As a brokerage, attracting emerging talent isn’t just about filling roles; it’s about cultivating a workforce that will drive your business forward. By investing in younger recruits, brokers can position themselves for long-term success while ensuring the industry’s future vitality.
The mortgage industry is full of potential for both clients and professionals seeking dynamic and rewarding careers. Yet, for many younger people, the industry remains under the radar. How can you as a brokerage attract the next generation and directly benefit your brokerage’s growth? Read on to find out.
One reason younger people may overlook mortgage broking is that they view it narrowly as a single-function role: helping clients secure home loans. As a brokerage, you can shift this perception by emphasising the broader skillsets and career paths that the industry offers.
Highlight how working in broking builds critical, transferable skills such as financial literacy, sales skills, relationship management, and understanding of technology—skills that open doors to leadership roles, fintech innovation and other careers within a brokerage business. When younger talent sees the mortgage industry as a first-choice career, they’re more likely to view your brokerage as a place where they can develop skills for future progression.
Recruits with ambitious mindsets bring fresh energy and a hunger for success, which can help drive your firm’s performance and innovation.
Explore this further in our blog on attracting and training new or young advisers.
Creating pipelines to young talent through local educational institutions establishes your brokerage as a forward-thinking, community-oriented brand.
● Work experience programmes: Introduce students to real-world brokerage operations. Shadowing opportunities allow them to see how brokers solve problems and interact with clients.
● Careers fairs: Position your brokerage as a key player in the financial services industry by attending or sponsoring careers fairs at schools and colleges.
● Guest lectures: Showcase your expertise and connect with students by speaking about the practical applications of personal finance, customer service, and technology in mortgages. This could be a perfect opportunity to bust myths about what a mortgage broker does.
Recruiting via educational institutions positions your brokerage as an employer of choice while helping you build a sustainable talent pipeline
3. invest in apprenticeships and mentoring
For larger firms, apprenticeships are a structured way to nurture young talent. These programmes provide hands-on training and professional growth, creating loyal, well-prepared employees who understand your brokerage inside out.
If formal apprenticeships aren’t feasible for smaller firms, consider mentoring programmes or sponsoring entry-level recruits in pursuing industry qualifications. These investments foster loyalty and ensure that recruits feel valued and motivated to contribute to your brokerage’s success.
Employees who grow within your organisation tend to stay longer and are better aligned with your company culture, reducing turnover and associated hiring costs.
Young professionals are often inspired by relatable success stories and local connections. Partnering with well-known community figures, advertisers, influencers, or organisations can help create excitement around the opportunities at your brokerage.
Sharing stories of employees who started young and worked their way up in your firm is a great way to highlight a clear path to success. This visibility reinforces the idea that your brokerage values and invests in career growth.
A positive reputation as a career incubator can increase the volume and quality of your applicants, decreasing length of time to hire and giving you an overall stronger talent offering.
5. modernise your workplace for a new generation
To attract younger professionals, align your workplace culture and tools with their values. This means:
A progressive workplace not only attracts top talent but also increases productivity and satisfaction among your team, improving client service and retention.
By reframing your brokerage as a hub for ambitious professionals, actively engaging with educational institutions, considering apprenticeship options, showing involvement with local bodies and investing in workplace modernisation, you’re not just recruiting employees—you’re building the foundation for your firm’s future success.
The effort you put into attracting emerging talent now will also pay you in the future as you build awareness of the opportunities that exist within the industry as well as the reputation of your firm, ensuring your business thrives whilst building a stronger, more innovative mortgage industry.
It’s a win, win situation. Individuals early in their career benefit from the promise of career growth and mentorship, while your firm enjoys enhanced innovation, a larger talent pool, reduced turnover, improved brand awareness and a boost in both productivity and satisfaction.
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