If you have to come here to figure this out, you’re not ready for such an undertaking.

  Why not just answer his question without being a smart aleck.  Sometimes people do come to these forums to get genuine information and help.

[quote=Ilovedogs]  Why not just answer his question without being a smart aleck.  Sometimes people do come to these forums to get genuine information and help.[/quote]

Good point.

So why didn’t YOU answer it?

Regarding your first question-I would think that you could gain some advantage by hiring someone from the b/d because they would have some familiarity with operations and as well the company software.  Be careful about ‘cherry picking’ a key employee, though, as that could create some bad blood if done poorly.

Of course they will be more attractive if they already have some of the needed licensure.  Getting an employee trained and licensed can be a significant expense, and if they already have them it suggests that at least they have a minimum level of industry knowledge.

As for qualities and qualifications, I think those are questions you are going to need to answer for yourself.  I suppose there are certain basic qualities that would be common to any new hire, such as good communication skills.  Having said that, I think the answers to those questions are highly dependent upon the nature of your business and your personal preferences.

[quote=joedabrkr] [quote=Ilovedogs]  Why not just answer his question without being a smart aleck.  Sometimes people do come to these forums to get genuine information and help.[/quote]

Good point.

So why didn't YOU answer it?
[/quote]

Because smarty, I did not have the answers he was looking for.  I unlike most here don't know it all.

It is truly amazing how silly people get on this forum when someone just wants a question answered which, by the way, was my primary point, but as usual, it has to sink to a personal level. 

[quote=Ilovedogs] 

Because smarty, I did not have the answers he was looking for.  I unlike most here don't know it all.

It is truly amazing how silly people get on this forum when someone just wants a question answered which, by the way, was my primary point, but as usual, it has to sink to a personal level. 

Nat - yes, absolutely, I’d hire someone from the back office, and they would be especially attractive if they had their licenses in place. I might be just as willing, if not more willing, to higher a couple of the people who I’ve bought cars from.



We bring on admin’s for their knowledge of ops. If you’re brining on a junior broker you need to know if this person can sell, and are they willing to do it ‘your way’ until they develop their own style?



Qualities: What’s made you successful? Why not find someone who you see yourself in. You may be more willing to give them leeway & help them grow.



Qualifications: Is this person believeable when giving advice, and are they comfortable in telling people what to do with their money? We’re rarely asked this question by our clients. Don’t they invest with us because they tell us that they have a need & we give them a clear pathway to filling it?



Organization, Work Ethic, and Integrity: What have they done previously that proves they have these things in place.



Coachability: It’s your business. They have to work within your guidelines.



Techno-savvy: I think it’s important. People who can deal w/ current technology are 20 - 30% more effective than people who can’t.

Thanks for the replies.  I have a few people in mind; I've developed relationships with them as they are great 'go-to' people in the back-office.  Now it's a matter of picking a solid candidate and finding a way to make him/her an offer that we both can agree on...this is an indy shop, so any input on what a jr should get paid would be greatly appreciated.

On the cherry-picking comment: I honestly don't know how mgmt is going to take it when the candidate breaks the news, so we're trying our hardest for diplomacy in that regard.

I realize communication skills, sales, and power of persuasion are all part of a well rounded broker.  I'm just hoping for a seamless transition and one where I know I've made a good decision in choosing a candidate.  I don't know if high ambition, a little greed and self-interest are things I want to HEAR from them during the interview process...I certainly hope they are driven enough to work hard for the firm, but not to the extreme.