Lack of Knowledge a Barrier to Using Alts

Nearly three-quarters of advisers use alternatives, but many would still like deeper knowledge about them.

According to Cogent Research, 47% of advisers said adding diversification is the primary objective when using alternative investments (AI), followed by 25% who said downside protection and 13% who cited absolute returns. Of those using alternatives, half said they would be interested in learning more about them.

Those do not use alternatives said the top barriers were clients’ lack of knowledge about AI (49%), lack of track record (44%), clients not being comfortable with investing in them (43%), and a lack of knowledge about them (36%).

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Rick Lake, portfolio manager for The ASTON/Lake Partners LASSO Alternatives Fund, said during an alternatives media event that the learning curve for alternatives is among the biggest obstacles advisers must face when using them. It’s important for advisers to understand the pros and cons of alternatives in order to best serve their clients, he added.

When adding alternatives to a traditional portfolio, Ed Egilinsky, managing director of alternative investments at Direxion, suggests allocating at least 10% of the portfolio to alternatives, such as managed futures—which have a low correlation to stocks and bonds, and they also perform well in bear markets, he added.

 

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Fifty-six percent of advisers who use alternatives said they view them as playing an important role in their clients’ portfolios. Lake said alternatives can give clients more tools for retirement by lowering volatility. “You want to smooth out the overall ride,” Egilinksy echoed.

Jeremy Radcliffe, co-founder and managing director of Salient Partners, suggested advisers find a level of volatility the investor is comfortable with and then maneuver the portfolio accordingly to try and keep the volatility consistent. “It’s not perfect,” he said. “It’s not a crystal ball,” but volatility does seem more predictable than returns.

Cogent’s Web survey was conducted among 1,741 financial advisers with an active book of business of at least $5 million in assets under management.

 

More Employers Say NQDC Helps with Retention

More employers say recruitment and retention are among the top reasons for offering nonqualified deferred compensation plans to their key employees.

The vast majority of plan sponsors (91%) say nonqualified deferred compensation plans are important to provide a competitive package for recruiting employees, a seven percentage point increase from 2011, according to findings from a study of employers and their key employees conducted by Boston Research Group on behalf of the Principal Financial Group. Eighty-six percent of plan sponsors say these plans are important as a retention tool, up eight percentage points from 2011.   

Key employees confirm nonqualified plans factor into employment decisions; 69% say these plans are important when making a decision to take a new job, and 61% report the plans are important in their decision to stay with a current employer.  

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The number of participating employees contributing $25,000 or more to nonqualified deferred compensation plans has steadily increased over the last three years, at 44% in 2012. Participants also plan to save more in these plans, with one in three (35%) planning to increase their contributions in the plan over the next year.   

The research also found more than three-fourths (78%) of key employees report reviewing their investment allocation quarterly or more frequently. More than half (53%) sought advice from a financial professional, yet 59% do not have a written plan that includes goals and sources of retirement income. Nearly nine in 10 key employees say nonqualified deferred compensation plans are important in reaching retirement goals.  

More insights from the 2012 study are available at www.principal.com/nqresearch.

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