With the growing number of financial planning degree and graduate programs, the pool of educated candidates for job openings is expanding. That's great news for advisors looking to bring on young talent, develop excellent planning staff and, perhaps, find a potential successor.
But for advisors who want to invest time and money in developing young talent, there's a problem: Gen Y employees tend to believe that moving firms every two to five years is acceptable. So how do you attract Gen Y planners-in-the-making - and then, more important, get them to stick around?
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