Insurance & Actuarial Science

Insurance & Actuarial Science

Selby Jennings: A specialist talent partner for insurance and actuarial

Selby Jennings is a leading specialist talent partner for Financial Sciences & Services. Our global financial technology team provides permanent, contract, and multi-hire recruitment from our offices across three continents.

For more than 15 years, clients and candidates have had peace of mind that the specialist insurance and actuarial recruitment process is in safe hands.

From streamlining processes and upskilling workforces to staying cutting edge by employing flexible work models, we advise enterprise leaders on when to strike and how. We also provide expert insight to insurance and actuarial professionals on benchmarking benefits packages and salaries, as well as assist them through their career moves.

Whether you’re interested in securing the very best insurance and actuarial talent or you’re a professional looking for insurance and actuarial jobs, the Selby Jennings’ insurance and actuarial team deliver exceptional talent to industry-leading clients and candidates.

​If you're a insurance and actuarial professional, please register your resume.

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If you're looking for insurance and actuarial talent, please register your vacancy today.

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Benefits of working with Selby Jennings’ global insurance and actuarial team

We are a specialist talent partner. Among the many benefits of working with Selby Jennings’ global sales and trading team are:

Extensive specialist knowledge in the field with over 20 years of experience in the insurance and actuarial sector.

An unrivaled portfolio of clients, both big and small

Our award-winning talent experts offer specialist guidance in the insurance and actuarial space across three continents

Insurance and actuarial Jobs

Commercial Underwriter

One of the nation's leading stable insurance carriers is looking to add a Commercial Lines Underwriter to their growing team. They are looking for someone with a willingness to learn, and a strong understanding of commercial lines. You will be joining a tight-knit group of underwriters with an amazing culture. What you will be responsible for Underwriting across multiple commercial lines Evaluate commercial insurance applications and determine eligibility based on company guidelines Collaborate with other departments to develop and implement underwriting policies and procedures What you'll need to be successful 2+ years of underwriting experience Previous experience with commercial lines such as auto, workers compensation, etc. Excellent communication and customer service skills Evaluate the financial stability of businesses seeking coverage. Review financial statements, credit reports, and other relevant documents to gauge the financial health of the applicant.

Negotiable
Austin
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Commercial Underwriter

One of the nation's leading stable insurance carriers is looking to add a Commercial Lines Underwriter to their growing team. They are looking for someone with a willingness to learn, and a strong understanding of commercial lines. You will be joining a tight-knit group of underwriters with an amazing culture. What you will be responsible for Underwriting across multiple commercial line Evaluate commercial insurance applications and determine eligibility based on company guideline Collaborate with other departments to develop and implement underwriting policies and procedures What you'll need to be successful 2+ years of underwriting experience Previous experience with commercial lines such as auto, workers compensation, etc. Excellent communication and customer service skill Evaluate the financial stability of businesses seeking coverage Review financial statements, credit reports, and other relevant documents to gauge the financial health of the applicant.

Negotiable
Austin
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Senior Reporting Solutions Analyst

Responsibilities: Lead a reporting team through the entire lifecycle of reporting solutions, from ideation to implementation. Offer expert-level guidance to business users and report developers on enterprise reporting tools, actively seeking innovative tools to maximize their value. Serve as a lead consultant, determining and fulfilling business user reporting requirements while advocating optimal solutions based on BI best practices. Act as a subject matter expert in reporting, acquiring necessary business domain knowledge. Provide second-level support for reporting issues. Recommend BI tools and assist business users in selecting appropriate tools and reports for their objectives. Deliver training solutions for the enterprise as needed. Prepare, analyze, and document business requirements. Influence the business to test ideas and assumptions using data and analytical tools. Act as a project leader/iteration manager on small to medium-sized projects. Demonstrate a strong understanding of the BI development lifecycle for reporting and data warehouse solutions. Exhibit strong communication and soft skills to lead others in consulting and technical engagements. Conduct code peer reviews. Qualifications: Hold a Bachelor's degree in information systems or a related field, or possess equivalent education and experience. Have 7+ years of experience using MicroStrategy and/or QlikView, with a preference for candidates holding the MicroStrategy Certified Engineer designation. Demonstrate expert knowledge of relational database models (Oracle, DB2, SQL Server, Teradata, Netezza), ETL architecture, and data modeling. SSIS programming experience is a plus. Possess 5+ years of SQL programming experience. Have experience managing unstructured data in distributed ecosystems like Hadoop (preferred). Ability to work independently under general supervision. Project management experience is a plus. Competent to work at the highest technical level of all phases of application systems analysis and programming activities, with experience leading teams without authority. Must possess excellent interpersonal and communication skills, strong problem-solving abilities, and the self-motivation to improve skills. Demonstrate leadership, professionalism, and preferably an understanding of the insurance business. Be a MicroStrategy expert from an administration and architecture standpoint, not limited to report development. MSTR Certification is highly desired. Knowledge of MSTR Cloud Architecture is highly preferred. Must have strong SQL knowledge.

US$117000 - US$130000 per annum
Columbus
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Senior Actuarial Analyst

Responsibilities: Design and implement actuarially sound Medicaid capitation rates Help states budget for and forecast Medicaid spending Develop risk adjustment models for fair compensation of Medicaid MCOs Project Medicaid costs and revenues using financial models Conduct experience analyses to identify Medicaid utilization trends Prepare actuarial reports and provide actuarial support for government reporting Develop dental pricing strategies and actuarial support for dental benefit design Qualifications: Bachelor's degree in Actuarial Science, Mathematics, or a related field ASA designation 5+ years of experience in actuarial roles within the healthcare industry Strong analytical and problem-solving skills Excellent communication and collaboration abilities

US$90000 - US$110000 per year
United States of America
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Senior Med Econ Analyst

A leading Health Plan is looking for a Medical Economics Analyst to join their team. Your role is instrumental in analyzing Medicare Advantage medical claims data provided by health plan partners. You will work closely with membership files from health plans to ensure proper payments are received for the Medicare Advantage risk population. Your expertise in healthcare economics and data analysis will be pivotal in providing analytics to the organization, shedding light on Medicare Advantage population cost trends, and supporting strategic decision-making. Responsibilities Medicare Advantage Claims Data Analysis Utilize advanced statistical techniques to analyze and interpret Medicare Advantage medical claims data received from health plan partners. Identify patterns, outliers, and critical insights to inform decision-making. Work with membership files from health plans to validate and ensure accurate payments for the Medicare Advantage risk population. Provide comprehensive analytics to the organization regarding Medicare Advantage population cost trends. Prepare and present detailed reports and dashboards specific to Medicare Advantage, communicating key findings and recommendations. Qualifications: Bachelor's or Master's degree in Economics, Finance, Healthcare Management, or a related field. Experience working on Medicare Advantage Knowledge of Medicare Advantage economics, reimbursement methodologies, and healthcare policy. Excellent communication and interpersonal skills. Preferred Skills: Experience with SQL and SAS. In-depth knowledge of Medicare Advantage regulations, compliance requirements, and risk adjustment methodologies. Previous experience in a similar role within the health insurance or managed care industry, with a focus on Medicare Advantage.

Negotiable
England
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Head of Product (HNW Insurance)

As the Head of Product you will be responsible for leading and managing the overall product strategy and development for their insurance offerings. We are seeking an experienced professional who can drive innovation and growth while ensuring that our products align with customer needs and market trends. Responsibilities: Product Strategy and Vision: Develop and execute a comprehensive product strategy that aligns with the company's overall goals and market trends in the insurance industry. Create a compelling product vision that differentiates our offerings and drives growth. Product Development: Lead the end-to-end product development process, from ideation to launch, ensuring the timely and successful delivery of new insurance products and enhancements. Collaborate with cross-functional teams, including underwriting, sales, marketing, and IT, to bring products to market effectively. Market Analysis: Conduct thorough market research and analysis to identify emerging customer needs, competitive landscape, and industry trends. Utilize insights to identify opportunities for product innovation and differentiation. Product Lifecycle Management: Oversee the entire product lifecycle, including product planning, pricing, positioning, and ongoing performance evaluation. Continuously assess product performance, conduct competitive analysis, and implement product enhancements or modifications as required. Qualifications: Bachelor's degree in Business, Marketing, or a related field. Advanced degree preferred. Extensive experience (8+ years) in product management within the insurance industry, with a focus on life, health, or general insurance. In-depth knowledge of the insurance market and regulatory landscape in Hong Kong. Proven track record of successfully developing and launching insurance products in a competitive market. Strong strategic thinking and analytical skills, with the ability to translate complex data into actionable insights.

Negotiable
Hong Kong
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Actuarial Analyst

A leading P&C firm is looking to add a Actuarial Analyst to their rapidly growing team. This role offers a unique chance to contribute to rate development for personal and commercial lines of business, with a specific focus on gaining exposure to predictive modeling within the personal auto and homeowners sector. Why Join Us: Professional Growth: Take your career to the next level by contributing to the strategic development of our team. Innovative Environment: Be part of a workplace that embraces cutting-edge predictive modeling in the personal auto and homeowners sector. Collaborative Culture: Join a team where collaboration and shared success are fundamental values. Key Responsibilities: Drive accurate rate development for personal and commercial lines of business. Gain exposure to predictive modeling within the personal auto and homeowners sector. Collaborate with a dynamic team to contribute to the overall success of the organization. Qualifications: 4+ years of experience 3+ exams passed towards ACAS Bachelors Degree in Actuarial Science

US$90001 - US$115000 per year
Washington
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Actuarial Analyst

Overview: A leading consulting firm based in Chicago, is seeking a highly motivated and analytical individual to join our Commercial Team as an Actuarial Analyst. This is a remote position, allowing candidates from anywhere in the United States to apply. Responsibilities: 1. Actuarial Analysis: Conduct actuarial analysis and modeling for standard commercial projects. Collaborate with senior actuaries to support pricing, reserving, and financial forecasting.Data 2. Management: Gather, validate, and analyze data to ensure accuracy and relevance. Utilize statistical tools to interpret data and draw meaningful conclusions. 3. Collaboration: Work closely with cross-functional teams to provide actuarial support and insights. Collaborate with clients and internal stakeholders to understand business needs. 4. Documentation and Reporting: Prepare and present reports to communicate findings and recommendations. Maintain accurate documentation of methodologies, assumptions, and results. 5. Regulatory Compliance: Stay informed about industry regulations and ensure compliance in actuarial practices. Assist in responding to regulatory inquiries as needed. Qualifications: Bachelor's degree in Actuarial Science, Mathematics, Statistics, or a related field. At least 2 exams passed toward ASA designation. Strong analytical and problem-solving skills. Excellent communication and interpersonal skills. Proficient in Microsoft Excel and actuarial software (e.g., SAS, R, or Python). Ability to work independently and collaboratively within a team. Attention to detail and a commitment to producing high-quality work. Benefits: Competitive base salary based on experience and exam progression. Comprehensive health, dental, and vision insurance. Retirement savings plan with employer matching. Professional development opportunities and support for continuing education. How to Apply: Interested candidates should submit their resume or email it This company is an equal opportunity employer. We encourage candidates from diverse backgrounds to apply.

US$65000 - US$100000 per year
United States of America
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Medical Economics Analyst

We are seeking talented Medical Economics Analyst to join the team of a leading health plan. This role with be reporting directly into the VP of Medical Economics and be a part of a fast growing team! On this team, you will be responsible for helping build tools from the ground up which will allow you to make a huge impact. What you will be responsible for: Review and analyze clinical data, pharmacy data, health plan payer data, and more to develop reports critical to business needs. Build data model from scratch using SQL, however strong technical experience with Excel, Power Query, or Power BI are also welcome. Collaborate cross functionally to develop reports to measure care model outcomes and present to executive leadership. What you need to be successful: 3-5 years of experience in Medical Economics, Healthcare Analytics, or similar field. Hands on involvement working with Healthcare data, EHRs, or Value Based Care projects. Strong Background with SQL, Excel, Power Query, Power BI, or other similar software. Understanding of Actuarial practices.

Negotiable
Baltimore
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Associate Actuary

Key Responsibilities: Annuity Valuation Expertise: Leverage your 2-5 years of actuarial experience to calculate TAX, STAT, and GAAP valuations using CASE valuation software for our diverse portfolio of life and annuity products. Modeling Mastery: Utilize your modeling skills to enhance and develop actuarial models, contributing to the optimization of our valuation processes. Cross-Functional Collaboration: Collaborate with various departments, gaining exposure to different areas of the company and contributing valuable insights to strategic initiatives. Technical Proficiency: Showcase your well-rounded technical skills, including expertise in software such as SQL and Prophet, to elevate the team's capabilities. Regulatory Compliance: Ensure compliance with regulatory standards, staying abreast of industry changes, and contributing to the enhancement of our valuation processes. Qualifications: Educational Background: Bachelor's or Master's degree in Actuarial Science, Mathematics, Statistics, or a related field. Professional Designation: ASA preferred, or actively pursuing exams with a strong commitment to achieving the designation. Annuity Valuation Experience: Demonstrated proficiency in annuity valuation with 2-5 years of relevant experience. Software Skills: Experience with CASE valuation software, SQL, and Prophet. Collaborative Spirit: Strong communication and interpersonal skills, with the ability to work seamlessly within a collaborative team.

Negotiable
Texas
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Actuarial Assistant, Pricing & Product Development

A Leading insurer is looking to add a highly skilled Actuarial Assistant, Pricing & Product Development to their expanding team. This individual will play a key role within the Actuarial Department. What you will be doing… Responsible for the pricing and product development of life and annuity products. Formulate the long-term life and annuity product line strategies for existing business and new sales Explore and understand reserve and capital impacts Provide recommendations for interest crediting for new and renewal rates What you will need to be successful… ASA Designation Previous pricing experience with annuity products Strong modeling software knowledge, MG-ALFA or GGY-Axis preferred 4+ Years of life or annuity actuarial experience Clear written and verbal communication skills

Negotiable
United States of America
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VP Actuary - Head of Pricing

Are you looking for a new exciting step in your actuarial career? Look no further! This P&C Actuarial role will be taking your career and this company to the next level! As the VP Actuary - Head of Pricing you will be a key liaison between multiple business units and lead the personal lines pricing team to new heights! Responsibilities: Evaluate commercial and/or personal rates for assigned programs Develop rate proposals and associated exhibits Conduct classification level and segmentation analyses Perform quarterly reserve analyses and profit reviews Liaise with regulatory authorities and management Offer support to Operating Unit leaders and their staff Monitor trends in industry frequency and severity Investigate any significant differences between external and internal trends Qualifications: FCAS 10+ years of Actuarial experience Personal lines pricing experience Prior management experience

Negotiable
Dallas
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Insurance News & Insights

Embracing Disabled Talent: Driving Success Through Inclusive Hiring in Europe Image
risk-management

Embracing Disabled Talent: Driving Success Through Inclusive Hiring in Europe

In today's evolving business landscape, recognizing and embracing diversity and inclusion is crucial. Despite progress, the potential of disabled talent remains largely underappreciated in Europe. Recent findings from our Selby Jennings poll shed light on the current state of affairs, with 55% of respondents admitting their hiring strategies lack provisions for candidates with disabilities. However, it is encouraging to note that 72% of workplaces have policies and practices in place to support employees with disabilities.The Missed OpportunityLack of Provisions and Representation: The finding that 55% of organizations do not have provisions for candidates with disabilities in their hiring strategies is a wake-up call. It indicates a significant missed opportunity to engage with a pool of talented individuals. Furthermore, the survey reveals that disabled individuals are particularly underrepresented in the banking and financial sector, with 78% of respondents recognizing the need for better representation. This highlights the need for a paradigm shift in how organizations approach hiring and inclusion.Policies, Practices, and Managerial Support: On a positive note, 72% of workplaces have implemented policies and practices to support employees with disabilities. This demonstrates an increasing commitment to inclusivity. Additionally, 73% of respondents believe their managers are equipped to manage employees with disabilities, indicating progress in fostering an inclusive work environment. However, it is important to ensure ongoing training and support for managers to effectively accommodate and empower their disabled team members.The Benefits of Complete InclusivityEmbracing complete inclusivity offers numerous advantages for businesses. First and foremost, it fosters a culture of equality, respect, and diversity. By hiring disabled talent, organizations can ensure they have a vast pool of skills, perspectives, and problem-solving abilities. This diversity drives innovation, creativity, and productivity, leading to better outcomes and a competitive edge. Moreover, a truly inclusive workplace enhances employee morale, engagement, and retention, as team members feel valued and supported.Embracing Disabled Talent - The Path to SuccessEmploying disabled banking and finance professionals can be a game-changer. Their unique insights, adaptability, and resilience brings fresh perspectives to financial institutions. By leveraging their talents, organizations can drive innovation, enhance customer service, and make informed decisions that cater to a broader demographic. Embracing this is a strategic move that positions businesses for long-term success.Taking Action - The Call for Inclusive HiringHiring disabled talent in Europe is not only essential for business success, but also for creating a more inclusive society. Embracing complete inclusivity brings diverse perspectives, encourages innovation, and engages the workforce. With the potential to access over 2 million candidates worldwide, Selby Jennings provides a unique opportunity to engage with talent from various backgrounds, including disabled professionals. By partnering with Selby Jennings, organizations in Europe can expand their reach, access a diverse pool of skilled candidates, and further enhance their inclusivity efforts. Request a call back today and together, we can build a prosperous future that celebrates the contributions of all individuals.

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2023 Bonus Season Breakdown Image
insurance-and-actuarial

2023 Bonus Season Breakdown

Discover the latest analysis of bonuses and rewards in the Financial Sciences & Services industry, and how it impacts the talent market.Understanding bonus structure has become not only a critical aspect to businesses in attracting and retaining top talent, but also for professionals in knowing their true value.Analysing the rewards arrangement across the Finance and Banking industry, we surveyed over 2,000 professionals based in Europe to discover:What value their bonuses are Whether they are satisfied with their bonusKey drivers behind their bonus pay-outsPerformance metrics used to determine bonuses Offering valuable insights to both professionals looking to benchmark themselves, and for businesses reflecting on their compensation strategies, both parties can take away a number of key considerations from this exclusive report. ​Download your copy of the 'Bonus Season Breakdown' report by completing the form below:​

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How to Make the Perfect Job Offer Image
private-wealth-management

How to Make the Perfect Job Offer

​Finding the perfect candidate for your latest role can be a long and arduous road. Once you have found the employee with the skills you need and an attitude which will fit perfectly within your team, it is time to make your job offer. In a perfect world, you will get an enthusiastic acceptance. However, if you are hiring in a busy sector, or trying it, is likely you may have to negotiate salary and other benefits before you can seal the deal.Competition for talent is fierce. The pressure is on for hiring managers to secure the right candidate by offering an attractive compensation package before they accept an offer from a competitor. The aim of a salary negotiation is not to find a compromise where both parties are dissatisfied but find a balance where you both come out feeling valued, and enthusiastic about moving forward. Negotiating salary can be a tricky business that requires a high level of strategy.​Set your limits before you advertise the jobSalary negotiations can be complicated - planning will give you an obvious advantage. Before you even start interviewing your candidates, you need to choose the right salary to advertise, including the upper limit to where you are willing to negotiate for an exceptional candidate.Your lowest salary offer should still be in line with industry standards, with your upper limit reserved for excellent candidates who will offer extra value to the role. Don’t include your upper salary limit in any of your job advertising or recruitment efforts. There are several elements to consider when deciding on monetary compensation, including:The seniority of the position on offer– how many people will they be managing? Will they be heading up important projects?The current labor market– will this be a difficult or easy position to fill?The current performance of your company– how much can you afford to pay a new candidate?The skills required for the job – are they rare? Do you need a specific combination of hard and soft skills?The salaries of others in the company– is the upper limit offered still within the bracket you have set for others at this level?Your location– are you based in an expensive city or area where more compensation is needed to make up for elevated living costs?The best way to avoid negotiation is to ensure your initial offer is attractive and fair compared to benchmarks within your industry. Use online tools such as PayScale and Glassdoor to look at salary benchmarks for similar roles within your sector. Remember that it is likely your candidate will also be using these tools to make their own comparisons.It is also vital to keep within existing pay levels within your company. Going above these may help you secure a candidate but can lead to issues further down the line where other team members may feel undervalued and demoralized.Find out your candidate’s current salaryThe candidate you are interviewing is under no obligation to tell you their current salary, but there is no harm in asking politely. This information is important when it comes to negotiating a salary. If their current salary is higher than your upper negotiating position, then it is time to question if they are the right candidate for you. This is best done early in the interviewing process. You can ask a candidate their desired salary in the interview to prepare for later negotiations and speed up the process. This allows you to root out candidates who are holding unrealistic salary expectations.Make a fair initial offerIf you want to avoid a lengthy negotiation period, make sure your initial salary offer is a fair one. Though it is not an official rule, it is a given that most professionals will be expecting at least a 20% pay rise when seeking a new position, particularly with the cost of living increasing. However attractive the position is and however great the benefits your company provides are, salary is still the main motivating factor for taking a role - you need to offer a fair package to a skilled candidate which remains within your company guidelines. Your offer needs to be a fair reflection of the candidate’s experience and skills.Lowballing your candidate in anticipation of a counteroffer will only lead to your candidate regarding your company with suspicion, and you may gain a reputation as a timewaster. Salary negotiations should not be treated the same way as trying to sell a used car. Consider the long-term impact of the hire during your negotiations. Making a fair offer will help bring more value to your company in the long run through the work of an employee who knows that they are respected and valued.Conversely, offering a very high number to your candidate can come across as desperate and make your candidate second guess their decision to take up the offer. Your candidate will be aware of the value of their current skill-set, and a high overvaluation can lead to further suspicion and hesitation from the employee. Finally, ensure your initial offer is lower than your upper range, which should have been decided before the job was advertised, to leave room for negotiation.Highlight benefits beyond salaryIf you are aware of competitors in your market who can provide bigger salary packages than you, consider the benefits of working for your company beyond the wage. Depending on your candidate, some of these benefits can be very attractive in helping improve the employee’s quality of life. If you are unable to completely match a salary request during a negotiation, there are other benefits you can offer that may entice a new employee to join. These could include:Additional or unlimited annual leave– a generous holiday offer, including the recent trend amongst start-ups to provide unlimited leave, shows a level of trust and value.Flexible working– Allowing employees to work from home one day a week or schedule their work around their lives using a flexi-time structure is particularly attractive to those with children.Professional development– If there are opportunities for the candidate to take on additional training, learn new skills or start a new progressive career track, there is more long-term value in taking the role offered.A positive company culture– If the candidate is coming from a toxic or high-pressured atmosphere where they experienced burn-out, it may be an important and attractive prospect to work in an office with a supportive and positive atmosphere. Statistics such as staff retention rates and testimonials from other employees can help support the representation of your culture.Perks- such as free gym membership, funding for travel into work, subsidized lunches, attractive office facilities, and social opportunities.These can all be compelling reasons for your ideal candidate to choose your role, even if the salary isn’t what they expected. These benefits can help employees save money, cut down on stress, and enjoy their role. This provides compensation which focuses on quality of life - which can be very appealing during negotiations.Offer alternative monetary benefitsIf you are facing troubles in salary negotiations and it looks like you may lose the candidate who will bring the most value to your company, it is worth considering offering additional monetary benefits. These can include:Performance-related bonuses– agree to pay a bonus if certain targets and milestones are hit.Commission– some roles can benefit from a commission rewards system, where the employee is compensated for business and leads generated for your company.A signing bonus– a one-off signing bonus rather than a higher salary bracket is often a great way of satisfying both parties. It shows enthusiasm for wanting to onboard the candidate quickly while saving your company on payroll in the long term.A later salary negotiation– if you are unsure about offering a higher salary bracket now, you can promise another negotiation over salary after a probation period, on completion of a training course or if a performance target is hit. It is vital that you do follow up on this promise, as you do not want to lose the trust of your new staff member.Shares or profit-sharing– get your candidate invested in the success of your company by offering shares as part of the job offer.The importance of feedbackProvide succinct feedbackYour feedback is the most important part of your communication with a rejected applicant. Good interview feedback needs to be succinct, considerate and honest. It is often the case that there was nothing particularly wrong with the candidate, but there just happened to be another candidate with more relevant experience or stronger skills. Stating this to a candidate should not offend their feelings—it’s the reality of job hunting in a busy and high-quality labour market. You don’t want to provide a lengthy critique which kicks your applicant when they’re down, but providing constructive and specific feedback will also be useful for your candidate.Request and value feedbackAnother way to show respect to a candidate and gain a brand advocate is to ask for feedback on your interviewing and hiring process. You have given your honest and succinct feedback, respect that hiring is a two-way street and request some feedback on their experience. You can do this either in your phone and email correspondence, or set up a feedback survey to collect data from several rejected candidates. Requesting feedback shows you value and trust the opinions and viewpoints of the candidate, alongside providing you as a hiring manager with useful insights on how you can further optimize and structure your recruitment and candidate search process.Be honest about future opportunitiesIn some cases, you may be rejecting a candidate you have a genuine interest in hiring in the future. Maybe they weren’t quite the right fit for the current role, but they may slot into your future growth plans. If this is the case, tell them. However, do not finish a job rejection on a false promise if you know you have no interest in hiring the candidate now or in the future. Only invite a candidate to apply for future roles if you think they would be a good cultural fit in your company in the future. Inform them if their details will be kept on file within your company for future positions.Gaining a brand advocate in a rejected candidateEnding a job rejection on a positive note is no mean feat, but it is the first step in nurturing and maintaining a good relationship with the candidate and gaining a brand advocate. You want to keep qualified candidates of exceptional quality active within your talent pool, and maintaining positive communication with a rejected candidate may save you on hiring times and costs at a future date. Stay in touch with rejected candidates, either via email or professional social media such as LinkedIn. Follow up on their progress, and congratulate them when you spot they have landed a new job.You can keep up communication through inviting rejected candidates to events or seminars hosted by your company, a networking opportunity for both you and your candidate. You can also ask to add the candidate to your email newsletter database, or suggest they follow your company on social media so they can stay informed on hiring and growth. Treat candidates as you would like to be treated. Keeping up positive, timely, succinct and direct communication will gain you a brand advocate and a new addition to your passive talent pool.These guidelines can help to negotiate and extend the perfect job offer that's impossible to refuse. Once the offer is made, this isn't the end of the process -the ball still remains in the candidate's court. As a talent specialist with a well-garnered candidate portfolio, we are a one-stop solution for all your talent needs. Contact us today and we can help in the job offer process.​View and download your free printable version below​

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How to Get the Most Out of a Long and Challenging Interview Process Image
sales-and-trading

How to Get the Most Out of a Long and Challenging Interview Process

​Interviewing at a banking or financial services firm, particularly for senior-executive level positions, will often entail a rigorous process that includes a lot of prep, energy, and tough technical questions to assess if you have the necessary skills and knowledge to tackle the role. In certain instances, you may even be invited to attend an all-day interview, which entails multiple rounds of exchanges with stakeholders and HR managers to determine how your skillset and character might fit into the company. This type of interview is of course intended to challenge you in a variety of ways, but while it can be tough, it is a valuable experience and an opportunity to get to know the company and the people who make it.If you are called to one of these marathon interviews, it’s important to set yourself up for success in advance, which doesn’t just mean pouring over interview questions and company information. Taking care of yourself both mentally and physically in the run up to such an exciting but demanding opportunity is equally as important as preparing your answers in that fatigue and stress can quickly derail your efforts. This article will guide you to set yourself up for a positive outcome when approaching a long and challenging interview process, whether it’s a job offer or a valuable experience to carry with you for next time. The full pictureBeing called for an interview is a great feeling. It affirms that your CV has hit the mark and that the hiring manager wants to find out more about what you have to offer. The interview itself can challenge you in ways you might not have expected, and in some cases can be a long and demanding process both mentally and physically, but it’s important to remember that if you’re not being challenged, the role might not offer you the right level of growth and development that will keep you fulfilled. Essentially, it’s not supposed to be a breeze.In particular, the idea of an all-day interview can be extremely intimidating, and a certain level of nerves can be a good thing. Single interviews are challenging in their own way, but are typically over in about an hour, while an all-day interview is an entirely different ball game involving meetings with several senior stakeholders within a company to gain different perspectives on your suitability. Depending on the role you are applying for, all-day interviews can come in a range of formats. For example, they may involve a mixture of exercises relevant to your role, plus general tests to check your culture fit, such as personality and IQ tests. This means that you are being tested on things that you can prepare for and traits that are innate to you. Therefore, while reading up on information that can support your professional assessment is one way to prepare, you’ll also need to start the day well rested and calm in order to present the best version of the full picture. Be prepared These interview processes are designed to push you out of your comfort zone and so preparation will be your greatest ally to help you keep your cool and put your best foot forward. Your potential new employers are attempting to gain a full picture of what you are about, from your skills and experience to your attitude and cultural fit and so however talented, experienced, and confident you are in your fit for the role, there will be elements of the process that will challenge you, demanding thorough preparation. Here are some tips to help you to prepare before you walk through the door. Request a scheduleThis is vital in terms of mentally preparing for an all-day interview. Knowing how the day will be laid out will help you get into the headspace of what is expected from you, helping to keep you calm and avoiding anything that might throw you off. You may have four very long interviews, or twelve very short interviews. Whatever the format, you need to make sure you are mentally prepared for what you are facing, and pace yourself around those all important breaks. Request this a few days before your interview to give the employer time to check everyone’s schedules. Find out the names and job titles of each of your interviewersLook up their LinkedIn pages and find out their experience and expertise, and what relationship they may have with you if you win the position. If they are thought leaders, read their articles and blogs to find out their views on your industry. Researching your interviewers means you can find out how you can relate to them both personally and professionally, which will make them easier to engage with on the day. Prepare questions for your employer A day-long interview is an opportunity for you to get an impression of the institution you are hoping to work for from several angles. Think of all the information you want to gain from the different interviews and ensure you have prepared questions to ask each of them. This also takes the pressure off yourself during each interview and allows for breathing space. And in addition, your interviewers will appreciate the variation in conversation. Gather your examples and stories Prepare some notes on your most notable career achievements. Numbers work best, particularly if you’re short on time, so if your department contributed to a 20% increase in revenue, keep that number in mind. Think of your best and most impactful anecdotes, too - an example of a successful negotiation, a challenge where you were the lead problem solver, a project you managed from conception to launch. And don’t forget to let your personality shine through when telling your story as a good company will be looking for a good mix of skills and character.Stay refreshed The demanding nature of the all-day interview means you need to plan ahead and make sure you are equipped with the right items to keep you feeling fresh and help you stay mentally focused until the end. In most cases you will be offered plenty of chances to hydrate throughout the day, bringing a flask of water or coffee is a good idea and will help you to stay alert. Much like a real marathon, these days require stamina, so plan your fuel to keep your brain sharp and keep your energy up between interviews. Choose healthy yet filling snacks like granola bars or fruit, and avoid a sugar rush as the slump will be sure to follow. Also, be careful with caffeine. If you rely on it, regulate your coffee throughout the day to avoid any crashes in the afternoon.Having a mid-day freshen up can work wonders for your energy and focus. Packing sanitary items such as hand/face wipes, deodorant/perfume, and mouthwash may give you the reset you need, particularly after food and coffee, and will help to send you into the second half of the day feeling more awake. In addition, packing a comb or hairbrush will help you to remain presentable, which will make you feel better, too.It may be tempting to sit and scroll on your phone in between interviews, but getting fresh air and going for a walk if you can will help keep you mentally clear. Gentle physical exercise keeps your blood flowing, prevents tiredness and is the best way to keep fatigue at bay. Try to take a proper break without speculation and analysis of how the day is going. Your brain can’t work at full speed all day - try to slow it down and give it a rest before it goes back into full speed at the next interview. Meditation is known as a hugely beneficial practice in instances like these.Approach each interview consistently It is natural that you will exhibit both strengths and weaknesses throughout the day, and it can be difficult to approach the final interviews with the same energy as the first, but it is vital you remain consistent. Keep in mind that even though this is a marathon for you, your meeting with each interviewer is a stand-alone hour or two for them, so try to keep up with pace. Remember to shake the hand of each interviewer, introduce yourself, and be prepared to repeat yourself a few times throughout the day, however tiring it may seem. End each interview on a positive note about how you are excited to interview for the position, reiterate why you believe you are the ideal date, and that you look forward to hearing from them. However, keep in mind that your interviewers will be comparing notes, so avoid telling the same story and highlighting the same achievements during each interview, or you may risk giving the impression that your experience is more limited than it is. During your research process, think of the best information you have which will be relevant for each position. For example, the head of marketing may be engaged with examples where you have shown creativity or solved problems, whereas a sales director will be more interested in figures and percentages. A HR figure will be more interested to hear about your management skills, or a story about dealing with a toxic employee. Again, preparation is key.Stay on your A game Everyone is in the same boat over the course of an all-day interview. Talking for hours in a high-stakes situation can be mentally exhausting, and a mix of anxiety and disinterest can creep in, which is only natural regardless of how passionately you want the job offer. After the initial rush of your first interview you may be facing fatigue, while your intention was to remain positive, confident, and enthusiastic throughout the day. A good way to avoid showing signs of fatigue during later interviews is to be mindful of your body language. Keep in mind that you should be enthusiastic with your gestures; lean forward towards your interviewer and show your passion for what you do through how you move as well as what you say. If you’re tired towards the end of the day, try to avoid speaking flatly and don’t forget to remain sitting up straight, as this will make you both appear and feel alert and passionate about the topic. The majority of all-day interviews will include a break for lunch mid-way through. Not only is this a chance to get a preview of the company canteen and how people interact during their break, it’s also the perfect opportunity to socialize with your possible new co-workers in an informal setting. Though you may need to refresh, you may also view your lunch break as another kind of interview relating to your cultural and personality fit. Your interviewers will be taking note of your social manner, and whether you are easy to communicate with. It is also an opportunity for you to ask questions and discover more about the company in a more casual setting.

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