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 financial technology team provides permanent, contract, and multi-hire recruitment from our offices across three continents. For more than 15 years, clients and candidates have had peace of mind that the specialist 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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If you're looking for Sales and Trading talent, please register your vacancy today.

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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 15 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

Equity Solutions Sales Trader

Role Develop and maintain relationships with institutional clients Execute trades across cash, ETFs, F&O, SBL and swaps Provide market insights and trading ideas to clients Execute trades in a timely and efficient manner Work closely with the research team to develop new trading strategies Monitor market trends and provide feedback to the team Requirements Bachelor's degree in finance, economics, or a related field Minimum of 5 years of experience in sales trading Strong knowledge of ETFs and Delta 1 Swaps/SBL Experience with OMS system/Fidessa Excellent communication and interpersonal skills Ability to work in a fast-paced environment

Negotiable
Hong Kong
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Futures Execution Trader

We are seeking an experienced trader to join a UK-based quant hedge fund that is setting up a new office in Shanghai. The firm is preparing for PFM and WFOE, and the candidate will support the preparation and focus on onshore future trading. Responsibilities Execute onshore future trading Assist GM with the development of trading strategies and ensure trades are executed efficiently and accurately Monitor market conditions to identify opportunities and risks Analyze trade execution data to identify areas of improvement Develop and maintain relationships with brokers, exchanges, and other market participants Skills Experience executing trades across a variety of markets Ability to analyze trade execution data and identify areas of improvement Excellent communication and interpersonal skills

Negotiable
Shanghai
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VP QIS EQ Vol Structurer

VP QIS EQ Vol Structurer Introduction: We are currently working with a leading financial firm in Paris who is looking to hire a VP QIS EQ Vol Structurer. This is a permanent position that offers an excellent opportunity for an experienced candidate to work in an innovative and dynamic environment. As a VP QIS EQ Vol Structurer, you will be responsible for developing and structuring Equity Volatility Quantitative Investment Strategies for the firm's clients. Responsibilities: - Develop and structure quantitative investment strategies for the firm's inclients - Work closely with other members of the team to develop innovative solutions for clients - Analyze market trends and provide insights on investment opportunities - Collaborate with other departments to ensure the success of the firm's overall investment strategy Skills: - Strong understanding of equity derivatives and volatility products - Experience in structuring financial products - Excellent analytical skills and attention to detail - Strong communication and interpersonal skills - Ability to work effectively in a team environment Qualifications: - Bachelor's degree in finance, economics, or a related field - Master's degree in finance, economics, or a related field preferred Additional Information: - Equity - Volatility - Structuring - QIS - Quantitative investment strategies - Derivatives How to Apply: If you are interested in this position, please apply directly through our website. We look forward to hearing from you.

Negotiable
Paris
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Head of Funds and QIS Trading

Head of Funds and QIS Trading We are looking to hire a Head of Funds and QIS Trading for our client, a financial institution in Amsterdam. Our client is looking for a talented and experienced individual to lead their Funds and QIS Trading team. Responsibilities * Lead and manage the Funds and QIS Trading team * Develop and implement quantitative investment strategies (QIS) * Develop and implement equity and fund derivative trading strategies * Manage the risk and P&L of the Funds and QIS Trading team Skills * Strong knowledge of quantitative investment strategies (QIS) * Strong knowledge of equity and fund derivative trading * Excellent line management skills How to Apply If you are interested in this role, please apply via our website.

Negotiable
Amsterdam
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VP Equity Derivative Sales

Title: VP Equity Derivative Sales Introduction: Selby Jennings is currently seeking a VP Equity Derivative Sales to join a reputable finance firm in Paris. Our client is looking for someone who can provide equity derivative solutions to institutional clients including asset managers, pension funds, and insurance firms. They have a strong presence in the Swiss, Nordic or DACH markets and are looking for someone to join their team and help grow their business. Responsibilities: - Develop and maintain relationships with institutional clients, asset managers, pension funds, and insurance firms - Identify opportunities to cross-sell equity derivative solutions - Work with the trading desk to ensure smooth execution of trades - Provide regular market updates to clients - Work with the structuring team to develop bespoke solutions for clients - Attend industry events to stay up to date with market trends Skills: - Strong sales skills - Excellent communication skills - Good knowledge of equity derivatives - Ability to work in a fast-paced environment - Strong attention to detail - Network of clients in regions previously listed

Negotiable
Paris
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Director of QIS Trading

QIS Trader Selby Jennings is currently seeking a QIS Trader to join our client in London. The successful candidate will be responsible for trading across various asset classes in quantitative investment strategies. Responsibilities: * Develop and implement quantitative investment strategies into trading strategies * Trade across different asset classes including equities, credit, rates and commodities * Analyse market data and monitor trading performance * Manage risk and ensure compliance with regulatory requirements Skills: * Strong analytical and quantitative skills * Excellent knowledge of financial markets and trading strategies * Experience with quantitative analysis and modelling * Strong programming skills in Python and/or R * Excellent communication and interpersonal skills Additional Information: This role is ideal for an experienced trader with a background in quantitative finance. The successful candidate will have the opportunity to work with a highly skilled team of professionals and will receive a competitive salary package.

Negotiable
England
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China Credit Sales Trader

Responsibilities: Work closely with a senior trader to grow our trading capacity and market presence in the LGFV sector. Performing thorough credit analysis and generating innovative and actionable trade ideas; Building strong trust and rapport with key clients across different segments and prime brokers to ensure optimal execution outcomes; Collaborating with internal and external stakeholders to maintain and enhance cross border trading platforms (Bond Connect); Executing trades efficiently and effectively under challenging market conditions and time constraints; Developing execution protocols to reduce trading errors and risks Requirements: A Bachelor Degree from a reputable global university in Finance, Economics, Engineering, or Computer Science or related fields; Extensive experiences in credit businesses, preferably with knowledge in China credit and LGFV; Experience in trading/risk system and technology infrastructure, or relevant experience; A self-motivated, creative, and risk-taking mindset; and A good command of written and spoken Chinese and English; fluency in Putonghua is essential.

Negotiable
Hong Kong
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Institutional Equity Sales

Role: Develop and maintain relationships with Chinese institutional investors. Pitch Korean research and IPOs, and Southeast Asia product to institutional clients. Work closely with the research team to provide clients with timely and accurate information. Develop and maintain an strong client base. Provide clients with market updates and investment ideas. Work closely with other members of the international sales team to achieve team goals. Requirements: Bachelor's degree in finance, economics, or related field. Minimum of 5 years of experience in cash equity sales. Established existing client base. Strong communication and interpersonal skills. Ability to work independently and as part of a team. Fluent in Mandarin and English.

Negotiable
香港
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Associate - UK Corporate Sales

Associate - UK Corporate Sales We are looking for an experienced sales professional to join our Banking client's team as an Associate - UK Corporate Sales in London. The successful candidate will be responsible for selling FX solutions to large corporates in the UK. Responsibilities - Sell FX solutions to large corporates in the UK - Develop and maintain relationships with clients - Work closely with the trading and research teams to ensure that clients are receiving the best possible service - Keep up to date with the markets and provide clients with market commentary - Meet and exceed sales targets Skills - Strong sales skills - Excellent communication and interpersonal skills - Good understanding of the FX markets - Ability to work well under pressure - Strong attention to detail Requirements - 2 - 6 years of sales experience - Bank background is preferred - Good understanding of macroeconomics - Knowledge of rates and FX If you are intrested in this opportunity, please apply via the link below!

Negotiable
England
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Head Quantitative Researcher - High-Frequency Trading

About Us: A cutting-edge Hedge Fund specializing in low latency and high-frequency trading strategies is seeking a new Head of Quantitative Researcher. This fund is at the forefront of technological innovation and quantitative research in the financial markets. They are seeking a talented and experienced Head Quantitative Researcher to lead their team in developing high-performance strategies for low latency and high-frequency trading. Job Description: As the Head Quantitative Researcher specializing in Low Latency and High-Frequency Trading at [Your Company Name], you will play a crucial role in leading and managing a team of quantitative researchers. You will be responsible for driving the development of sophisticated trading models and strategies focused on low latency and high-frequency execution. Key Responsibilities: Lead a team of quantitative researchers in the development and optimization of trading algorithms for low latency and high-frequency trading. Drive the design, implementation, and testing of proprietary trading strategies to maximize trading efficiency and profitability. Collaborate closely with technology teams to optimize trading systems for low latency execution. Conduct research on market microstructure, order flow, and data analysis to identify new trading opportunities. Stay updated with the latest advancements in technology, trading platforms, and quantitative techniques related to low latency and high-frequency trading. Qualifications: Advanced degree (Masters or Ph.D.) in a quantitative field (e.g., mathematics, computer science, finance, physics). Extensive experience (at least 5+ years) in low latency and high-frequency trading within a financial institution or proprietary trading firm. Proven track record of developing successful high-frequency trading strategies and managing a team of quantitative researchers. Expertise in programming languages such as C++, Python, or Java for high-frequency trading systems. Deep understanding of market microstructure, order execution, and algorithmic trading techniques. Strong analytical skills and proficiency in statistical analysis and data modeling. Benefits: Competitive compensation package including performance-based bonuses. Comprehensive health, dental, and vision insurance. Retirement savings plan. Opportunities for career growth and professional development. A dynamic and collaborative work environment at the forefront of financial technology.

US$450000 - US$1500000 per year + Performance Based Bonus included
New York
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Sales Trader

Sales Trader Introduction A broker is looking for a Sales Trader to join their team. The successful candidate will be responsible for generating revenue through the sale of derivative products, with a focus on swaps, to hedge funds and asset managers. With contacts already at hedge funds and asset managers. Responsibilities * Develop and maintain relationships with clients to generate revenue through the sale of derivative products, with a focus on swaps * Work closely with the trading team to identify market opportunities and ensure that the client's needs are met * Keep up-to-date with market developments and provide clients with market insight * Ensure that all trades are executed correctly and in a timely manner * Work closely with the operations team to ensure that all trades are settled correctly Skills * Strong sales skills, with a proven track record of generating revenue * Have contacts with asset managers or hedge funds * Excellent communication skills, with the ability to build strong relationships with clients * Strong analytical skills, with the ability to identify market opportunities * Good knowledge of interest rates and rates products * Good knowledge of derivatives products, with a focus on swaps

Negotiable
London
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FX/Derivatives Sales

My client is an Asian brokerage firm, looking to add a FX/Derivatives sales role, covering US and Asia corporate clients. Responsibilities: Develop and maintain relationships with foreign corporate clients across various industries and regions Provide FX and derivatives solutions to meet the client's hedging, trading, and investment needs Execute FX and derivatives transactions on behalf of the clients, ensuring compliance with internal and external policies and regulations Collaborate with other sales teams, trading desks, research analysts, and product specialists to deliver comprehensive and customized FX and derivatives services Identify new business opportunities and generate revenue growth by cross-selling FX and derivatives products and services. Requirements: Bachelor's degree or higher in finance, economics, business, or related fields Extensive relevant experiences in FX and derivatives sales, trading, or structuring Strong knowledge of FX and derivatives markets, products, and pricing Excellent communication, presentation, and negotiation skills Ability to work under pressure, multitask, and meet deadlines Fluent in English and Mandarin (essential) and Cantonese (advantageous)

Negotiable
Hong Kong
Apply

Sales and Trading News & Insights

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

Embracing Disabled Talent: Driving Success Through Inclusive Hiring in Europe

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

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2023 Bonus Season Breakdown

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

​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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