview of company dynamics, showing the number of hires and departures at a given company or branch. This tool is perfect for understanding an employer's capacity to attract and retain top talent within the mortgage industry. Try them now: https://lnkd.in/g6H6QW_m #modex #modexprofiles #mortgagerecruiting #mortgagedata #loanofficers #hiringmanagers #jobsearch #mortgagejobs #marketupdate #datadrivenhiring #mortgageleaders #hiring #nowhiring #jobhunt #loanofficer #career #hiringmanagers #loanofficerlife

How many of your business's existing partners would do this? Talk themselves out of money. 💸 We often have partners approach us, requesting new hires or additional services, and if we think it's a wrong move, we tell them. Recruitment means growing a business, and if you aren’t sure, then find someone who will help you make the right decision, at the right time. Gemma Hawkins #recruitment #hiring #mortgagebrokers

5 Reasons You're Finding It Hard to Recruit Loan Officers! In today's competitive mortgage industry, recruiting top loan officers has become increasingly challenging. Here are the top five reasons why you might be struggling to find the right talent: Shrinking Talent Pool: The number of active loan officers has decreased significantly, reducing the available pool of candidates. This decline makes it harder to find qualified individuals who meet your needs. Increased Competition: With fewer loan officers available, the competition among mortgage companies to attract top talent has intensified. Everyone is vying for the same candidates, making it a tough battle to win. Not Talking to Enough Candidates: Recruitment is a numbers game, and finding the right fit means engaging with a large number of potential candidates. However, expanding your outreach efforts requires more resources and money. The more candidates you interact with, the higher your chances of success, but this approach demands a significant investment in time and financial resources. Hiring In-House Staff is Too Expensive and Limited: Building an in-house recruitment team can be costly and may not provide the comprehensive search capabilities needed. The expense and limitations of in-house teams can hinder your recruitment efforts. Not Utilizing All Available Tools: Are you leveraging platforms like LinkedIn, building and managing email campaigns, engaging on social media, and actively reaching out via phone? If not, you're missing out on effective ways to connect with potential loan officers. The Solution: At Elite Mortgage Recruiters, we understand these challenges and are here to help you overcome them. Our comprehensive recruitment services provide you with unlimited access to qualified candidates without the hefty costs associated with in-house teams. When you partner with us, you get: -A dedicated LinkedIn team sourcing and connecting with top talent. -An email team sending over 100,000 targeted emails monthly. -A social media team actively engaging with loan officers. -A cold call team building relationships in your market. All of this is available for less than the cost of one in-house recruiter. Ready to transform your hiring process and secure the best loan officers? Let’s connect and discuss how we can help you build a strong, effective team. #MortgageRecruitment #LoanOfficers #HiringChallenges #RecruitmentSolutions #EliteMortgageRecruiters