In an industry that is moving at light speed, it is likely that some Fintech hires will be testing entirely new ground for their employers. The higher the position, the more important it is for the employer and the recruiter to create a vision of the future for each hire, because it is likely that hiring based on current circumstances will be insufficient.
Recruiting candidates for a “future” organisation requires creativity.
To start with, the job description often requires some serious strategic input. As Fintech specialists, we are used to having conversations about how these hires will fit into a future strategy. There is often no current job description to work on, and as much as we work closely with our clients, at least part of the time we are trying to interpret their vision and thinking “how will this person help them to achieve this?”
We have to plug ourselves into their journey if we are to think like them.
I think that recruiters in such fast growing industries typically spend far more time talking to their clients than other more traditional sectors. I wouldn’t dream of taking on a role without detailed chats to stakeholders and a full understanding of how the person will move the company forward.
If you recruit for “today,” the new hire will leave the company stuck in yesterday.
You have to learn to recruit for tomorrow.
Candidates too understand that these roles will only be as good as they make them. They have to have a track record of initiating and implementing change, adapting to changes in the market and leading the trend rather than following it. I make a point of asking a few non-industry-related creative questions to sense just how people solve problems when faced with uncertainty.
One key part of recruiting for tomorrow lies in looking at the trajectory of someone’s career. If you can see that they have consistently moved their company forward to new heights, then they have the potential to do it again. If there have been periods of stagnation, you might want to dig a little deeper as to why.
One issue with “recruiting for tomorrow” comes when a company isn’t clear on their vision themselves. The best candidates tend to steer clear of such “opportunities” and that is why we always do our best to consult with a client before we take on a role, no matter how opaque the future might seem. If a candidate has a rough idea of the challenge ahead, they have a chance to paint a picture in their own heads. If the future is entirely unclear, why would they make that step?
I'm passionate about our industry and the Asia-Pacific market has been particularly dynamic over the past few years. I would like to think that we offer our clients that blend of recruitment savvy and strategic nous, and with every successful assignment we are learning something new.
When you “recruit for tomorrow” you never know which challenges each assignment might bring, but you can be sure that it won’t be straightforward.
Our clients wouldn’t hire us otherwise.
Alan Anwar is the Managing Director at Datasearch Consulting, a leading executive recruitment firm specialising in the Financial Technology & Data sectors.
You can download their FREE comprehensive guide on “The Complete Guide to Hiring Fintech & Data Talent - 5 Proven Steps to Secure the Best Candidates Possible” here. Alternatively you can view the Datasearch Consulting website or contact them directly on firstname.lastname@example.org for a more detailed discussion.
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