When it comes to recruiting mortgage brokers to help you build your firm, Tim Barnard has his finger on the pulse.

Whether you are looking to hire a salaried or contract broker, there are a number of considerations to ensure you select the right talent and provide them with the tools and means to set them up for success so they produce win-win outcomes that are good for them, you, your business reputation and clients alike.

With more than 20 years of recruiting experience under his belt, Tim established Blue Wave Talent to help brokers with the sometimes laborious task of sifting through resumes, conducting interviews and hoping the person they hire will fit the bill.

Topics that are covered in this interview with Tim include:

• What the typical steps in the recruitment process look like

• Salary range a broker practice owner can expect to pay for top talent

• Technology that Tim uses to makes it easier for a hiring manager to rule prospective candidates in or out

• What younger candidates are looking for from employers other than remuneration

• Trends and preferences for how to structure a role

As you can appreciate, when it comes to recruiting mortgage brokers to support your objectives around scale, customer experience and to help take some of the workload off your plate, there is not one size fits all.

While there might be some guidelines to consider, it is important to structure the role in way that enables both parties to derive ongoing benefit and value. When you do this well, you can earn long-term loyalty and performance from your staff, which of course is good for all concerned.

Should you wish to reach out and further the conversation with Tim, he can be reached on 0420 987 276 or tim@bluewavetalent.com.au