The skills AI might not replace

• From Fine Answers podcast –Jay Burke and Aimee Lucas speak with Alisdair Barr

Why curiosity, communication and being a good human may be the strongest foundations for a career in financial advice.

A polished résumé may open a door, but it is rarely the whole reason someone is invited to build a career with a financial advice firm. As technology changes the way work is done, the ability to listen, connect, ask good questions and follow through may matter more than ever.

In this episode of the Fine Answers Podcast, Burke Britton Financial Partners’ Jay Burke and Aimee Lucas speak with Alisdair Barr, Founder & CEO of Striver, about graduate careers, what employers are really looking for and why financial advice may offer a meaningful pathway for people who enjoy helping others.

A career built around people

Financial advice is often mistaken for a career centred on spreadsheets, markets and technical knowledge. Those things are part of the work, but the conversation highlighted something more fundamental: advice begins with understanding people.

Alisdair put it simply: “Let’s double down on practising to be really good humans.” His point was that people continue to value genuine human connection. For a future adviser, that means learning to listen well, communicate clearly and understand what matters to the person sitting across the table.

Jay reinforced that the best use of people in an advice business is not necessarily the work that can be automated. It is the work that calls for trust, judgement, diligence and the ability to make things happen for clients and colleagues.

Good humans can beat perfect résumés

Aimee explained that BBFP’s recruitment approach has evolved. Academic results and references still have a place, but they do not provide the complete picture. The starting point is now much more human: can the person hold a conversation, relate to others and add positively to the team?

“The ability to have a conversation and to connect… that’s your foot in the door,” Aimee said.

That message may be reassuring for graduates who believe they need to arrive with every answer. Employers can teach systems, processes and technical skills. It is harder to teach someone to care about people, remain curious and take responsibility for their work.

For BBFP, the opportunity is not limited to one narrow definition of a future financial adviser. The broader conversation recognised that people can build fulfilling careers across client service, operations, advice support, leadership and adviser pathways.

Curiosity matters more than pretending to know

One of Jay’s clearest messages was that strong candidates do not pretend to know something when they do not. Instead, they ask questions. That curiosity shows that they are engaged, prepared to learn and genuinely interested in the business and the profession.

An interview should not feel like a one-way examination. Thoughtful candidates also interview the firm. Questions that may help reveal the real opportunity include:

• How have people in the business progressed into their current roles?
• What support is available while studying or completing professional development?
• When do team members begin gaining exposure to clients and advisers?
• What qualities have helped previous graduates succeed?
• How does the business develop leadership, communication and relationship skills?

Jay encouraged candidates to ask experienced professionals about their own pathway and the challenges they faced. Even if an interview does not lead to a role, a well-considered conversation can still provide insight that helps shape the next step.

Networking is a long game

The episode also challenged the idea that networking is merely a transaction. Jay described networking as a long game founded on relationships. The same skills that help someone create professional connections can later support the work of building trust with clients.

For graduates, this does not need to mean walking into a crowded room and trying to impress everyone. It can start with one coffee, one thoughtful LinkedIn message, a university event or a conversation with a local advice firm. Aimee’s advice was to begin by “dipping a toe in” and learning what the industry and the work are actually like.

Alisdair added a memorable reminder for interviews: “People like people. Don’t forget that.” Candidates should do their research, understand who they are meeting and be prepared, while still allowing their real interests and personality to come through.

A visible pathway at Burke Britton

A key part of BBFP’s employee value proposition is helping people see where an opportunity can lead. Jay described the importance of articulating progression through the business so candidates can “see the vision of the future”.

That pathway may include flexible work while studying, structured learning, mentoring, increasing client exposure and the chance to develop professionally and personally. It also reflects an acceptance that building capability takes investment from both the individual and the firm.

Rather than competing only on remuneration, BBFP wants future team members to understand the environment they are joining: a locally based business focused on relationships, development, teamwork and long-term client support.

Start with a conversation

For graduates, students or people considering a move into financial services, the next step does not need to be a formal application. It may simply be a conversation with someone who can explain the work honestly and answer questions about the different pathways available.

To hear the full discussion, listen to this episode of the Fine Answers Podcast. To learn more about graduate opportunities and career support, contact Alisdair Barr, Founder & CEO of Striver, on 0405 138 613, email abarr@striver.careers or visit www.striver.careers. Anyone interested in learning more about careers at Burke Britton Financial Partners can contact the team through the BBFP website at bbfp.com.au/contact-us/.