Fintech is one of the most exciting and cutting-edge industries in the world at the moment.
Given the scale of its rapid growth and limitless opportunity for innovation, it is attracting some of the brightest minds from across the technology spectrum. Needless to say, there are inevitably not enough to satisfy the demand, and what results is an incredibly candidate-driven market. The best people have a choice about which job offer to accept.
In a world where big ideas dominate, it is easy to forget that marginal gains still matter. A Head of Sales (for example) might have two equally exciting roles to choose from, and where choices are tough and things like remuneration and the potential for growth are equal, other factors will come into play.
Candidates will likely fall back on what they experience.
They will partly judge a potential employer on the quality of their recruitment process.
Fintech employers are becoming ever more aware that every single touch point with potential future talent matters. They are incorporating employer branding pushes into networking events and conferences. They are ramping up the noise about their business successes on social media. They are also tapping into a willing pool of employee advocates who can go out and evangelise about their employers.
What few are doing, however, is being hyper-selective with the recruiters they work with.
This is a huge mistake and it leads to inevitable poor practice.
The thing is that employers are so desperate to attract a wide range of talent that they feel that they have no choice but to work with a large range of recruiters. “What if we miss out on a candidate who isn’t on a certain recruiter’s radar?” What this naturally does, however, is dilute the efforts of each recruiter and ensure that candidates get an average service from the vast majority. This is hardly a good look for an innovative and cutting-edge employer.
That is why we prefer to work on an exclusive basis wherever possible.
We can spend the time to be ambassadors for the Fintech client brand, and potential candidates are made to feel special because we have more time to get to know them. This is especially important in many of our global searches as cultural considerations and market differences come into play. We make sure that every single search that we undertake is as professional and thorough as possible – otherwise candidates may be put off eventually saying “yes.” If the wrong candidate says yes, they are unlikely to stay and we will then find ourselves looking for a replacement sooner than we would wish. Thus, we too need to do a good job, at the first time of asking.
Great recruitment engages and captivates Fintech talent. That is what we’re all about.
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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