* Find the right cultural fit "Not everybody is cut out for a small business," says Risto V?yrynen of Sifter Group. Choose people who are genuinely excited by the idea of building a business. When the economy picks up, they are more likely to stay.
**Challenge them "We are not expecting our new graduate to be anybody's second fiddle; we're pushing him to see how far he can go," says Mr V?yrynen.
*Make them feel important Sifter allows its graduate recruits to sign client investment briefs, which larger institutions rarely do, and even features them in the press. "When a magazine ran an article on Sifter, instead of the usual line-up of senior mangers, we chose to picture our two junior analysts with the chairman," says Mr V?yrynen.
*Offer a better quality of life Veteran Financial's Emily Schwarz rejigged her recruit's work schedule to accommodate his daily commute from the centre of Philadelphia, where he prefers to live, to the suburbs where Veterans Financial has its offices. "Had he joined a large corporation, I doubt he would have found them so flexible," she says.
How to catch the high-fliers article
