NMP - October 2016 - 87

underwriters, processors, social media reps, account reps, closers and more. My suggestion would be an Associate Degree in Business Administration, with a minor in Lending, or a Bachelor of Arts Degree with a Major in Lending. Laura Burke, MBA, MS, MIS, CFE, EA is an author, with 20-plus years of experience in the mortgage arena. Laura was chosen as a member to the IRS IRPAC Committee in 2016, where she will serve a three-year term. As an enrolled agent, she is knowledgeable in tax law and provides a multidiversity, and social justice. She may be reached by e-mail at LauraLynnBurke@gmail.com. 87 NationalMortgageProfessional.com n National Mortgage Professional Magazine n OCTOBER 2016 Wachovia, GMAC, Merrill Lynch, Bear Stearns and Washington Mutual, to name a few, either closed, filed bankruptcy or were taken over by another larger conglomerate. Hundreds of thousands of jobs were lost and the industry has been in rebuild mode ever since. I would say the state of the industry is better today than it has been in many years, but it now is facing the loss of many seasoned employees as they age, how will they replace this talent is the new dilemma. With the magnitude of the many closings that took place, it left many highly-trained and qualified individuals unemployed. Filling positions wasn't a problem, as qualified candidates were abundant, and so the old blood was used like a much needed transfusion. The old blood gave and stood tall through the housing crisis, as the crisis is coming to its end, new light must be shed on new blood for the future state of the industry. Some thoughts would be to capitalize on the strengths of the seasoned, veteran employees by restructuring their duties to encompass training newbies. Have them play an advisory role ... what worked in the past, what didn't work in the past, what changes need to be implemented. History often repeats itself, so utilize the knowledge and talent currently held in your organization. Keep jobs open to those capable of working later than average retirement age. Attract new Millennials with the opportunity to start now, learn the ropes and add their own flair and knowledge "to make it their own" position within the company. Lastly, I see the need for an educational component within the colleges and universities to offer a program targeted for those who want to follow the mortgage industry career path. We currently have college or the like programs for cosmetology, paralegals, income tax preparation, and a multitude of other career choices, perhaps it's time that we lobby for a two- or four-year degree program in the field of mortgagerelated positions, from the management level, to originators, http://www.NationalMortgageProfessional.com http://prmg.net/prmg-university

Table of Contents for the Digital Edition of NMP - October 2016

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