Compliance

Compliance

Compliance Jobs

C++ Developer

Skills C++ 17 / C++ 20. STL containers and algorithms, redaction of automated unit tests. Knowledge of design patterns is preferrable. Creation of windows/widgets, model/view framework, charts, concurrent library. DML queries, security implementation in multi-tenant environments, concurrent access, table and row-level locking mechanisms. Knowledge of schema definition and Office OpenXML format is an advantage. Profiling tools (Valgrind and similar). Knowledge of Doxygen is preferrable. Some knowledge of financial services/calculations could be an advantage. Equities trade workflows, corporate actions, etc. TWR calculation, compliance, risk management.

Negotiable
Hong Kong
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Compliance Manager Outsourcing

A multinational Consumer Bank with a growing office in Berlin is seeking a Compliance Outsourcing Manager, who will oversee and manage compliance-related activities outsourced to external business partners. This role ensures that all outsourced compliance operations adhere to German regulatory standards, minimizing risk and maintaining the bank's reputation. Key Responsibilities: Manage and monitor outsourced compliance activities to ensure adherence to MaRisk (Minimum Requirements for Risk Management) and BAIT (Supervisory Requirements for IT in Financial Institutions). Develop and maintain strong relationships with external business partners. Collaborate with internal stakeholders to integrate compliance processes across different regions and departments. Report compliance issues and remediation plans to senior management. Stay updated on regulatory changes and assess their impact on outsourced activities. Provide training and guidance on MaRisk and BAIT standards and procedures. Qualifications: 3 to 10 years of experience in compliance, risk management, or related areas within the banking or financial services industry. Strong knowledge of MaRisk and BAIT regulations. Excellent analytical, communication, and interpersonal skills. Ability to work in a multinational environment.

Negotiable
Berlin
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Governance Analyst

Job Summary: Our client, one of the world's largest energy and chemicals companies, is seeking a skilled and experienced Governance Analyst to join their team at their European headquarters in the Hague. As Governance Analyst, you will be involved in maintaining and reviewing governance documents, ensuring compliance with decision-making and risk management procedures, and acting as a liaison between internal and external stakeholders on governance issues. Responsibilities: * Develop and continually improve the Group's governance framework. * Serve as the custodian of governance documents, such as the Management Guide, Office Manual, and committee charters. * Conduct regular reviews and updates of governance framework documents. * Ensure Finance's policies and procedures align with the Group governance framework. * Support internal stakeholders in reviewing and updating governance, control, and other policies. * Verify compliance with decision-making and risk-taking procedures, ensuring alignment with risk appetite. * Maintain detailed knowledge of governing agreements to ensure processes comply with the governance framework. * Act as a key contact for governance issues, aligning with internal management and external affiliates. * Administer the Enterprise Risk Management and Anti-Fraud Management programs. * Identify and address Corporate Governance issues by coordinating input from various departments. * Ensure policies align with regulatory requirements and industry best practices. * Develop and maintain relationships with internal and external stakeholders. * Assist with ad hoc governance and risk-related tasks. * Coordinate and support internal audits, ensuring timely follow-up. * Prepare presentations and reports for stakeholder engagements. * Support Governance, Risk, and Controlling functions throughout the group. * Perform regular tasks related to reconciliation, reporting, and review. * Maintain internal control documentation in excellent order. As Governance Analyst you should have: * Experience in developing and improving governance frameworks. * Strong understanding of governance documents and periodic review processes. * Ability to maintain alignment of Finance's policies with the governance framework. * Experience supporting internal stakeholders in policy and procedure reviews. * Knowledge of decision-making and risk-taking procedures. * Familiarity with governing agreements and ensuring compliance. * Ability to liaise effectively with internal and external stakeholders on governance matters. * Experience administering Enterprise Risk Management and Anti-Fraud Management programs. * Skill in identifying and addressing Corporate Governance issues. * Knowledge of regulatory requirements and industry best practices. * Strong relationship-building skills with internal and external stakeholders. * Ability to handle ad hoc governance and risk-related tasks. * Experience coordinating internal audits and ensuring follow-up. * Proficiency in preparing presentations and reports for stakeholder engagements. * Experience in supporting Governance, Risk, and Controlling functions. * Competence in performing reconciliation, reporting, and review tasks. * Ability to maintain internal control documentation meticulously. To apply for the Governance Analyst role, please contact Tom Flint, Specialist Recruitment Consultant at Selby Jennings, with your CV directly. We are looking forward to hearing from you soon

Negotiable
Gemeente Den Haag
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Compliance Advisory Manager

A multinational and universal banking group is current seeking a Compliance Advisory Manager for the Markets compliance team in Paris. You would be reporting directly into the Head of Markets Compliance. Your Role: Providing compliance oversight for the Continental European entity on a broad range of products including cash equities, derivatives, FX, securitised products, etc. Conduct regulatory reviews related to various products and business activities. Ensure that the wider staff, especially the front office employees are trained on necessary compliance matters. Liaise effectively with key stakeholder across departments and management. Your Profile: 4+ years of experience in markets compliance and advisory Strong verbal and written communication skills in English and French. Proven to be pro-active and able to take initiatives in dynamic and complex

Negotiable
Paris
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Senior AML Officer / TA

Role: Senior AML/TA Location: Luxembourg Salary: Competitive and Candidate Dependent We are currently representing a top service provider with more than 60 years of experience, employing over 700 employees across 8 countries. Our client specializes in corporate, finance, and investment funds transactions, serving diverse range of clients base globally. The Role Supervise onboarding and continuous review of investors, including KYC (Know Your Customer) requests. Follow up on missing KYC information with Relationship Management teams, clients, and investors. Assist in reviewing formal documents like subscription and service agreements, AML/Comfort Letters, etc. Share knowledge and experience with colleagues, coach, and review team members' work. Act as a role model for new team members, providing training and guidance. Serve as the main point of contact for Transfer Agent clients' portfolios, identifying and anticipating potential issues, and providing suitable solutions to clients. Ensure all operational aspects of accounts and financial monitoring of client portfolios. Manage relationships with service providers, including auditors, law firms, and banks, from a Transfer Agent perspective. The Candidate Bachelor's or Master's degree in Accounting, Audit, or Economics At least 5-7 years of relevant experience in Private Equity, Debt Fund, or Hedge Fund Administration, including transfer agency, register keeping, and Compliance, with a solid background in AML/KYC (ideally in transfer agency). Extensive knowledge of the fund industry, holding, and finance structures. Strong interest in regulatory and compliance matters. Fluent in English, other European language will be a huge advantage. Responsive, client-oriented, with strong organizational skills and attention to detail. Effective interaction skills with contacts at all levels, both within and outside the company. Strong team player, able to build solid client relationships and take initiative when necessary.

Negotiable
Luxemburg
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CCD Lead - Guide and Implementation

Title: Senior CDD - Guidance & Implementation Company: Bank Location: Amsterdam We provide sophisticated financing options and banking services to businesses all around the world. We adhere to international Anti-Money Laundering (AML) rules, which include upholding strict Know Your Customer (KYC) controls, in order to provide a secure banking environment. The Global Financial Crime & Fraud Prevention organisation, which is composed of all KYC-related disciplines, works closely together to improve the efficient management of Financial Economic Crime (FEC) risks through the establishment of standardised operational procedures, technology, and guidelines. The domain of Customer Due Diligence (CDD) and KYC Control guarantees the implementation of state-of-the-art CDD practices, overseeing CDD risk and operations as well as overall KYC risk for retail and wholesale banking globally. This entails creating the CDD Target Operating Model, incorporating all AML/KYC-related regulations, putting it into effect worldwide, and managing CDD business-as-usual (BAU) operations for the whole bank, including retail and wholesale services. Responsibilities Serve as a subject matter expert for creating and maintaining global KYC standards and guidance. Provide advisory support on KYC content to key stakeholders including Business, Operations, and Delivery Tribes. Lead collaboration with the 2nd line of defense regarding KYC policy requirements. Maintain and align Global CDD Standards and Guidance with other global stakeholders. Lead and manage specific work packages within the CDD Guidance Design & Implementation team. Drive development and realization of new products/services for global structural solutions. Utilize marketing and strategic road mapping experience in the evolving KYC landscape. Act as a point of contact for the global Subject Matter Expert community. Validate learning materials from the KYC Academy and facilitate training. Promote cross-border interaction and alignment among various teams and organizations within the company. Skills and qualifications Degree in Law, Economics, or a related field. 6+ years in the global financial services industry. Comprehensive understanding of key regulations and their operational impact including interaction with the second line of defense. Thorough understanding of the customer life cycle, including data and systems utilized in the KYC process. Strong resilience, capable of navigating ambiguity and simplifying complex issues. Demonstrates a strong work ethic and a collaborative mindset. Fluency in English, both written and spoken.

Negotiable
Amsterdam
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Senior Compliance Manager - Asset & Wealth Management

Title: Senior Compliance Manager - Asset & Wealth Management Location: Luxembourg About This firm is a premier global consultancy dedicated to the asset and wealth management sector. They provide top-tier asset and wealth managers with a competitive advantage through our deep industry expertise and insights. By concentrating exclusively on this sector, they have developed a profound understanding and experience that set them apart. Catering to a distinguished client base, including a significant majority of the world's leading asset management firms. With headquarters are in the United Kingdom, and it has a strong presence globally, with offices across Europe, Asia-Pacific, the United States, and Canada. The Role Based in Luxembourg (with potential travel within Europe), you will manage consulting engagements or projects for prestigious clients in the Asset and Wealth Management sector, including asset managers, private banks, and investor services providers. Key Responsibilities Delivering engaging projects in a global setting, including international assignments and collaboration with teams from other offices. Collaborating with high-potential employees in a dynamic environment. Creating strategies and producing high-quality deliverables within set timelines and budgets. Tracking project progress, managing risks, and keeping key stakeholders informed to ensure client efficiency. Building and maintaining long-term client relationships and networks. Developing expertise recognized by major financial industry players and contributing to the firm's growth in Asset Management consulting. Participating in the development of the firm's practices, including business management areas such as marketing and recruitment, as well as commercial development. Skills and Qualifications 6+ years of consulting experience with a leading consulting firm. Experience in Target Operating Model, Business Processes, or Regulatory review Familiarity with regulations impacting Asset Managers and Management Companies. Proven client relationship development and business development skills. Effective stakeholder management and influencing skills. Solution-oriented attitude with project management capability. Fluency in English and either French or German. Eligibility to work in Luxembourg and willingness to travel

Negotiable
Luxembourg
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Compliance Outsourcing Manager

A multinational Consumer Bank with a growing office in Berlin is seeking a Compliance Outsourcing Manager, who will oversee and manage compliance-related activities outsourced to external business partners. This role ensures that all outsourced compliance operations adhere to German regulatory standards, minimizing risk and maintaining the bank's reputation. Key Responsibilities: Manage and monitor outsourced compliance activities to ensure adherence to MaRisk (Minimum Requirements for Risk Management) and BAIT (Supervisory Requirements for IT in Financial Institutions). Develop and maintain strong relationships with external business partners. Collaborate with internal stakeholders to integrate compliance processes across different regions and departments. Report compliance issues and remediation plans to senior management. Stay updated on regulatory changes and assess their impact on outsourced activities. Provide training and guidance on MaRisk and BAIT standards and procedures. Qualifications: 3 to 10 years of experience in compliance, risk management, or related areas within the banking or financial services industry. Strong knowledge of MaRisk and BAIT regulations. Excellent analytical, communication, and interpersonal skills. Ability to work in a multinational environment.

Negotiable
Berlin
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Senior Regulatory Compliance Officer

Role: Senior Regulatory Compliance Officer Location: Luxembourg Salary: Competitive and Candidate Dependent We are currently representing a renowned Swiss asset management with over CHF 80 billion of AuM. Our client has over 240 years of experience in 9 countries across Europe, employing more than 650 employees. Our client encompass both liquid and real assets, providing access to diverse performance sources. The Role Assist in executing the annual compliance plan. Enhance the role of Compliance as part of the second line of defense. Oversee the implementation of compliance standards by the first line of defense. Maintain and update relevant Compliance registers, logs, and communication channels. Identify and propose improvements for the first and second lines of defense by researching best practices and ongoing development projects. Ensure a strong control environment to maintain ongoing compliance with regulatory standards. Provide operational support and conduct refresher training on compliance-related topics and processes as needed. Aid the Compliance Senior Manager with mandatory regulatory reporting. Perform additional Compliance duties as assigned by the direct superior. The Candidate At least 5 years of experience in regulatory compliance. Relevant experience within an asset management company. Sound knowledge of AIF and UCITS funds. Fluency in French and English, other European languages will be a plus. Excellent analytical and synthesis abilities, along with independence and teamwork skills. University degree (or equivalent qualification) and ideally with the relevant Compliance or legal qualification.

Negotiable
Luxemburg
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Senior Compliance Officer

Role: Compliance Officer Location: Luxembourg Salary: Competitive and Candidate Dependent We are currently representing an independent private equity firm within the same group of a large Swiss Financial Group with over 2 centuries of experience. Our client focuses on providing different investment strategies that combine long-term financial performance with tangible social and environmental impact. The Role Ensure fund investment files are complete and adhere to AML regulations. Support the maintenance and updating of policies, procedures, and Risk Based Approaches in accordance with regulatory changes and policies. Aid in the due diligence process for service providers and delegates. Track and monitor developments in regulations. Execute the controls specified in the Compliance control plan. Help prepare reports and oversee regulatory deadlines for internal stakeholders (such as Conducting Officers and Board members) and external regulators. Act as the main contact for AML and Compliance matters with delegates. The Candidate At least 6 years of demonstrated experience in compliance, internal control, or auditing. Relevant experience within a funds company, preferably in a private equity firm. Good knowledge of AIF funds. Expertise in performing AML/KYC checks. Fluency in French and English, other European languages will be a plus. Excellent analytical and synthesis abilities, along with independence and teamwork skills.

Negotiable
Luxembourg
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Legal Counsel

A European private Bank is seeking a Lawyer to deputise their head of Legal. You will handle all legal matters related to customers, contractual partners, and authorities. Your responsibilities will include: Managing day-to-day legal inquiries Drafting legal opinions Preparing and negotiating contracts and customer documentation Implementing regulatory projects Providing legal support for new product introductions Coordinating with external law firms Developing internal training courses Candidate Profile: Law degree and qualification as a fully qualified lawyer Minimum 3 years of relevant experience in Luxembourg's financial sector, preferably in banking or fund law Strong analytical and structured thinking Ability to independently and quickly grasp new legal issues Proficient in explaining complex legal matters to non-lawyers Reliable, resilient, and solution-oriented Excellent communication skills in German and English If you fit this profile and are ready for a new challenge, please apply.

Negotiable
Luxembourg
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Senior Compliance Advisor - MiFID and MAR

Role: Senior Compliance Advisor Location: Luxembourg Salary: Competitive and Candidate Dependent We are currently representing an international private bank with over 10,000 employees across 4 countries. Our client has a total asset of over €80 billion, and is continuing to grow and strengthening their presence in Europe. The Candidate Identify compliance risks and assess impacts on various bank activities; conduct gap analysis and propose solutions Develop and review MiFID-related policies and procedures Evaluate effectiveness of first-line controls and manage compliance risks for MiFID, Governance, Market Abuse, etc. Stay updated on relevant legislations and regulatory developments Monitor implementation of MiFID processes and procedures Prepare concise compliance monitoring reports and communicate findings Design new controls, communicate findings and action plans to stakeholders, and ensure follow-up Operate Market Abuse Surveillance system and assist in lodging STOR for suspicious transactions Coordinate with internal and external parties on MiFID/Market Abuse compliance matters The Role At least 4-5 years of direct regulatory compliance experience, preferably in a bank or consulting firms Bachelor's degree in business management, law, or equivalent; master's degree preferred Good knowledge in MiFID and Market Abuse regulations, with expertise in investor protection and capital markets transparency Proficient in computer skills, comprehensive understanding of Luxembourg financial sector laws and regulations Attentive to detail, excellent organizational, analytical, and logical abilities Fluency in English & French, other European languages will be a plus

Negotiable
Luxembourg
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Compliance 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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