Risk Management

Risk Management

Selby Jennings: A specialist talent partner for risk management

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

Following the global financial crisis, risk management has become increasingly important over the last decade to help protect financial markets and prevent firms from experiencing further fines and sanctions. Risk functions have shown significant support for the introduction of innovative technologies, with 95% of employers and 69% of candidates believing data science, artificial intelligence (AI) and the cloud can improve departmental efficiency.

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 provide expert insight to risk management professionals on benchmarking benefits packages and salaries and assist them through their career moves.

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

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Benefits of working with Selby Jennings’ global risk management team

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

Experience

We have nearly 20 years of experience as a leading talent partner in Financial Sciences & Services.

​Network

A vast, global network of the best, in-demand professionals, working with the world’s largest financial institutions to innovative fintech start-ups and beyond.

Knowledge

Our award-winning talent specialists offer bespoke, tailored guidance on the latest hiring trends and industry news to help you achieve your goals.

Risk Management Jobs

Quantitative Credit Risk Analytics, VP

Description My client is seeking an experienced Wholesale Modeler to join their dynamic team of Risk Strategists. This role offers an exciting opportunity for a skilled quantitative expert with a strong background in wholesale credit risk rating - PD (probability of default) and LGD (loss given default) modeling. You will collaborate with cross-functional teams to design, develop, implement, and validate complex financial models. The ideal candidate should have experience developing internal risk rating models, collaborating with stakeholders to ensure model outputs align with strategic goals, and conducting rigorous model testing to assess accuracy. Expertise in Python is essential. Requirements Deep understanding of main credit risk parameters (TM/PD, LGD, EAD, and EL) modeling Master's Degree in quantitative subject Strong knowledge in statistics and statistical tools like hypothesis testing, regressions, time series models, MCMC Bayesian tool, and state space.

US$150000 - US$175000 per year
New York
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VP, Capital and Liquidity Risk - International Bank

My client is a reputable Global International Bank. They are now seeking a seasoned risk professional to strengthen their risk and compliance team. Responsibilities: Develop and implement the operating model of capital and liquidity risk according to regulatory requirement Collaborate with local and regional finance and treasury team and oversight regional regulatory reports Work with 1st LOD stakeholders to identify and understand risks and controls Present capital and liquidity risk issues to senior management in risk and control management meetings Requirements: 5+ years of relevant experience in capital or liquidity risk management in large bank or consultancy firm Professional qualification such as CFA or FRM an advantage Familiar with global and local regulatory requirements Good analytical, communication and presentation skills Proficiency in both verbal and written Mandarin and English

HK$1000000 - HK$1200000 per annum
Hong Kong
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Enterprise Risk Manager

Title: Join Our Team as an Enterprise Risk Manager! Are you looking for a challenging and rewarding role where you can showcase your risk management skills? Look no further! Our client, based in the United Kingdom, is seeking a talented Enterprise Risk Manager to join their team. Introduction: Our client operates within the financial sector and has established themselves as leaders in providing top-notch services to clients worldwide. As part of this dynamic organisation, you will have access to excellent career development opportunities. Responsibilities: As an Enterprise Risk Manager with our esteemed client company, some of your responsibilities include but are not limited to; - Developing frameworks that aid decision making - Contributing towards effective risk mitigation strategies - Leading initiatives aimed at improving overall enterprise risk processes - Providing guidance on regulatory compliance matters Qualifications & Skills Required: To be considered for this position candidates must possess the following qualifications or skills: 1) Strong knowledge/experience managing risks across multiple jurisdictions (Paris/Amsterdam) 2) Experience leading teams - especially those focused on Risks related issues; 3) Excellent written/oral communication skillset required; ability to effectively communicate complex ideas/concepts clearly 4) A proven track record delivering results while dealing with challenges inherent in ambiguous environments If interested please send through resume/CV along with cover letter explaining why they would make great fit into organizaiton's culture/environment etc..

Negotiable
Paris
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Enterprise Risk Manager

Title: Join Our Team as an Enterprise Risk Manager - 2LoD Capital and Business Risk Management Introductory Paragraph: Are you a skilled risk manager with experience in capital and business risk management? Do you have the ability to assess, evaluate, and mitigate risks for businesses effectively? If yes, we are looking for someone like you! We're working with our client who is seeking an experienced enterprise risk manager. This role requires excellent communication skills that enable effective interaction between different teams within the organization. Key Responsibilities: * Develop strategies to manage potential risks * Conduct analysis of existing processes or systems * Identify areas where improvements can be made * Ensure compliance standards are met while mitigating identified issues Qualifications & Skills: The ideal candidate should possess these qualifications; 1) A degree in finance or related field. 2) In-depth knowledge about leasing activities will be considered advantageous. Skills required include; 1) Excellent analytical thinking abilities coupled with exceptional problem-solving capabilities. 2) Ability to work well under pressure without compromising on quality output. 3 ) Strong verbal/written communication skills essential when interacting across departments/teams.

Negotiable
Amsterdam
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Asset Manager - Risk and Reporting

Working with a dynamic $1.5 billion fund with a significant presence in New York and San Francisco, specializing in Venture Capital and structured credit. Founded in 2017 with a mission to invest in tech startups, focusing primarily on the fintech and proptech sectors. They have achieved remarkable success, earning recognition as an emerging fund in the industry, and are currently in growth mode. Reporting to the Director of Asset Management, the Risk and Reporting Asset Manager will work closely with the investment team to manage a portfolio of fintech asset-backed debt investments. The primary responsibilities include monitoring portfolio risk and facilitating reporting. Key Responsibilities: Standardize asset management processes and data. Develop comprehensive risk reporting for stakeholders. Implement and refine risk and valuation models. Manage third-party relationships with vendors, servicers, and agents. Collaborate with the investment team on portfolio management and risk assessment. Qualifications: Experience in an asset management firm, private equity firm, lender, owner/operator, servicer, investment bank, or broker. Expertise in portfolio risk analysis and management. Proficiency in Level 3 valuation or DCF modeling. Strong knowledge of private and/or structured credit products. Excellent analytical and problem-solving skills. Strong communication and relationship management abilities.

Negotiable
New York
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Quantitative Consultant

Role: Senior Consultant Location: Amsterdam, Netherlands Join our client, an independent consultancy specializing in risk management and ALM, dedicated to pioneering solutions across diverse industries. With their innovative mindset and commitment to excellence, they foster an environment ripe for impactful contributions. As a Senior Consultant, you'll play a pivotal role in steering complex projects to success, serving as a source of expertise and strategic insight for their clients. Key Responsibilities: Spearhead and oversee the full lifecycle of intricate consulting projects. Serve as a trusted advisor, aligning with client objectives and offering strategic direction. Craft and deliver compelling proposals, showcasing keen insights into industry dynamics. Provide mentorship and guidance to junior and mid-level consultants, nurturing talent within the team. Key Requirements: Educational background in fields such as Econometrics, Mathematics, Quantitative Finance, Data Science, or equivalent. Proficient in analytical problem-solving and equipped with top-notch communication skills. Thrive in collaborative settings, fostering teamwork and synergy. * Demonstrated ability to adapt swiftly to new challenges and absorb knowledge. Several years of experience in consulting or a related domain, with a track record of leading and executing successful projects

Negotiable
Amsterdam
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Insurance Expert

Role: Insurance Expert Location: Amsterdam, Netherlands Join our client, a specialist in insurance solutions for a prominent financial institution, as an Insurance Expert. Your role will involve strategic insurance management and risk assessment to safeguard their interests. Key Responsibilities: Collaborate within a team to develop and implement a comprehensive insurance policy. Identify insurable risks and evaluate insurance coverage, staying updated on market developments. Negotiate with brokers and insurers to optimize policy terms and premiums. Monitor existing policies and explore alternative solutions. Assess and manage damage reports and claims, coordinating with stakeholders. Contribute to budget preparation and management reporting. Key Requirements: University degree in relevant fields such as insurance law or economics. 5+ years of experience in financial institutions, consultancy, law, or insurance management. Profound understanding of insurance market dynamics, products, and processes. Ability to analyze risks and their intersection with banking products. Strong interpersonal skills, with emphasis on collaboration and persuasion. Proficiency in both Dutch and English. Excited to make an impact in strategic insurance management? Join our client's dynamic team and contribute to safeguarding their interests.

Negotiable
Amsterdam
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Domain lead ALM

Domain Lead ALM Are you an experienced leader with a passion for finance and risk management? Our client, a leading Retail Bank based in the heart of Amsterdam, is seeking a skilled domain lead to join their team. As part of the Risk Team, you will be responsible for overseeing the Asset Liability Management (ALM) function within their Finance Grid. Responsibilities: - Develop and implement strategies that optimize liquidity positions - Manage interest rate risks across all business units - Collaborate with key stakeholders to provide guidance on financial planning activities - Regularly evaluate market trends and adjust policies accordingly Skills: * Bachelor's or Master's degree preferably in Business Administration/Economics/Finance/Mathematics. * 10+ years' experience working within asset liability management; ideally at least five spent managing teams. * Strong knowledge of regulatory requirements such as Basel III norms etc., relevant European Directives like CRD IV/CRR which apply to banks operating under EU banking licenses would be advantageous. * Excellent communication skills both written and verbal are necessary along with strong interpersonal capabilities allowing effective collaboration amongst various departments globally. This permanent position offers competitive remuneration plus benefits package including relocation assistance if required. The successful applicant must possess permission-to-work documentation from country concerned i.e Netherlands without requiring sponsorship. Don't miss out on your chance to work alongside dynamic professionals while living amidst stunning architecture! Apply today by sending us your updated resume highlighting why you're perfect fit for our Client who values diversity, equality, and inclusion!!

Negotiable
Amsterdam
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Risk Manager, Hedge Fund

Join the Risk Team of a Leading Hedge Fund in Hong Kong! Selby Jennings is currently collaborating with one of the fastest growing hedge funds based in Hong Kong. Our client seeks an experienced and motivated individual to join their growing fund. Responsibilities: - Investigate risk limit breaches and ensure compliance - Monitor overall investment risks on daily basis - Perform daily investment compliance checks - Implement new policies and procedures as necessary Qualifications: The ideal candidate should possess the following qualifications - 1) Relevant degree or professional qualification (CFA/FRM) 2) Minimum 5 years' experience within Investment Risk Management at a buy-side firm. 3) Experience using OMS/PMS systems. Skills: In addition to these qualifications, our clients require candidates who have expertise in - 1) Strong analytical skills 2) Excellent communication abilities both verbally & written. 3 )Ability to work independently

HK$400000 - HK$400001 per annum
Hong Kong
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Senior Finance Treasury Analyst

Based in Hartford, Connecticut, an insurance-based financial firm has seen considerable growth over the years, expanding into Insurance, Reinsurance, and Asset Management sectors, primarily specializing in Fixed Annuities. Currently, their Treasury team consists of three associates, and they are actively seeking to add another associate or senior associate to their team. This individual will play a pivotal role in overseeing day-to-day operational activities, with a particular focus on banking and bank operations. Ideally, they are looking for candidates with 1-5 years of relevant experience. Essential qualifications include exceptional organizational and communication skills, strong problem-solving abilities, and proficiency in Excel. Responsibilities Manage funding of operating accounts to ensure sufficient cash levels. Analyze daily bank balances and activities to determine liquidity requirements and set cash positions according to targets. Provide support for corporate liquidity function including ad hoc analysis and forecasting. Monitor daily bank activity, reconcile cashflows, and resolve issues with banks and middle office teams. Oversee treasury management system (FIS Integrity) including performance, configuration, and issue resolution. Coordinate with bank reconciliation teams to resolve cash-related issues and serve as administrator for banking platforms. Initiate Fedwire and ACH transactions and track intercompany loans. Assist in planning and participate in business continuity/disaster recovery exercises. Requirements Maintain and monitor procedural documentation and support internal/external audit processes. Bachelor's degree in business with at least 2 years of relevant experience. Knowledge of financial markets (banking, settlement characteristics, investment terminology, etc.). Proficiency in Excel with strong analytical skills; experience with treasury management systems like FIS Integrity, Fiserv BRMEdge, and/or People Soft is beneficial.

Negotiable
Hartford
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VP - Liquidity Risk Manager

A leading Investment Bank, who has significant growth in their 2LOD Liquidity team over the last 12 months is looking to hire a VP level candidate on their Liquidity Risk Management team to oversee Liquidity Risk arising within their US Legal Entities. This individual will sit in the greater Corporate Treasury function and provide Liquidity Risk Oversight over the firm's activities in relation to the banking book, markets activity, and lead initiatives relating to the firm's buildout of their 2LOD Liquidity Risk Team. The firm is targeting individuals with 4+ years working in a Liquidity Risk, Treasury, Liquidity Management, Funding, or ALM function with a career emphasis on capital management and liquidity. This firm is known for having some of the best culture and work life balance on the street, and prides itself on maintaining these standards. Responsibilities: Assist in the development of the firmwide liquidity risk framework Maintain and develop Liquidity Stress Tests to evaluate the effectiveness of the Liquidity Risk Framework Enhance ILST framework Engage with internal and external regulators and lead the firm's regulatory initiatives Perform quantitative analytics in response to Liquidity Stress Tests such as LCR computation Assist in the establishment and determination of Liquidity Limits Qualifications: 4+ years working in a 1LOD or 2LOD Liquidity function Strong working knowledge of Liquidity and Balance Sheet Management Familiarity with FR2052a, LCR, NSFR, EWIs, Liquidity Buffers, and other Liquidity Metrics Ability to work with large data sets, and perform quantitative analysis Knowledge of Enhanced Prudential Standards (Reg YY) Deep understanding of US Regulations for Liquidity, Balance Sheet Management, and Capital Adequacy

US$150000 - US$200000 per year
New York
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Audit Manager - Data Management

Audit Manager - Data Management Location: NYC | Charlotte | Stamford | Wilmington, DE | Dallas I am currently working with a large American Bank that is looking to grow out its Data Management/Data Governance team by adding an Audit Manager. Ideal candidates have 5+ years of experience within Internal Audit. More specifically, they are looking for someone who has a strong technical proficiency in the Data Management space and familiarity using tools such as SQL and Alteryx. Additionally, given that this person will be acting as an Audit Lead on a variety of projects, the team is looking for someone who has experience being an AIC and supervising more junior staff. In this role, you will be planning and scoping the audit plan, leading concurrent and cross-functional audit engagements with minimal supervision, and accurately reporting control gaps and deficiencies, and aiding in the development of the remediation plan. Responsibilities: Act as an AIC, managing audit engagements from start to finish Analyze and report control deficiencies and develop plans for remediation Planning and scoping numerous overlapping audits Communicating closely with senior management and key stakeholders to discuss proposals for solutions and ensuring adequate follow-up plans are established Requirements: 5+ years in Internal Audit, experience conducting audits in relation to enterprise data governance Bachelor's degree in information technology, software engineering, finance, business, or another related field Knowledge of Analytics /Automation (Advanced Excel, SAS, SQL) Strong ability working independently Excellent written and verbal communication skills Relevant certification preferred (CISA, CIA)

US$130000 - US$160001 per year
New York
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Risk Management News & Insights

Risk Management Salary Guide For Europe Image
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Risk Management Salary Guide For Europe

Are you a Risk Management professional considering your next career opportunity? Or are you a financial sciences & services leader that requires strategic talent to join your organisation? The Risk Management Salary Guide by Selby Jennings can assist, equipping you with the essential knowledge and insights necessary to make well-informed decisions, whether that's helping you attract top talent to steer your business towards success, or benchmarking your compensation against your peers. Spanning entry-level positions to senior leadership roles, this salary guide also covers compensation differences across key European locations, including London, Germany, and Switzerland. With 20 years of experience as a specialist talent partner in financial sciences and services, our comprehensive Risk Management Salary Guide empowers hiring managers and professionals alike. ​Download the 'Risk Management Salary Guide: Europe' today:​​Building Risk Resilience​Discover the overall Risk Management talent landscape with our dedicated report, that includes deep industry insights into the current state of financial services risk management recruitment.Also interested in Risk Management compensation in the USA? Access our US version of the salary guide here.

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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

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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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 Decide if a Job Offer is Worth Taking

​Landing a job offer is a great achievement and it can be tempting to grab it with both hands, particularly if you’ve been focused on the interview process for some time. Yes, crafting CVs and cover letters, researching companies and positions, preparing presentations, and attending interviews are all time and energy consuming parts of the process, especially for senior-executive level roles, but there are important considerations to be made before you make a concrete decision on one offer.You spend the majority of your day at work, and even outside of your time on the clock, your job will inevitably have an impact on your personal life, too, and even that of your family. For example, the length of your commute, the number of holiday days, and the flexibility the role offers will all affect your quality of life, and so it’s imperative that you accept a job offer for all the right reasons. Even your dream job role will have positives and negatives, and it is worth taking some time to consider the offer and what it means for your finances, your work-life balance, and your future. In this guide, we’ll walk you through the questions you should ask to help you decide if a job offer is worth taking, and how to decide whether to accept, reject or negotiate the role offered. If you are in the fortunate position of being able to consider several offers, this article can also help you with making your choice on which offer to accept. Am I happy with the salary offered?One of the headline aspects of a job offer to be considered is the salary on the table. Depending on where you are with your career, the salary should reflect your skill set and general value within the current labor market, and should ideally be at least 10% above your current salary package, otherwise the move may not be worth it. Use websites such as Glassdoor to research equivalent salaries and make sure you’re getting offered the right amount. Obviously, there is so much more to consider when thinking about a job, but if the salary is lower than you expected, you may want to consider negotiations. If the base salary is lower than you would like, your overall salary may be boosted with bonuses and/or commission, or you may be offered a salary package with perks such as subsidized health care or childcare. This is an opportunity to work out a package that suits you as an individual.The role may offer you a salary that is initially disappointing but puts you on a guaranteed and exciting career track with a larger reward in the near future. Also consider the satisfaction of the job if you are offered a big step-up in pay. What demands will this new role put on you? While an impressive new wage can be attractive, it may weigh lightly against the additional stress and pressure that comes from an increase in responsibility. It’s good to be challenged from a new role, but not at the expense of your long-term happiness, so it’s important to find the balance between financial compensation and quality of life.What are the benefits?Alongside the salary, look at the break down of benefits and perks offered by the new position. If these aren’t outlined fully in your job offer, request the full details from the hiring manager. Some companies offer bumper benefits packages, which can be considered as valuable as your initial salary package. Look at the following benefits when evaluating a job offer: Annual leave - is there a generous allowance for paid time away from the office? Does the role have a good pension? What is the employer contribution to your pension? How good is the health insurance provided by the company? What does it cover, specifically? Does the role provide large money-saving perks, such as a company car, subsidized childcare, or paid memberships?How will the role affect my work/life balance?Work/life balance is extremely important not only to your happiness, but also to your health, relationships, and even your success within your role. Consider the responsibilities of the role - are the day-to-day tasks stimulating and satisfying to you? Do they encompass the positive aspects of your previous role where you experienced success and growth? Will they challenge you to develop new skills/areas of expertise or are the tasks simply outside of your expertise or interests? Think of how the job will slot into your life, and how much control you will have over your work/life balance within the role. A large element to consider is whether the role offers flexible working, which may be particularly important if you have children. A role that allows employees to build their hours around their family obligations and provides regular opportunities to work from home can be far more appealing than a role that pays more but provides no flexibility. The commute also needs to be considered when evaluating a role for work/life balance. Is the role in a hard-to-reach location? Will you be dealing with daily traffic jams? Is the role reachable by public transport? How much will the commute cost in train tickets or petrol and parking? A job that requires a lot of travel can be exciting but can have a negative impact on your work/life balance as it can be tiring, costly, and time-consuming. If a lot of the role is spent ‘on the road’, you will need to consider how this will affect your quality of life long-term.Am I a good cultural fit?Hopefully, during your application and interview process, you will have had a taste of the company culture at your potential new organization. Review the business’s employer branding materials, their social media accounts, and testimonials on sites such as Glassdoor for more information. Your work environment is one of the most important factors to consider when deciding whether to accept a job offer. You will be spending around 40 hours a week there, so think carefully about whether that prospect makes you excited or anxious. Regardless of the job title, salary, or perks, accepting a job offer from a company where you will be glad to spend your time is what’s most important to your health and happiness.Lean into your intuition and consider any potential red flags you may have identified. In some instances, it may be appropriate to request another visit to the office to talk to team members before saying ‘yes’ to the offer, or you may request another more informal chat with your manager to ask any lingering cultural questions. This may help you to get a good sense of the types of personalities within the company, and find out how the office operates and where you would fit in. Are teams encouraged to work collaboratively, or do they tend to work as individuals? Is there good camaraderie within the team? How do they support each other? Ask for examples to get the best understanding. Can I work well with my peers?The people you work with, and indeed those you report to, can make or break a role. It is vital to your overall enjoyment of your job that you are working with people who bring out the best in you, as well as a team that will be receptive to your attempts to bring something new and beneficial to the company.When considering a job offer, try to find out who you will be reporting to and who will be reporting to you. It is likely that the former will have been involved in the hiring process, but if you haven’t met them, you may want to arrange a meeting or a phone call to discover more about their leadership style while you consider a job offer. Ask what would be expected of you in terms of delivery and performance and run through a typical week within your team. If the ideas and working style of those around and above you don’t run alongside your own you may want to reconsider taking the job offer and keep on looking.Does it advance my career?You’re already on the job hunt, so your career progression will naturally be on your mind at this point. You may have an offer for a role that advances your career immediately, but the move could be a bad decision in the long term. Does the current job offer allow for further growth of your skills and talents? Or are you moving into a position that may lack the challenge you need in order to develop? It’s a good idea to investigate the training and networking opportunities provided by the role. Do you have time in your role to learn new skills, or attend sector conferences that will keep you informed of trends in the market? Does the business have a budget reserved for career development and further education of its employees? LinkedIn is a good website to research this. You can look into the career paths of current and former employees and see how those within the company have progressed either internally or through new roles. You may want to reconsider a job offer for a role where there is little progression or growth, or from a company that has no immediate growth plans, or any career development programs. On the other hand, you may wish to include this in your negotiation process.Am I happy I got the job?Now you have considered the salary, the benefits, your work/life balance, the culture, your colleagues, and your career development goals, the final element to consider is your general ‘gut feeling’ when it comes to considering the job offer. Are you ecstatic to get the offer, or do you have your reservations? If you are reading this, there’s probably a reason you are taking your time to make a decision. Of course, there may be more personal factors at play that may incentivize you to accept a role quickly, but it is worth taking your time to consider how the prospect of starting this new position truly makes you feel. No job offer will be perfect, but it is important to trust your gut when an offer comes through, even if it just sparks some more honest negotiations. If you are unhappy with the lack of flexibility within the role or have doubts about opportunities for development, it may be better in the long-term to turn down the offer. Trust your instinct and intuition. If something is telling you taking the role is a bad idea, write up a list of pros and cons and weigh them up. Moving jobs is a big decision that affects many aspects of your life and steers your future. A bad gut feeling may be leading you to something better suited.

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