Who are the advisors of the future, and how will their responsibilities differ in a client-centric, omni-channel world? Drawing on LIMRA’s latest research on financial services distribution, advisor recruiting, and rapidly escalating consumer expectations, Kathy and Rick will share insights about the future role of the advisor and how industry recruiting can stay ahead of the curve. You will also hear how LIMRA has modified its assessment and development services to mirror changing consumer and candidate preferences. This session will help you drive home the necessity of aligning your company practices to tomorrow’s candidates.

This session is a special forum for attendee introductions and networking, plus a guided discussion on the insights shared in the opening session. There will be a small-group activity along with an interactive discussion among participants.

To obtain more quality candidates and better manage accountabilities, Mutual of Omaha has recently focused on more effective utilization of its existing systems, tools, and training and development programs. Hear how they are partnering with their field offices one by one to install consistent systems and processes throughout their agency distribution channel. Learn how this has resulted in achieving greater results and how the field has reacted to these changes.

A key to strong retention is ensuring that your company's “insides” match its “outsides.” Why? If the new employee experience is at odds with the picture you painted in your recruiting messaging, disillusionment and dissatisfaction are sure to follow — and be broadcast on social media. In this session, Marc explores how to adapt and leverage the digital storytelling approaches used by your colleagues in Marketing to develop a talent brand story that is both compelling and honest, and deliver it effectively and consistently across the organization.

The results you can achieve with your recruiting and retention strategy hinges on having the right field leaders with the right skills and the right leadership competencies. It’s the only way we can achieve real sustainable growth for the enterprise. In this session, we will explore the three steps to success that one organization is using to strengthen their recruiting culture by actively changing their sales leadership culture

Advances in technology and changing consumer behavior are having a major impact on advisor channels. This session will examine the impact of these changes on company distribution strategy and advisor business models. You’ll leave with a greater understanding of:

• The changing competitive landscape
• The impact of omni-channel distribution on advisors
• How adding new channels contributes to advisor channel growth

Developing and retaining high-producing women is an extremely important, and often challenging, objective for our industry. Guardian’s Board-driven initiative to recruit women has had a long history of success. Hear how they have approached this challenge and overcome common obstacles.

This session provides an additional forum for networking, and will allow you to explore the insights and applications discussed in Tuesday’s sessions. There will be a small-group activity along with an interactive discussion among all participants focused on:

• What we have learned and how can we pull it all together
• Positioning the opportunity for the advisor of the future
• Building an effective framework for a recruiting strategy

The challenge is no longer getting your message out: there are plenty of online channels to use. The real challenge for recruiters is getting your message in — getting top tier talent to slow down and take time to engage with you. So what works in an era of short attention spans and high expectations? In this high-impact, high-energy session, Debra and Betsy will demonstrate how today's leaders are leveraging powerful communications tools to find the right professionals and build top-performing teams. They will cover:

• The latest visual storytelling techniques
• What's new in social selling in the financial arena
• How to more-effectively leverage the incredible power of LinkedIn
• Where recruiting is headed next!

Fewer than 10 percent of young people report an interest in working in the financial services industry. This is a huge problem for our industry, where the majority of advisors today are over the age of 50 and only 5 percent are under the age of 30. Students have described financial services as old, all about numbers, boring, and even full of greed. This disconnect is more marked in underrepresented areas of the population, such as women, African-Americans, and Hispanics. In this session Nathan will discuss:

• Investments you can make to attract young, diverse employees to meet the needs of changing demographics
• Key influencers of student perceptions
• Skill sets that young talent can offer the profession
• Pathways to successful long-term employment of the next generation