JULY 2019HR TECH OUTLOOK9relationships, and streamline the loan process. It's one thing to create a recorded training or user guide to show LOs how they work, but quite another to coach them on how to bring it all together and customize our platform for their unique clientele, business mix and market. A few years ago, we launched our "Up Your Game" platform, a series of coaching calls and workshops featuring top LOs, at all levels of production, from all over the country, who share how they've personally maximized different aspects of our platform to grow their business. We also partner every new LO with a Consultant Vice President, a tenured, experienced LO with a vast knowledge of all aspects of our process. The CVP works side-by-side with the new hire on all loan-level tasks during their transition, applying the concepts learned in training to their real-life scenarios and transactions. New hires who attend these calls and take advantage of that partnership acclimate to our platform better, tap into our culture faster, and close business earlier than those who rely on training alone.· Reinforcing the Decision to MoveAsk any loan officer, and he or she will tell you that changing companies is one of the most agonizing experiences of their career. Even the most dissatisfied LOs hesitate when making a move for fear of starting all over at a company with new systems, new teams, and new obstacles to overcome in order to get loans closed. And since most LOs make their living through commissions and continued referrals from satisfied partners and clients, the stakes associated with transitioning to a new company and the risks of potentially stumbling through their first few transactions are sky high. At Guaranteed Rate, every new hire is assigned a dedicated onboarding specialist. This specialist partners with the new LO and their hiring manager to better understand the LO's unique concerns going into the transition and the pain points they may have experienced at their previous company. This pre-start interview allows the onboarding specialist to customize a support plan that truly "meets them where they are," prioritizes the elements of our platform that matter most to them, and surrounds them with tenured mentors in the areas where they need the greatest support. This bespoke, white-glove approach could probably be recreated via an intake form with selections that spit out training recommendations and timed communication drips; but when we recruit a LO, it isn't a paint-by-numbers process. It's personal. Relationships are built and promises are made. Our team is an extension of that relationship, and delivering on those promises is the single most important thing we do. A mentor of mine once told me that we seldom learn from our victories--lessons are learned in times of change and challenge. Every time we shepherd a new employee through transition, we push ourselves to think bigger and do better. Our recruits chose us for this reason, and we owe it to them to deliver. Our extensive platform and robust employee resource portal give our employees every tool they need to execute their job functions, and our business planning and development tools stoke their continued growth
< Page 8 | Page 10 >