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Financial recruitment is changing – don’t get left behind

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Recruitment marketing solutions for financial advisers

To succeed in the digital age, it’s important to keep your efforts and initiatives inline with some of the world’s fastest growing financial services companies. Let’s explore.

The financial advice industry is undergoing a period of change, so if you want to be one of the fastest growing financial services companies in the next few years, now’s the time to change. The average age of a financial adviser today is 51 – and with 38% of advisers expected to retire in the next 10 years, firms need to attract younger advisers to fill the gap. But it’s not that easy: competition is hotting up and the war on talent is getting tougher. Despite more than 83% of businesses naming talent acquisition as the number one priority in their organisation last year, 91% of organisations in the UK have had difficulties hiring employees over the past 12 months. Today’s market is extremely candidate-driven and candidates are becoming more demanding than ever before – and with so many companies fighting over talent, it’s more important than ever that your financial advice firm stands out. But how?

It’s time to get digital

It’s time for financial advice to enter the digital age. The fastest growing financial services companies that will survive the war on talent are the ones with a digital presence – which is why you need a digital recruitment strategy to get ahead. Traditional recruitment methods just aren’t effective on their own anymore. When you think about recruitment, you often think about cold calling, but as an expensive, ineffective, and not to mention annoying sales technique, the relevance of cold calling and traditional techniques is on the wane.

So, why the change? In recent years, technology has been the prime disruptor of the recruitment industry, prompting a change in candidate mindset. Instant access to information and growing connectivity has turned the tables on recruiters, giving candidates far more controland coupled with advancements in technology and increasing awareness of work/life balance possibilities in young professionals, it’s more important than ever for financial advice firms to have a solid digital strategy to appeal to the financial advisers of the future. 

92% of the UK population has access to the internet; 81% of the population has access to a mobile phone; 85% access the internet at least once a day and 48% of the UK population have active social media account. So if your current recruitment efforts are yielding poor results, it might be time to evaluate what you’re doing, implement change and start building a digital recruitment strategy…

What is digital recruitment?

Digital recruitment uses a combination of traditional and digital marketing techniques to attract more candidates to your firm and build a more positive impression of your organisation. Social media and content marketing is a growing industry and recruitment agencies are having to adapt their recruitment methods to this digital age. From optimising websites to social media, blogs to ebooks and whitepapers to webinars, in today’s world, content is officially king. Combine that with a shift in sales strategy to focus on consultative, helpful selling approaches with candidates who are ready to talk, and you have a powerful recruitment strategy built for today’s new candidates.

Digital recruitment allows you to regularly engage with your talent pool, keeping them engaged and interested when a suitable vacancy comes up. From creating and sharing helpful content on social media to promoting why your firm is such a great place to work online, to using CRM systems to send personalised, branded emails to passive candidates to keep your front of mind. It’s about sharing your expert knowledge with candidates so they can come to you when they are ready. Here’s how:

Create helpful content

Building a strong brand can help to win new clients and new candidates. But growing a strong and trusted brand takes time – and one way to increase visibility and appeal to the candidates of the future is by content creation. From blogs to downloads and webinars to whitepapers, you want to be a consistent voice that your candidates can rely on for industry information; and regularly sharing original content is a great way to engage with your audience and set your advice firm apart from the competition.

Utilise email marketing

People like people – it’s as simple as that. So when it comes to attracting candidates to your advice firm, it’s about building relationships and keeping communication open. Perhaps your candidates aren’t looking for a job right now? That’s fine. By keeping in regular contact through email marketing, you can continue to nurture your relationships until they are in a position to consider a new role. It’s about keeping your potential candidates warm until they are ready to move roles.

Use targeted adverts

The way candidates are searching for jobs has changed. People search via social media on their phones to look for a job – which means targeted ads are an incredibly powerful way to reach out to high-quality candidates. Social sites such as Facebook and LinkedIn allow you to post cleverly targeted adverts by adjusting the demographics and location of your audience. So if you need financial advisers to join your firm in Bristol, you have the tools to target the most relevant people in that area – which means you can be confident you are attracting relevant, high-quality candidates.

Embrace the power of social

There are now over three billion social media users worldwide – and the use of social media for recruitment has grown 54% in the past five years. As well as sharing helpful content online, portraying your company’s personality through social media can help you attract more candidates. Did you know that 59% of candidates use social media to research companies they are interested in? So if you want to get ahead of the competition and win the war on talent, it’s really important to shout out about your company culture online – especially seeing as the world of financial advice is often seen as stuffy and old-fashioned. In addition, social media is also a great way to connect with passive candidates who aren’t necessarily looking for a job. 

Why partner with Recruit UK 

All this is very well and good, but it takes a great deal of time and money. In order to be effective, you need to work hard at your digital strategy – there’s no point in posting once on social media then leaving months in between, or writing one download that racked up hundreds of views and never writing anything else. However, as financial advisers, you need to free up your time to give advice and build relationships with clients rather than focusing all of your efforts on recruitment and marketing.

If you decide to hire in-house, you’re looking at a big expense. First of all, it would cost approximately £60- 80,000 to hire an experienced recruiter alone. Then you’ve got to factor in the cost of a digital marketing manager to take care of your marketing strategy, which is probably another £45,000. On top of that, you’ve got advertising spend, SEO budgets, content writers… the time and effort involved in implementing your own digital recruitment in house is never-ending. 

So what’s the solution? Well, that’s where Recruit UK’s digital recruitment solutions come in. By partnering with Recruit UK, you can take advantage of our tailor-made recruitment strategies for financial advice firms running on 12-month contracts, and you’ll also benefit from our traditional recruitment package too.

What you’ll get in the digital recruitment solution package 

Branded careers pageA branded careers page that gets shared across our combined 1st connection following of over 80,000 financial services/planning candidates UK wide

Branded monthly blogWe write an engaging a relevant article, that is shared to over 85,000 1st connections on LinkedIn and is part of a targeted paid advertising campaign across Facebook and LinkedIn. 

Branded digital downloadHelpful and insightful guides sponsored and shared across multiple social media platforms and features on our monthly email newsletter. Used to capture passive candidates contact details.

Branded job adverts A personalised premium job advert posted on relevant job boards, our website, LinkedIn and shared via every consultant’s professional network.

Feature on our email marketingYour branded article and job features on Recruit UK monthly email marketing.

Analytics and performance reviewRegular transparent feedback on the performance of the digital marketing strategy and recruiter efforts. 

Benefit from SEO and Google ranking Your content ranks in Google, which means you build a bigger organic audience each month we release new branded content. You also piggyback Recruit UK SEO and marketing efforts, so more relevant visitors to our site means more exposure for you and more inbound leads.

The time is now

Within the next five years, as advisers continue to leave the industry, the war on talent is only going to get tougher. If you want to last in the digital age and be one of the fastest growing financial services companies, it’s essential that you bring your recruitment strategy into the 21st century. Contact Recruit UK today to find out more about our digital recruitment packages and how we can help. 

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Background: Recruit UK Limited understands that your privacy is important to you and that you care about how your personal data is used. We respect and value the privacy of all our customers and will only collect and use personal data in ways that are described here, and in a way, that is consistent with our obligations and your rights under the law.

1. What Does This Notice Cover?

This Privacy Information explains how we use your personal data: How it is collected, how it is held, and how it is processed. It also explains your rights under the law relating to your personal data.

2. What is Personal Data?

Personal data is defined by the General Data Protection Regulation (EU Regulation 2016/679) (the “GDPR”) as ‘any information relating to an identifiable person who can be directly or indirectly identified in particular by reference to an identifier’. Personal data is, in simpler terms, any information about you that enables you to be identified. Personal data covers obvious information such as your name and contact details, but it also covers less obvious information such as identification numbers, electronic location data, and other online identifiers.

3. What Are My Rights?

Under the GDPR, you have the following rights, which we will always work to uphold:

a) The right to be informed about our collection and use of your personal data. This Privacy Notice should tell you everything you need to know, but you can always contact us to find out more or to ask any questions.

b) The right to access the personal data we hold about you.
c) The right to have your personal data rectified if any of your personal data held by us is inaccurate or incomplete.
d) The right to be forgotten, i.e. the right to ask us to delete or otherwise dispose of any of your personal data that we have.
e) The right to restrict (i.e. prevent) the processing of your personal data.
f) The right to object to us using your personal data for a particular purpose or purposes.

g) The right to data portability: This means that if you have provided personal data to us directly, we are using it with your consent or for the performance of a contract, and that data is processed using automated means. You can ask us for a copy of that personal data to re-use with another service or business in many cases.

h) Rights relating to automated decision-making and profiling: We do not use your personal data in this way

i) For more information about our use of your personal data or exercising your rights as outlined above. Further information about your rights can also be obtained from the Information Commissioner’s Office or your local Citizens Advice Bureau. If you have any cause for complaint about our use of your personal data, you have the right to lodge a complaint with the Information Commissioner’s Office.

4. What Personal Data Do We Collect?

We may collect some or all the following personal data (this may vary according to your relationship with us):

  • Name;
  • Address;
  • Email address;
  • Telephone number;
  • Business name;
  • Job title;
  • Profession;
  • Information about your preferences and interests

5. How Do You Use My Personal Data?

Under the GDPR, we must always have a lawful basis for using personal data. This may be because the data is necessary for our performance of a contract with you, because you have consented to our use of your personal data, or because it is in our legitimate business interests to use it. Your personal data will be used for or may be used for one of the following purposes:

  • Providing and managing your account.
  • Supplying our services to you. Your personal details are required in order for us to enter into a contract with you.
  • Personalising and tailoring our services for you.
  • Communicating with you. This may include responding to emails or calls from you.
  • Supplying you with information by email and/or post that you have opted-in to (you may unsubscribe or opt-out at any time by emailing [email protected].

With your permission and/or where permitted by law, we may also use your personal data for marketing purposes, which may include contacting you by email and/or telephone and /or text message and/or post with information, news, and offers on our services. We will always work to fully protect your rights and comply with our obligations under the GDPR and the Privacy and Electronic Communications (EC Directive) Regulations 2003, and you will always have the opportunity to opt out.

6. How Long Will You Keep My Personal Data?

Due to the nature of recruitment, a significant number of candidates reconnect with our organisation periodically. It is not uncommon for this to occur years after we have placed them in a role. For this reason, your consent includes explicit consent to retain your personal details until you wish us to delete your records from our database or refrain from further engagement.

7. How and Where Do You Store or Transfer My Personal Data?

We will only store or transfer your personal data in the UK or elsewhere in the EU. This means that it will be fully protected under the GDPR.

  • We store all data in specific company applications unique to us
  • All application access is via secure password or biometric control
  • In line with our Data Retention Policy, your data is deleted once

a) we no longer have a relevant use for it
b) it has passed the relevant expiry date

8. Do You Share My Personal Data?

We will not share any of your personal data with any third parties for any purposes, subject to one important exception. In some limited circumstances, we may be legally required to share certain personal data, which
might include yours, if we are involved in legal proceedings or complying with legal obligations, a court order, or the instructions of a government authority.

If any of your personal data is required by a third party, as described above, we will take steps to ensure that your personal data is handled safely, securely, and in accordance with your rights, our obligations, and the third party’s obligations under the law.

9. How Can I Access My Personal Data?

If you want to know what personal data we have about you, you can ask us for details of that personal data and for a copy of it (where any such personal data is held). This is known as a “subject access request”.All subject access requests should be made in writing and sent to the email or postal addresses shown below.

There is not normally any charge for a subject access request. If your request is ‘manifestly unfounded or excessive’ (for example, if you make repetitive requests) a fee may be charged to cover our administrative costs in responding.

We will respond to your subject access request within 14 days and, in any case, not more than one month of receiving it. Normally, we aim to provide a complete response, including a copy of your personal data within that time. In some cases, however, particularly if your request is more complex, more time may be required up to a maximum of three months from the date we receive your request.

You will be kept fully informed of our progress.

10. Contact details

Contact us at [email protected]
Alternatively, you can contact us by writing to us at:
GDPR Compliance Officer
Recruit UK Limited
Newminster House
27-29 Baldwin Street

11. Complaints procedure

If you have a complaint about the way your data is stored or handled by Recruit UK Limited, please
contact us at [email protected]
Alternatively, you can contact us by writing to us at:
GDPR Compliance Officer
Recruit UK Limited
Newminster House
27-29 Baldwin Street

Escalated Complaints
If you remain unhappy with the handling of your data, you can complain to the ICO.
Information Commissioner’s Office
Wycliffe House
Water Lane

12. Changes to this Privacy Notice
We may change this Privacy Notice from time to time. This may be necessary, for example, if the law
changes, or if we change our business in a way that affects personal data protection.
Any changes will be made available on our website


Inclusivity and fairness are of paramount importance to us. Recruit UK embraces equality, diversity and inclusion and will seek to promote their benefits in all of its business activities. We will further develop our business culture to encourage, value and manage that belief. 

We intend to eliminate discrimination and encourage diversity amongst our workforce. Our aim is that our employees will be truly representative of all sections of society and each person feels respected and able to give their best.

Our policy purpose:

Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:

  • age
  • disability
  • gender reassignment
  • marriage or civil partnership
  • pregnancy and maternity
  • race (including colour, nationality, and ethnic or national origin)
  • religion or belief
  • sex
  • sexual orientation


Oppose and avoid all forms of unlawful discrimination. This includes:

  • pay and benefits
  • terms and conditions of employment
  • dealing with grievances and discipline
  • dismissal
  • redundancy
  • leave for parents
  • requests for flexible working
  • selection for employment, promotion, training or other developmental opportunities


Who is responsible for equal opportunities?

Achieving an equal opportunities workplace is a collective task shared between the employer and all its staff. This policy and the rules contained in it, therefore, apply to all staff of the employer irrespective of seniority, tenure and working house, including all employees, directors,

consultants, trainees, homeworkers and fixed-term staff and any volunteers or interns (referred to as staff).

All staff have a personal responsibility to ensure compliance with this policy, to always treat colleagues with dignity, and not to discriminate against or harass other members of staff, visitors, clients, customers, suppliers and former Recruit UK, employees.

Managers and Directors must take all necessary steps to:

  • Promote the objective of equal opportunities and the values set out in this policy.
  • Ensure that their own behaviour and those of the staff then manage complies in full with this policy;
  • Ensure that any complaints of discrimination, victimisation, or harassment (including against themselves) are dealt with appropriately and are not suppressed or disregarded.

Our Commitments

  1. Encourage equality, diversity and inclusion in the workplace.

  2. Create a working environment free of bullying, harassment, victimisation, and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.

    This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity, and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation, and unlawful discrimination.

    All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation, and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public.

  3. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others during the organisation’s work activities.

    Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.

    Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

  4. Make opportunities for training, development, and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.

  5. Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.

  6. Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.

    Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

Agreement to follow this policy

The equality, diversity and inclusion policy is fully supported by senior management at Recruit UK.

Details of Recruit UK’s grievance and disciplinary policies and procedures can be found in the employee’s handbook. This includes with whom an employee should raise a grievance – usually their line manager.

Use of the organisation’s grievance or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.

Achieve your career goals

Once you have the knowledge, soft skills, practical skills, and qualifications needed for pursuing a career in Financial Planning, we will provide you with guidance toward a suitable path to follow to achieve your career goals.
You can confidently apply for job opportunities with a high-quality CV knowing exactly where you sit within the market with inside intel about salary expectations, buzzwords for specific leading firms and referrals from experts you will meet along the way. You will also have the opportunity to utilize the Financial Planner Life recruitment services, giving you further specialized advice and putting you forward for roles which align with your intrinsic values and career goals.
Don’t put it on hold, join the community today and discover your potential.

Discover your path.

We understand that there isn’t a one size fits all approach to a career in financial planning, which is why we are here to make sure that you’re taking the right route into the profession.
We’ve calmed the process down so you can stay within your current company, start studying towards your qualifications and begin to get a real understanding of what the landscape of financial planning looks like in respect of your career.
Whether you have aspirations of being an employed adviser, running your own business or doing a more back-office focused role such as compliance, we can help guide and support you down the right path, matching your experience, your network and your intrinsic values.

Uncover your potential.

It starts with taking your qualifications and what we do within the community is support you to pass your qualifications first time. The Financial Planner Life community is all about supporting people’s different learning styles and taking into consideration life’s commitments such as finances, family and existing employment.
We believe in offering a personalised learning experience, which is why our program includes study support for industry-recognised exams. Our aim is to ensure that you are well-prepared to pass exams such as the CII-regulated diploma in financial advice, the CII Certificate in Mortgage Advice and the CII Certificate in Paraplanning.
Train to become a financial planner with the use of online resources, networking within the community with well-established professionals as well as frequent webinars and Q&As with Sam Oakes and industry-leading professional guests.
[Download the full academy prospectus here]

Connect with the Community

Welcome to the Financial Planner Life Academy where well-being, honesty and transparency are at the heart of what we do.
We’re here to support you on your journey into a career within the financial planning profession. Whether that’s administration, paraplanning, financial advice or even mortgage advice. Our expert trainers and community will support and educate you and train you to A, pass your qualifications and B, make the right decision about your first employment in the financial planning profession.
It could be going down the route of being restricted, or becoming an IFA, you may even have aspirations of running your own business! But what does that look like?
We understand that from the outside looking in, it can be daunting to find the correct route into the profession to become a financial planner. The Financial Planner Life Academy is completely independent, allowing you to connect with hundreds of financial planning professionals with different backgrounds, at all levels of experience.
You will learn all about the different options you can take, mentored by a diverse mix of professionals so you are equipped with the essential toolkit to be able to make an informed decision about your career path within financial planning.

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