Mortgage firms that are recruiting mortgage originators can turn to multiple service providers to make recruiting and onboarding easier. Some lenders have developed internal systems to enhance the process.
Home lenders and mortgage brokers that are recruiting originators can improve their search with the Loan Officer Recruiting Blueprint, EMAC Recruiting Academy announced earlier this month.
The digital platform promises to provide a step-by-step guide with real-world recruitment situations, according to EMAC — a Mortgage Daily advertiser. A 90-day call to action planner is complemented by topic-specific training modules that break down everything from the interview structure to the on-boarding process.
“The rapid changes and increased complexity of today’s mortgage industry presents new challenges and put new demands on an organization’s recruitment process,” Tarpon Springs, Fla.-based EMAC said. “Recruiting is like running any business, there is no magic bullet, no one technology vendor and no agency that is going to be the answer.”
Recruiting and onboarding are being automated at Gold Star Mortgage Financial Group Corp. using STANDARD|Technology, an April 28 news release said. The consulting firm will evaluate Gold Star’s current processes and deliver new applications.
In a keynote address on April 15 at the Federal Reserve Bank of Atlanta’s 19th Annual Financial Markets Conference, former Federal Housing Finance Agency acting director Edward J. DeMarco reported that staffing at the regulator has grown to 614 employees.
“We have tried very hard to enhance the skill set of our workforce by hiring experienced examiners, financial analysts, economists, lawyers and so on who have added great depth to our team.,” DeMarco said in his prepared comments.
Supreme Lending said last month that it was named to the Dallas Business Journal’s 2014 list of the Best Places to Work in the Dallas area for the second consecutive year. The ranking reportedly reflects results from an employee survey that asks about manager effectiveness, job satisfaction and benefits, among several other factors.
Supreme, which says it was the only mortgage firm on the list, noted that in addition to offsite family events and onsite facilities like a gym and game room, it encourages annual time off.
More information about Supreme’s career opportunities is online at www.supremelending.com/Careers.aspx.
Walpole, Mass.-based Mortgage Master issued a news release in April indicating that it has assembled an internal team to help the transition process for new loan officers joining the company. The “Loan Officer Concierge team” is expected to enable new originators to generate business without interruption.
Mortgage Master said that it hired 46 mortgage professions in the four months ended April 23. Headcount reportedly stands at around 700, including more than 300 “loan experts.”
Information about working for Mortgage Master is on its website at www.mortgagemaster.com/corporate/jobs.
Shifts in the market and in perceptions of how loan originators are paid have helped make credit unions more attractive employer prospects for loans originators, according to a recent article in Credit Union Times. Originators are now valuing stability and benefits more and the number of basis points less.
