| BANKING JOBS- The Candidate Decline. | | | | decline into a quality banking job resurgence. These |
| A banking recruitment survey by | | | | prime personnel will, in interviews, effectively deliver to |
| commercialfinancepeople.co.uk | | | | applicants your vital corporate message as they |
| Job applications in the Finance sector reached a | | | | instinctively put simple rules into effective practice. |
| three-year low according to figures released by R.E.C. | | | | One simple skill they will employ is the recognition and |
| This experience appears to be across the board and | | | | targeting of transferable skills in allied management |
| banking jobs are no exception. Finance houses that | | | | sectors. Your company policies will be tailored to the |
| regularly take the time to re-evaluate their staffing | | | | perceived "hot buttons" of candidates you would wish |
| policies and styles are those that not only hit their | | | | to attract. This information can only be achieved |
| staffing targets but attract quality employees. | | | | through close liaison with your Recruitment Agency, |
| The alternative to regular re-evaluation is to turn to the | | | | which in turn will provide details of the applicants' |
| risky options offered by Search and Selection firms. | | | | aspirations and other vacancies pursued by them. |
| This may well be the best option for Executive | | | | Experienced personnel executives will understand the |
| Banking Jobs, but below that level the discipline is | | | | need for flexibility in areas such as interview times, |
| expensive and speculative, in that a very strong | | | | resignation periods, and personal terms in the search |
| motivation to move has to be given to managers | | | | for the right banking staff. Banking jobs used to be for |
| otherwise settled in a career path. This leaves no | | | | life; applicants now recognise that they are for the |
| alternative but for banks to adopt an outright poaching | | | | skilful negotiator. |
| policy that is based on finger in the wind market | | | | Be firm, however, on a short recruitment period on |
| research, and inevitably backed with added value. This | | | | both sides and once an offer has been accepted |
| value must be sufficiently attractive to overcome a | | | | keep in close personal contact. Try to involve aspirants |
| seductive counter-handcuff offered by the existing | | | | in some light management decisions, and integrate |
| employer to the best staff. | | | | them into the Company's social life to fend off |
| There is another way, however, as both the predator | | | | competitors' defensively lucrative counter-offers. Finally, |
| and defender in the banking jobs jungle will always be | | | | and most important of all, your Recruitment |
| at the mercy of the Finance House that puts itself in | | | | Consultancy is in touch with the banking jobs pool, and |
| pole position every time with regular re-evaluations of | | | | only by working closely with them in regular banking |
| its staffing and recruitment policies. By logical extension, | | | | recruitment policy re-evaluation will you land the best |
| such re-evaluation must be initially directed to the | | | | fish. |
| pinnacle of a company's Human Resources | | | | Summary of a survey through |
| Department for only the cream of personnel | | | | commercialfinancepeople.co. |
| executives will be capable of turning the candidate | | | | |