Q: Describe your role within the firm.
A: My responsibilities are to attract and identify qualified candidates in order to meet divisional business objectives which include: educating hiring leaders of Arizona labor market, attract and recruit an inclusive workforce, and establish community involved via professional groups. Q: Describe how your division contributes to the firm's success.
A: The Recruiting department of the Human Resources division facilitates the hiring and candidate selection process to ensure consistency and fairness in the recruitment process. Furthermore, Recruiting serves to support and act as consultants or mentors via educating leaders on standard HR practices and current hiring trends. Q: What year did you start at Edward Jones? What year did you start in your current position?
A: I started with Edward Jones in March of 2006. I was hired from the outside and have been in the Senior Recruiter role for the entire tenure. Q: What did you do prior to joining Edward Jones?
A: I worked for The Vanguard Group, and worked in the Human Resources department supporting internal and external hiring and benefit responsibilities. Q: Are there any memorable experiences you’d like to share that encapsulate or typify what it’s like to work for Edward Jones?
A: In my profession, I gain fulfillment in coaching or mentoring associates. Whether coaching on best interview practices, consultations on career development, or just being an ear to listen, my job has always been rewarding when the associates feel they have gained something such as a skill, an idea, or a confidant. Q: Describe the culture at Edward Jones and how it’s different from your previous job. What is unique?
A: Working for the Vanguard Group was very similar to the culture of Edward Jones. However, the difference is that everyone is content. The Edward Jones family, and notice the word "family," are involved with assisting the great atmosphere that the firm has to offer. The culture is unique because it is common to see associates happy and working for 20 years at Jones. Specifically, I remember a department meeting where an associate received her 20th year anniversary award. I thought to myself, "Wow, people are still happy after 20 years with Edward Jones!" Q: One area Edward Jones prides itself is enabling our associates to maintain a strong work-life balance. How does this approach impact you?
A: The work-life balance has helped personally, as my position does not have a consistent flow of work hours. We recruit at job fairs, travel, and source candidates anywhere. With the laptops, our recruiting area was given more flexibility to determine the best schedule and gave us independence to strategize the best method to conquer Responsibility Based Management. Q: What does the firm being a partnership mean to you?
A: Partnerships are exactly what it stands for. Establishing a working relationship and working hand in hand partnering together to accomplish one common goal. The firm supporting and nominating partners within the firm is that unique touch that separates Edward Jones apart from other investment firms. Q: Before you came to Edward Jones, what did the name mean to you? And after you came on board?
A: Edward Jones was another investment firm, another competitor in the financial industry (working at Vanguard) before I worked here. Now, it is a part of my life. Q: Articulate the spirit of volunteerism that exists at Jones. How have you been involved and what was that experience like?
A: Volunteering in community based organizations or professional organizations are well supported by Edward Jones. The freedom to choose from various organizations gives the firm yet another ‘A’ grade on the unique culture it has. For example, I have participated in the INROADS program, an international minority based college internship program, as part of establishing brand recognition in the local college arena, but also to get the word out to the university areas mainly that Edward Jones values an inclusive workforce. Q: What qualities do you think a person needs to have to succeed in the home office environment?
A: I think a person needs to be willing to strive to learn different aspects of the business, the ability to get cross trained, and the desire to become diverse in work portfolio. Q: How do you see your future at Edward Jones unfolding?
A: As Tempe grows, it is my goal to become the manager of the HR area and take the initiative to get more involved in community based organizations. It would be my goal to make Edward Jones a household name in the Arizona market. Q: As you go through your daily activities, how do you know you’ve achieved success at Edward Jones?
A: I know I did my job well when an external candidate got the job and they bring in their children to meet me, or an associate I was coaching got a position they have been wanting, or a declined external candidate was not hired, yet referred another candidate to Edward Jones. That is when I say "job well done." Q: How has the firm supported your professional growth via training opportunities?
A: Edward Jones has provided me training on how to better assist my clients (hiring leaders) through facilitating interviewing techniques and best practices. Q: In terms of ongoing training, are you able to use either internal or external continuing education to continue to grow your career at Edward Jones?
A: Ongoing training is supported and can include going for SPHR and possibly a degree, or even taking a MS Office class to better support my clients needs. Q: What has the firm's growth meant for leadership opportunities?
A: Growing at a consistent and stable speed has given many associates the opportunity for advancement. Furthermore, programs such as the Leadership Development Associate (LDA), gives associates training and a combination of hands on development and skills in order to one day become effective leaders for Edward Jones.
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