Hiring the right person for your team is both an art and a science. While the process can feel daunting, it can become an exciting opportunity to shape your firm’s future. The key is clarity and creativity. For RIA firms, setting the foundation for an effective hiring process starts long before posting a job description. Let’s dive into how to get started.

1. Identify the Role You’re Trying to Solve For

Before you think about candidates, ask yourself: What problem am I trying to solve by hiring for this position? Clearly defining duties and responsibilities is crucial. So, how do you do this effectively?

• Visualize Your Ideal Structure: Think of your company as a puzzle. What pieces are missing? Imagine an ideal structure where everything runs smoothly and pinpoint the gaps you need filled.

• Design Roles Around the Seat, Not the Person: Build the job description around the company’s needs, not specific individuals. This ensures the role is scalable and aligned with long-term goals.

• Focus on the “What” Before the “Who”: Save considerations about personality fit for later. First, determine the responsibilities and skills required.

Pro Tip: Include measurable objectives in your job description to clarify what success looks like within the first 90 days.

2. Have Fun with the Process

Hiring doesn’t have to feel like a chore. Treat the design phase as a creative exercise. Collaborate with your team to brainstorm what an ideal candidate would bring to the table. Consider:

• What strengths or skills would elevate the team?

• How will this role interact with other departments?

Think of hiring like dating: you’re not just filling a role—you’re seeking a long-term partner who aligns with your goals. Just as in dating, clarity and communication are key.

3. Use Assessments to Gain Insights

When evaluating candidates, tools like the DiSC Assessment can help you understand what someone can do and how they will do it. These tools provide insights into:

• Behavioral Tendencies: How they approach challenges, work with others, and stay organized.

• Communication Styles: Understanding how a candidate likes to give and receive feedback.

• Learning Preferences: Tailoring training to their preferred style for faster onboarding.

Other tools, such as Myers-Briggs or CliftonStrengths, can also help paint a fuller picture of how a candidate might integrate into your team.

Actionable Tip: Include a brief assessment as part of the application process to identify top candidates early.

4. Think Beyond the Obvious

Employers often overlook key factors that impact long-term success. Keep these in mind:

• Culture Add, Not Just Fit: Seek candidates who bring fresh perspectives to evolve your culture.

• Growth Potential: Can the role grow with the person and adapt to future company needs?

• Clarity in Expectations: Ambiguity kills productivity. Define success metrics from the start.

• Comprehensive Compensation: Include benefits, development opportunities, and culture in the package—not just salary.

5. Human-Centered Vetting

The vetting process is where you assess personality and team fit. Observe how candidates interact during interviews. Consider:

• Do they ask thoughtful questions?

• How do they handle feedback or hypothetical challenges?

• Are their values aligned with your mission?

Interviews are also a chance for candidates to evaluate you, so be transparent about the role’s challenges and opportunities.

Conclusion: Build Thoughtfully, Hire Strategically

Hiring isn’t just about filling a gap; it’s about strengthening your team. By clarifying your needs, enjoying the process, and leveraging tools like assessments, you’ll set the stage for success. Remember, the goal is to find someone who can grow with your firm and contribute to its future.

For more information on how I can help your team grow in the future, visit www.ria-ops.com.

About the Author: Jackie Benjamin Hatherley

Jackie Benjamin Hatherley is a fractional COO and operations strategist specializing in helping RIA (Registered Investment Advisory) firms build efficient, scalable teams. As the founder of RIA Ops, Jackie helps firms optimize their structures, refine processes, and achieve sustainable growth.

With a focus on clarity and human-centered strategies, Jackie leverages tools like behavioral assessments (e.g., DiSC) to align hiring and operations with a firm’s goals and culture. She aims to help firms build future-ready organizations through thoughtful planning and execution.

With over two decades of experience, Jackie is a trusted partner for firms looking to elevate their operations. Connect with her on LinkedIn at Jacqueline Benjamin Hatherley or visit www.ria-ops.com to learn more.