Sales and Trading

Sales and Trading

Selby Jennings: A specialist talent partner for sales and trading

Selby Jennings is a leading specialist talent partner for Financial Sciences & Services. Our global sales and trading team provides permanent, contract, and multi-hire recruitment from our offices across three continents. For more than 20 years, clients and candidates have had peace of mind that the specialist sales and trading recruitment process is in safe hands.

Sales and trading is the backbone of an investment securities firm. Be it a stock brokerage, investment bank or hedge fund, if a firm cannot sell its services, then it is unable to do business, and if it cannot trade well, then it becomes difficult to attract and retain clients. From streamlining processes and upskilling workforces to staying cutting edge by employing flexible work models, we advise enterprise leaders on when to strike and how. We also provide expert insight to sales and trading professionals on benchmarking benefits packages and salaries and assist them through their career moves.

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

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Benefits of working with Selby Jennings’ global sales and trading team

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

Specialist knowledge; we have over 20 years of experience in the sales and trading sector

An unrivaled portfolio of clients, both big and small

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

Sales and Trading Jobs

Institutional Equity Sales

Experience: 2 - 7 years' previous full-time working experience Start Date: ASAP Location: Paris, France Language requirements: Fluent French & English Our client is a leading independent, full-service growth investment bank for the European healthcare, technology, energy-transition, and consumer sectors. Clients benefit from our relentless commitment to their long-term success, unparalleled insights into these strategically important sectors and strong relationships with investors - from private equity and venture capital to institutional investors across the US, Europe, and Asia. With a team of more than 20 experts providing thought-leading research on more than 200 listed companies. BG IRIS works closely with the sales and trading team who are in charge of selling IRIS' research and executing investors' orders. Our clients sales professionals are based in Paris, London, and New York and the team service institutional clients across Europe, with an emphasis on France, UK, Benelux, Switzerland, and the US. They provide coverage to worldwide institutions from pension, mutual, hedge and private equity funds. Working closely with the IRIS analysts, they are able to bring insight, actionable ideas, and relevant market opportunities to clients. Our client is seeking a dynamic Sales professional who works well within a team, is entrepreneurial, and successful in maintaining - as well as building new - client relationships. Industries of focus in this role will be our key growth sectors; Technology (including Energy Transition & Cleantech), Healthcare (Biotech & Medtech) and Circular Economy. This role will involve the distribution of a broad range of products in both the private and public space i.e. ECM transactions (IPOs, Capital Raisings), Private Placements (Primary & Secondary), Private Debt & Hybrids (Convertibles), etc. The ideal candidate will have: Between 2 - 7 years' experience in sales / distribution role Demonstrated track record Existing network/client base of non-conventional investors i.e. single and multi-family offices, particularly in Continental Europe. Multi-strategy hedge funds would be a plus Willingness to work in an entrepreneurial environment with a proactive approach to opening client relationships Fluent French and English speaker.

Negotiable
Paris
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French Equity Derivative Institutional Sales

**French Equity Derivative Institutional Sales - Paris, France** Are you a seasoned professional in the realm of equity derivatives? Do your talents lie within institutional sales and crafting quantitative investment strategies that drive success? If so, we have an opportunity that may be just right for you. We are seeking a dedicated individual with expertise in French Equity Derivative Institutional Sales to join our team on a permanent basis located in the beautiful city of Paris. This role will challenge and reward you as it involves: - Developing robust relationships with institutional clients - Utilizing extensive knowledge about structured products to propose tailored solutions - Applying comprehensive understanding of Quantitative Investment Strategies (QIS) Ideal candidates should possess: *Skills & Experience:* - Proven experience ranging from 5 - 10 years within sales or related positions focusing on equity derivatives. *Selling Solutions:* The ability to understand client needs deeply enough to develop custom solutions around structured products which cater specifically towards their unique challenges. *Equity Derivatives Knowledge:* A strong grasp over various derivative instruments is crucial because they form the core product offering involved in this role. *Institutional Client Management:* Prior interaction with large-scale institutions would serve well since these entities make up significant part of clientele one must manage effectively here. Experience championing QIS offers considerable advantage due its relevance when proposing innovative financial strategies aimed at delivering competitive edge across markets today's dynamic market environment requires familiarity such forefront methodologies remain ahead curve continually evolving landscape industry faces each day passes by.. We invite those who meet above criteria passionate joining vibrant community professionals committed excellence growth both personal professional levels consider applying now embark upon new journey full possibilities await!

Negotiable
Paris
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Equity Derivative Sales - Director - Distribution Cverage

**Director of Equity Derivative Sales - German Distribution** Are you ready to take your expertise in equity derivatives sales to new heights within a dynamic and ever-evolving financial sector? We are seeking an accomplished professional for the role of Director, specializing in Equity Derivative Sales with a focus on the German market. This permanent position located at our prestigious Frankfurt office offers an unparalleled opportunity for career growth and personal development. In this high-caliber role, you will be entrusted with: - Spearheading distribution coverage tailored specifically towards Germany / Austrian market landscape. - Pioneering innovative solutions that resonate well within the realm of equity derivatives while meeting clients' complex needs. - Navigating through intricate product offerings as part of providing top-tier service excellence. We value candidates who possess: Sales Acumen: A proven track record in forging strong relationships and closing deals effectively. You'll need finesse when handling various stages from initial contact right up until deal closure - all while ensuring client satisfaction remains paramount throughout each transaction process undertaken by yourself or team members under your leadership guidance Equity Derivatives Knowledge: An extensive understanding about how these instruments work is essential; it's what sets apart those best suited toward excelling here! Solution-Oriented Approach: The ability doesn't just identify problems but also devise practical resolutions quickly so transactions can progress smoothly without undue delay due diligence periods etc If building influential networks among key industry players sounds like something which aligns perfectly alongside both skillset & ambitions then look no further than applying today! Join us embark upon fulfilling journey where every day brings exciting challenges coupled opportunities grow professionally beyond imaginations' wildest expectations!

Negotiable
Frankfurt am Main
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High YIeld Credit Trader - VP/Director

We are seeking a seasoned High Yield Credit Trader to join a leading European Bank in their London team. A high-performing team, they are looking for someone who can bring an excellent work ethic & high yield expertise to the desk. Candidates must bring at least 5 years of experience trading Euro High Yield. Key Responsibilities: Analyse credit risk and market trends to make informed trading decisions. Trade high yield debt instruments effectively within established guidelines. Collaborate with cross-functional teams, including analysts and other traders, to optimise strategies. Please apply now to learn more about this unique opportunity.

bonus, benefits
London
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Quantitative Research (Global Equities)

We are working with a hedge fund in New York assisting with the build-out of a Mid-Frequency (intraday to weekly) global equities desk with a strong focus on statistical arbitrage. The firm is looking for highly motivated individuals that have hands-on global equity alpha research experience. Responsibilities: Alpha generation for Global Equities and Stat-Arb based signals Researching, developing, and participating in full life cycle trading process including alpha modeling Research, Back-test, and implement trading models / signals Hands on with Python or similar for Modeling Requirements 3-5 years experience on a mid-frequency systematic or quantitative trading desk 3-5 years conducting alpha research for global equities or stat-arb based strategies Masters or PhD in a quantitative field such as Physics, Applied Mathematics, Statistics or Computer Science (PhD preferred but not required) Technical experience with Python for ML, Deep Learning, modeling, or similar

US$175000 - US$300000 per year + + Bonus and Benefits
New York
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Head of Quantitative Research

A Crypto Asset Manager is looking to onboard an experienced Head of Quantitative Research to oversee their alpha generation efforts across Crypto trading. Trading time horizons vary across their trading teams. Responsibilities: Oversight and management of quantitative crypto strategy research Assist in use of proper data pipeline to incorporate into research systems Alpha generation Oversee the Quantitative Research Team Requirements: 10+ years of experience developing alpha and researching quant trading strategies Prior Quantitative Trading experience working on Alpha Generation for intraday strategies Familiarity with Cryptocurrency Hands on programming experience with Python, C++ or similar language Perks: A collaborative yet entrepreneurial environment that encourages constant innovation and growth through the development of elite trading technologies PnL split (%) or bonus based on strategy performance (Target $800,000 to $1,500,000+ TC per year) Fully remote work option available Diversity & Inclusion: A company commitment to equal opportunity. We do not condone discrimination on the premise of race, color, religion, sexual orientation, age, gender identity or expression.

US$200000 - US$500000 per year + on target 800k+
New York
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Equity Solutions Sales Trader

Responsible for executing cash equity trades in the HK/CHN and regional markets, as well as handling ETF PD execution and client management (working with ETF issuers and market makers). Solid experience in sales trading, ETF trading or sales, and institutional sales for market makers. Strong background in client relationship management, excellent interpersonal skills, and a sociable personality for effective client communication. Experience in ETF business and securities borrowing/lending (SBL) or swap business is also beneficial. Familiarity with Order Management System (OMS) platforms (e.g., Fidessa) is desirable. Holds SFC RA1 (Dealing in Securities) or RA2 (Dealing in Futures contracts) qualifications.

Negotiable
Hong Kong
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Quantitative Researcher

I am working with a tier 1 hedge fund in New York City assisting with the build-out of a systematic global macro desk. The main emphasis on the desk is mid frequency trading across futures and FX. Responsibilities: Working on ongoing alpha research projects in the futures and FX space Researching, developing, and participating in the full process of alpha modeling Be involved in data scouting, hypothesis generation, back-testing, and production modeling Will sit in the NYC office alongside 2-3 other researchers (Hybrid flexibility available) Requirements 3-5 years experience in the systematic trading space with a focus on mid frequency or intraday strategies Experience working with Bonds, FX, and Equity indexes (Spot/Futures) Masters or PhD in a quantitative field such as Physics, Applied Mathematics, Statistics or Computer Science Strong development experience in Python Highly motivated with experience in modeling large amounts of data

US$150000 - US$250000 per year + + Bonus and Benefits
New York
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VP - Credit Structurer - TRS/Repo/ABS Financing

I'm working with a leading investment bank looking for an experienced VP-level Credit Structurer. You'd be interacting alongside Sales and Trading desks for investment solutions and cover European Institutional clients. 6-8+ years' experience across Illiquid Financing - ABS Financing, TRS/Repo Financing required. Knowledge of CLNs and Repacks is also beneficial. Based in London, or looking to relocate. If you're interested and would like to know more, I look forward to receiving your application.

Negotiable
City of London
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Associate/VP/Director - Fixed Income Trader

I'm working on behalf of a client looking to add a Credit Trader to its team in Zurich. The successful candidate would be working alongside other Traders but focusing within EM/AT1/Subordinated Debt. Requirements: 3-5+ years' experience in Credit Trading at a bank - more senior candidates also welcome, position is flexible. Within Credit, EM/AT1/Subordinated Debt Trading experience is preferred but not required. Must be located in or willing to relocate to Zurich. If you'd like to find out more, I look forward to receiving your application.

Negotiable
Zurich
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Credit Sales

My client is one of the largest Asian international securities in Asia Pacific looking to add to their FICC Sales & Trading team in Hong Kong. Responsibilities: Proactively cover and engage with Chinese institutional accounts. Maintain strong existing client relationships with a deep understanding of their requirements. Demonstrate a results-driven approach, committed to achieving and exceeding sales targets. Exhibit a strong grasp of market dynamics and the ability to identify profitable trading opportunities. Serve as a primary sales coverage, while also providing proactive backup support to the team. Foster close working relationships with Traders and Analysts to strengthen the firm's credit franchise for clients. Regularly attend weekly/morning calls. Develop partnerships with internal stakeholders. Actively grow the client franchise across Global Markets. Requirements: Possess solid relevant experience with a proven track record in Credit Sales, focusing on Investment Grade, High Yield, and CDS. Strong education background attained from reputable institutions Proficiency in written and spoken Chinese and English

Negotiable
Hong Kong
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EM Sovs Credit Trader

My client is one of the largest Asian international securities firm within APAC currently looking to add to their flow trading team. Responsibilities: Independently manage the risk of the USD EM Asia Sovereign and Quasi-Sovereign bond portfolio during the Asian trading hours, and set risk parameters for the London night trader to cover European and US clients. Demonstrate strong understanding of the liquidity channels for USD EM Asia Sovereign and Quasi-Sovereign bond markets across different time zones. Proactively generate trade ideas and provide pricing guidance to drive market activity. Manage and hedge the risks on the assigned books, ensure accurate trade booking, and report daily profit and loss for each book. Provide backup support to other traders on the Credit Market-Making Desk and coordinate the handover to the London Desk. Collaborate closely with FICC Sales to respond to RFQs (requests for quotes) in a timely manner, adhering to regulatory requirements for market-making activities. Comply with relevant risk management, internal compliance policies, and regulatory conduct requirements in all market-making operations. Requirements: Minimum of a Bachelor's degree or higher in finance or a related field. At least 5 years of credit trading experience, with at least 1 year specifically in USD EM Asian Sovereign bonds, ideally gained on an investment bank's flow credit trading desk. Strong interpersonal and communication skills. Proficient in written and spoken English. Ability to converse in Chinese is advantageous.

Negotiable
Hong Kong
Apply

Sales and Trading News & Insights

Trading Hub Dubai: A Magnet for London’s Commodity Traders Image
sales-and-trading

Trading Hub Dubai: A Magnet for London’s Commodity Traders

Dubai, renowned for its cutting-edge skyline and vibrant markets, is swiftly evolving into a global trade powerhouse. Its geographical advantage, pro-business policies, and top-notch infrastructure have attracted traders worldwide, including those from London.Why Dubai? Sitting at the crossroads of East and West, Dubai serves as a pivotal hub for trillions of dollars of business and investment. Its non-oil trade volumes surged by 10% in the first half of 2021, reaching 48 million tonnes. With major partners like China, India, and the USA, Dubai holds a significant position in the global economy.Furthermore, Dubai's investments in banking infrastructure and futures trading have shifted its focus from crude oil to a major energy trading centre. Dubai’s strategic geographical position, advanced infrastructure, and favourable business climate make it a magnet for traders worldwide.​Attracting London traders While London remains a dominant force in global trade, thanks to its substantial commodities market and skilled traders, Dubai’s ascent cannot be ignored. Its strategic initiatives have attracted businesses and professionals, making it a robust competitor in the global commodities market.The city's forward-looking strategies have drawn an increasing number of traders and companies, indicating Dubai’s growing significance in the trading world.Some of the key reasons commodity trading has shifted to DubaiGeographical advantage: Dubai’s location as a gateway between East and West offers easy access to emerging markets in Asia, Africa, and the Middle East, presenting new opportunities for traders.Advanced infrastructure: First-rate ports, logistics facilities, and a strong financial ecosystem in Dubai support efficient trading operations and connectivity for traders.Favourable business Environment: Dubai's pro-business policies, low taxes, and flexible regulations foster a trading-friendly environment, encouraging innovative strategies.Diverse trading opportunities: Access to various commodities like gold, oil, precious metals, and emerging market goods allows traders to diversify portfolios and manage risks effectively.Market growth potential: Dubai’s rapidly growing economy, government initiatives, and stable political environment present significant potential for market growth, offering traders opportunities to capitalize on this upward trajectory.Looking to hire commodity traders?For organizations looking to attract talent to Dubai, working with a talent partner is essential as you'll gain access to a top-tier, international talent pool. See how our services can benefit you today.​REQUEST A CALL BACK​Looking for career opportunities?Become part of a city that’s investing heavily in banking infrastructure and developing exchange-traded futures. Submit your CV today and be part of the exciting growth that many in your industry are now also exploring.​SUBMIT YOUR CV​For anyone looking to relocate to the United Arab Emirates, we have created a comprehensive relocation guide, packed with essential information and insights to ease your transition.​DOWNLOAD THE RELOCATION GUIDE

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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 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 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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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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