Social Media And Your Job Search

Social Media And Your Job Search

July 11 2019

Ever wondered about the impact of your social media activity on your career?

Are there things you should do?

Are there things you shouldn't do?

Today on the Your Pursuit Of Happiness podcast, Laura and Paul walk you through the social media minefield.

 

 

Need Help?

If you want any information or are interested in one of our roles in the Fintech and financial services industry, get in touch with us at Top Tier Recruitment.

Check out our podcast and, if there's ever anything that you would like discussed, feel free to get in touch, info@ttrmail.com.

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Apply Directly Or Via A Recruitment Consultancy?

Apply Directly Or Via A Recruitment Consultancy?

July 04 2019

Ever wondered whether you should apply to a job directly or via a recruitment firm?

Sure, we lean a particular way on this but, today on the Your Pursuit Of Happiness podcast, Laura and Paul will give you their honest opinions and give you some tips to consider either way.

 

Today we're going to discuss working with recruitment firms.

One question that probably comes to people's mind all the time is, "Should I apply directly or apply to a recruitment firm?" 

Ok, clearly we’re biased 😊 

Obviously, we think everyone should apply through recruitment agencies and never apply directly ever!

Even if you know the person. 

Ok, we’re joking there!

But generally, there are a few different things to think about. 

If you know someone and you have a direct relationship with someone in a company, that's always the best way to go.

Where a recruitment consultancy like us are able to help is in our pre-existing, direct relationships with businesses. 

Whether that's through HR, an in-house recruitment team, hiring managers, business owners, whatever it is; we have those contacts, we have those connections.

We also make sure that your CV is seen by the right people. We can talk to them on your behalf. We can promote you. 

If we have decided to work with you on a particular role, we'll be doing our very best to get you in front of our client.

There certainly are advantages to going through a recruitment firm. 

As we said at the very start, like if you know someone, that is the best way to go.

Another area where a recruitment consultancy can add value is at the end when it comes to negotiation. #A lot of people get quite uncomfortable when it comes to negotiating salaries - that's something we do on a daily basis. It's very familiar to us.

We'll also have more information than you'd probably be able to get on the outside. We'll probably have had at least a call or a meeting with the client to really understand the roles. We'd be able to give you the inside track in terms of what they're really looking for and what they're going to be probing at interview. 

Certainly, we try to give candidates as much information as possible before they start a job search process. We give as many resources as we can to help people prepare properly. We've already had a conversation with the hiring manager or had people go through the process so we have a good understanding of the hiring manager, the team, and the culture. 

Also, because we advise people on a daily basis, we know how to properly help people prepare for the interview and track the process.

Choosing The Right Recruitment Consultancy

When it comes to choosing the right recruitment consultancy for you, there are financial services industry specialist firms like Top Tier Recruitment, and then there a generalist firms. 

We are a specialist firm. 

Financial services and Fintech is 99% of what we do. 

We know the companies, we know the roles, etc. 

As a candidate, you’d probably want to have conversed with consultants who knows and understands what you do, know, and who understood the industry.

We know the vast majority of companies, roles, events, and so on.

 

Need Help?

If you want any information or are interested in one of our roles in the Fintech and financial services industry, get in touch with us at Top Tier Recruitment.

Check out our podcast and, if there's ever anything that you would like discussed, feel free to get in touch, info@ttrmail.com.

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Special Guest Interview: Vessy Tasheva of Vessy.com

Special Guest Interview: Vessy Tasheva of Vessy.com

June 26 2019

For a special edition of the Your Pursuit Of Happiness podcast, Laura and Paul spoke with Vessy Tasheva of Vessy.com about how we can make the Irish financial services industry a more diverse and inclusive place to work.

 

Special Guest Interview: Vessy Tasheva

Vessy Tasheva is a Diversity & Inclusion speaker, advocate, consultant, and Founder of the D&I support platform, Vessy.com.

Vessy talked about:

  • Her background and her work.
  • Vessy's take on the state of Diversity & Inclusion in Ireland at the moment.
  • Vessy's advice to employers in the Irish financial services industry on what they can do to improve diversity & inclusion in their companies.
  • The barriers to achieving full diversity & inclusion.
  • What is Vessy.com and how it works.

Connect With Vessy

Vessy's website is Vessy.com.

Vessy is also active on LinkedIn every week - follow Vessy on LinkedIn.

Looking For A New Role In Ireland?

If you want any information or are interested in one of our roles in the Fintech and financial services industry, get in touch with us at Top Tier Recruitment.

Check out our podcast and, if there's ever anything that you would like discussed, feel free to get in touch, info@ttrmail.com.

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How (And Why) To Optimise Your LinkedIn Profile

How (And Why) To Optimise Your LinkedIn Profile

June 13 2019

If you've applied for a job or been asked in for an interview in the last few years, the chances are good that your potential employer will take a look at your LinkedIn profile.

Here's Laura & Paul on the Your Pursuit Of Happiness podcast, discussing why and how to optimise your LinkedIn profile.

 

 

Need Help?

If you want any information or are interested in one of our roles in the Fintech and financial services industry, get in touch with us at Top Tier Recruitment.

Check out our podcast and, if there's ever anything that you would like discussed, feel free to get in touch, info@ttrmail.com.

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Paul Smyth’s Diversity & Inclusion Speech At FuSIoN (Financial Services Inclusion Network)

Paul Smyth’s Diversity & Inclusion Speech At FuSIoN (Financial Services Inclusion Network)

June 05 2019

FuSIoN (Financial Services Inclusion Network) and Top Tier Recruitment recently welcomed members of Ireland's financial services & Fintech industry to an evening of networking and lively discussion around the topic: 

Inclusive Ireland - A Destination of Choice for Financial Services & Fintech Professionals.

The event was hosted by State Street at their Irish headquarters.

Paul Smyth from Top Tier Recruitment gave the opening address at the FuSIoN (Financial Services Inclusion Network) event with an exploration of the concept of 'safety' and how it applies to financial services companies in Ireland seeking to improve their diversity & inclusion.

Listen to Paul's speech via the Your Pursuit Of Happiness podcast or read the notes below . . .

 

 

Paul Smyth's Diversity & Inclusion Speech At FuSIoN (Financial Services Inclusion Network)

I am delighted to have been asked to speak here tonight. For those of you who don’t know me, I am MD of Top Tier Recruitment. Myself and my wife set up the business 4 years ago and we are sector specialists recruiting across all areas of Financial Services and FinTech.

I have worked in recruitment for 12 years, predominantly in FS and actually spent two years great years with State Street where I ultimately managed recruitment for Ireland, Poland, South Africa and a couple of other smaller locations – it was a real eye opener not only to in house recruitment but to a global firm and, getting a very practical appreciation of different cultures.

I would have worked in Krakow for around 7 months which is actually where I met Patrick for the first time and I want to take this opportunity to thank him for all of his efforts here tonight and for inviting me to be part of it.

Building an inclusive business, an inclusive culture, is a challenge.

Our clients are still looking for answers; wanting to know what others are doing; still feeling like whatever has been done, is not enough.

We wanted to do something practical to help our clients do more in this space so we simply posed the question ‘How do we make the Irish FS and FinTech industries more inclusive and more diverse?”.

Respondents included growing Irish FinTechs like AQM and Leveris, established firms like BOI, recent Brexit entrants like Pantheon Ventures, experts including Mark Fenton who will be on our panel shortly and, of course, FuSIoN, represented by Kate Brady in our report. 

Some spoke about the commercial benefits of having a more inclusive company. Leading by example was another theme and the fact that any initiatives need to be ‘lived’ and built on  authentic values. 

The idea of Inclusivity leading to diversity. And diversity not just in terms of gender, sexuality, race, etc. but of thought. After all, group think was pointed out as one of the major contributors to the financial crisis in the Nyberg report. 

We also have some practical suggestions around work life balance, flexible work arrangements etc., ensuring there are career paths for ‘women in tech’ for example. Encouraging employee engagement and feedback, raising awareness that there is an issue here was also a theme. 

Feedback to asking people to contribute was positive overall but there was challenge.

Some businesses could not contribute.

It was too sensitive a topic; communications couldn’t or wouldn’t sign off; the felt there were not where they needed to be to contribute.

I was curious about what caused this. To me, it seemed like a good opportunity for companies to talk about what you were doing, an opportunity to share knowledge for the common good.

My gut feeling is that it comes back to safety. Is it safe to try and get it wrong? Is it ‘safe’ to not know the answers? Is it ‘safe’ to talk about it even?

Is it ‘safe’ to be who you are, to bring your whole self to work? Are we so scared, as a culture, as an industry, of offending - without intent - that we choose to say nothing and therefore, do less than we could?

Is it safe enough to meet this challenge? 

I have am mid way through a course to become a qualified ICF coach and we was watching a video of a tennis pro turned coach called Tim Galloway. Some of you may have heard of him and his book, the inner game of tennis. Essentially it suggests that we all have it in us to play tennis just like we learned how to walk – trial and error. 

He makes the point that you were not ‘coached’ on how to walk. You probably fell down a lot, got frustrated but, tried again until you could. Nobody was there explaining the technicalities of how to walk but provided a safe environment to learn in. You were encouraged, given support etc. It was safe enough for you to overcome the challenge.

The point being, to overcome a large challenge, there needs to be enough safety otherwise, the challenge becomes a block and can lead to inertia.

D&I is a challenge!

If creating an inclusive environment was straight forward, we would have done it.

There may not even be a need for a group life FuSIoN or other groups. 

Why is it a challenge? What is it about FS specifically that it seems to be a larger challenge than for other industries? 

To help answer these questions, we need to ask AND we need to have environments which are SAFE enough to allow those questions to be asked and answered. On the other side, there must be enough safety for people to be themselves and answer these questions without fear of discrimination – it does somehow seem chicken and egg. 

As a society, we are becoming more open. 

Recent referendums prove that we are more open and also capable of change.

I believe it shows that a new generation are more motived to make change happen and want to live in a more inclusive culture. They, we, believe in choice, freedom of identity, change and, importantly for this specific challenge, are empowered to challenge safely. This generation, in my opinion, also believe that two opinions can coexist. That you don’t need to ‘confirm’. This generation want to be themselves.

We need to embrace this.

We have a unique opportunity with Brexit to attract people to Ireland who no longer feel they are in an inclusive environment in London or the UK.

Not just Irish coming home but non UK EU nationals who feel displaced.

Aside from just Brexit, we are at full employment. We see it more and more in the non technology side of our business but in technology, we often have to look outside of Ireland for key skills.

There are simply not enough people with the skills in Ireland to meet the demand.

But, the good news, is that we are able this challenge.

In our business, have found that with being able to put the time into proactively sourcing and pipelining from outside of Ireland, people are ready, willing and able to move here. And, not just move, but settle very quickly. I believe this is because as a society as a whole, we are open, welcoming, and an easy place to live and work regardless of your background; your gender; your sexual preference; etc.

I believe we have it in us as an industry to meet this challenge but that it fundamentally requires safety to overcome. To do this, I believe we need to create safe environments to allow all staff to be open and honest about what the real and perceived challenges are because I do think the positive intent, becoming more inclusive and diverse, is there.

Need Help?

If you want any information or are interested in one of our roles in the Fintech and financial services industry, get in touch with us at Top Tier Recruitment.

Check out our podcast and, if there's ever anything that you would like discussed, feel free to get in touch, info@ttrmail.com.

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Special Guest Interview: Sarah Johnston Of BriefcaseCoach.com

Special Guest Interview: Sarah Johnston Of BriefcaseCoach.com

May 29 2019

For a special edition of the Your Pursuit Of Happiness podcast, Laura and Paul spoke with Sarah Johnston of Briefcase Coach about how she helps high performers land amazing jobs thanks to her services as an interview coach, executive resume writer, LinkedIn Branding expert, and Career Coach.

 

Special Guest Interview: Sarah Johnston Of Briefcase Coach

Sarah is a former corporate recruiter who has recruited across all industries, specifically healthcare and financial services.

Two and a half years ago, Sarah made a career pivot and started her own job search coaching business where she helps high achievers land jobs that they really like. She helps high achieving professionals across different industries position themselves and present themselves well on paper and in branded documents so that they can land the jobs that they really want.

Advice for people who want to make a change

The first step, before you can start applying for jobs online, or having conversations with people, is to get crystal clear on what you want to do and what strengths and differentiators you bring to the table. Without knowing where you want to go, it's hard for people to help you and get behind you and make introductions for you.

Part of having a successful job search is having a strategy, and target companies, and leveraging the network that you have. So, you have to give people a starting place to be able to help you.

Research Jobs

The research phase of a job search is often so overlooked and undervalued, but it's the most important part of the job search strategy, and so it's worth taking the time to really research your options.

Who are the companies that hire people like you?

Who are the decision makers at those companies?

Where do your skillsets align and how can you meet the pain points of those jobs?

You could spend 60% of your time researching and it would be time well spent before just jumping onto the ATS systems and applying for jobs that maybe aren't a good fit for you.

When you've found an interesting role, look at the company and look at all the blog posts that the company has been on social medial or online, and the type of company culture that they have.

Look at your network. See if you know anybody that works there or anybody who knows someone that works in that company, and see if you can get some intel on that company or the person that you're interviewing with.

If you have a former colleague who knows the person you're interviewing with, it would be helpful to know if that person is an analytical person, then you can take your answers and really focus them around, that would appeal to the way that they think and the way that they ask questions, so leveraging your network there could be really helpful.

How To Answer The 'Tell Me About Yourself' Question

Sarah teaches a formula called 'Passion, Past, & Present' for this question. Start with a hook. People resonate well with stories and they like to connect with you. Give them a little glimmer of your past in two sentences, that can hook them into why you're passionate about this subject.

That can be something like why you choose to go into this field, or the moment that you knew you were made for this career, or one of your career highlights that really demonstrates exemplary behavior.

Start with a passion, and then briefly describe your past, and make sure that you're picking relevant work history that addresses some of the pain points of the job description.

You don't want to go all the way back to your first job in college when you were working at the cafeteria.

Just select two or three highlights from your past work experience that complements the job that you're interviewing for, then hit them with what you are doing in the present, what role you're currently in, and the value that you're bringing to the organisation.

Finally, wrap up the answer with, with them. With them is a sales term that you may know, what's in it for me. That's what the person interviewing you is thinking, like why would this person want this job? And so, you could say something like, "I love my current role right now. I'm doing x, y, and z, but when I got the call to interview for this position, this role really resonated with me because it would allow me to do more of x, y, and z, strategy or whatever about the role is appealing."

Let them know that you see yourself in this role, that you're excited about this position, and it offers something that you're not getting currently in your job.

Passion, past, present is the formula.

It's important that you make sure your answer is concise, and no more than two minutes long, ideally, 90 seconds would be great.

Give them the highlights and let them ask you questions for more information later on in the interview. You just want to tease them a little bit so that their interest is piqued and right off the get-go they can see why you're a good fit for this role, because you maybe addressed a couple of pain points in the job description.

How To Get Get Over Interview Nerves?

Preparation is absolutely key.

It's helpful to write out 15 to 20 different scenarios where you've exhibited positive behaviors.

Writing things out can be really helpful in helping practice and memorise.

Think about opportunities where you demonstrated positive leadership skills, customer service, you've managed effectively, you've come up with creative solutions to problems, and think of those types of stories, so that no matter what question you're asked, you have a story that you've already pre-thought out that you can bring up and bring to the table.

The other thing is, is just knowing you resonate really well, being able to talk about the results that you have had over your career that you bring to the table.

At the high level, at the senior level, people resonate with results, and being able to express those in an interview is helpful.

Before you go into the interview, you need to give yourself some time to decompress and know that you've done an enormous amount of preparation to get to that point.

In the hour before you go into the interview, maybe do yoga, sit and listen to your favorite music in the car with a cup of coffee, whatever it is, do something to decompress so you're not just overly anxious about it in the car ride on the way over.

Connect With Sarah

Sarah's website is BriefcaseCoach.com.

Sarah is also active with job search tips on LinkedIn every week - follow Sarah on LinkedIn.

Looking For A New Role In Ireland?

If you want any information or are interested in one of our roles in the Fintech and financial services industry, get in touch with us at Top Tier Recruitment.

Check out our podcast and, if there's ever anything that you would like discussed, feel free to get in touch, info@ttrmail.com.

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How To Answer Behavioural Interview Questions

How To Answer Behavioural Interview Questions

May 14 2019

Many businesses use behavioural interviews to assess the skills, knowledge, and values of potential new employees.

If you joined Laura & Paul for the recent episode of the Your Pursuit Of Happiness podcast, you would have heard them discussing exactly what is behavioural interviewing and how best to answer the questions you'll be asked.

Have a listen to the episode on how to answer behavioural interview questions . . .

 

 

How To Answer Behavioural Interview Questions

Behavioural interview questions are questions that are designed to explore competencies in the candidate.

These competencies and strengths can include the 'softer' skills such as: how you work under pressure, your communication skills, and your ability to work as part of a team.

They're kind of the types of things that are hard to write down on paper or to demonstrate on paper. It's the kind of thing found at the end of your CV. You say you've got communication skills or attention to detail but how do you prove it?

Behavioural interview questions are designed to bring that out and to give you the opportunity to demonstrate those types of competencies. 

The STAR Method

The STAR method is definitely the best way to go about answering those types of questions. It's a good way to structure any answers to interview questions.

The idea behind the STAR method (S.T.A.R) is to ask for a specific Situation, you describe a Task (which is the goal you're working towards), the Actions that you took, and then the Results.

Your answer needs to be specific. It needs to be about an actual task, and I would really advise people not to make something up because you'll get caught somewhere along the way.

It gives you the opportunity to give some thought to a few different answers to questions. You'll find that a lot of situations fit the same competencies. 

For example, let's say that you're in a sales role and you want to break into a new industry or sector. That's your situation, you want to break into a brand new sector. The tasks might be establishing a brand new client base and generating revenue. Your actions would be around researching that industry, contacting industry bodies, speaking with people in your network, and generally just generating a target list. Then you could break it into small, medium, and large companies, and then start with approaching, maybe with an email marketing campaign or cold calls, whatever it is. The result could be that you signed up 10 new clients in the first three months, leading to X revenue and a strong pipeline.

The trick with the STAR method or a lot of interview questions when you're asked is that you give enough information that the interviewers can understand what was going on but that leave enough room for follow-up questions.

It's a little like a CV. You want to make sure there's enough on it to get you in the door but you don't want to give everything away.

You want to give yourself the opportunity to be asked about the situation and sell your successes in more detail. 

Need Help?

If you want any information or are interested in one of our roles in the Fintech and financial services industry, get in touch with us at Top Tier Recruitment.

Check out our podcast and, if there's ever anything that you would like discussed, feel free to get in touch, info@ttrmail.com.

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The Impact Of Brexit On The Irish Jobs Market

The Impact Of Brexit On The Irish Jobs Market

May 07 2019

The Brexit saga continues.

If you joined Laura & Paul for the recent episode of the Your Pursuit Of Happiness podcast, you would have heard them discussing how Brexit impacts upon the Irish jobs market and how you should react.

Have a listen to the episode and then let's take a look at some of the key questions . . .

 

 

Brexit's Impact On The Irish Jobs Market

The obvious impact that people have seen is an increase in demand for talent, so I think three sectors maybe in particular, insurance, legal, the fund management side and e-money payments institutions all have very definite reasons to be setting up over here. New companies setting up clearly brings new jobs with it, so you're seeing an increase in demand, in terms of the jobs market and the supply of jobs is increasing.

The other impact that people don't think about quite as much is the increase in the supply of talent. Really, two markets I suppose, and actually just to go back a bit to put it in context, Ireland's economy clearly has been doing well over the past few years. Even pre-talk of Brexit, Ireland's economy was improving from a low, as everyone knows. Certainly, we've seen a lot more Irish looking to come back and a lot more interest in Ireland as a location. Brexit really poured fuel on that fire, I suppose. What we expected when the Brexit vote happened and what we saw absolutely was Irish in the UK looking to come home. It was an absolute no brainer, it was bound to happen.

What we probably didn't see as much of, and in hindsight should have thought about it a bit more and are seeing a lot more now, is non-UK EU nationals living in the UK, in London, or wherever else, who no longer really want to be there because of Brexit. As much about uncertainty as just in terms of it was a big cultural vote, I suppose, and there was a lot of stuff about that. The two big things that we've seen have been clearly an increase in demand, in terms of people looking to hire and that's really been Q3, Q4 of last year and, obviously, Q1 of this year has been very busy. But there has been an increase in the supply of talent with specialist skills in particular.

Will there be an impact on specialist role salaries?

Yes. On specialist roles definitely. If you're setting up, normally you're going to be looking for something to do with risk or compliance, or something to satisfy a CBI requirement. The hurdles have increased for that so boots on the ground and people in new setups, the requirements for actual numbers of people there have increased. Normally you're looking at risk and compliance as the two main areas. A lot of people are looking for people with experience dealing with the Central Bank in Ireland and there is only a finite number of those people. So certainly it is having an impact on salaries and salaries are increasing in those areas.

But some clients have looked outside of that and haven't seen that as an absolute requirement. Then you can start to look at other talent pools, so people who are moving over for different reasons, Brexit related and otherwise, don't necessarily have CBI experience but do have strong compliance and regulatory experience across the EU and regulations are essentially kind of harmonized in an awful lot of sectors anyway. It is certainly pushing up salaries for some, but I do think there's an opportunity there to look outside of people with that specific experience.

But the other thing would be the specialist skills, whereas in the past if a client was setting up a new function that wasn't prevalent in Ireland or anything like that then they'd maybe have to look at getting someone who was 50%, 60% of what they were looking for, ideally on the spec. Whereas now, the opportunity is there to import talent, almost. Those roles are a lot more competitive than they used to be.

We are at full employment now, so there is a bit of a perception out there that you go for an interview and you can walk into a job.

It's not really like that. It's not a case of there are only one or two applicants for a job and that's it, regardless of what you hear in the news or what people are saying. Candidates, job seekers in particular, need to be very aware of that. In our experience, that's just not the case. With very, very few exceptions and particularly in those specialist roles, they're specialist for a reason because they need specialist skills. If you're in risk or compliance or any of those particularly hot areas it's not a given that because you have an interview you're going to get a job, you need to put the work in, you need to listen to our podcasts about interview prep and whatever else. Yeah, you're not walking into something just because we're at full employment and Brexit is driving up demand. It will be interesting to see what happens over the next few months with this extension that's happened. But no, it is still really, really competitive and people need to bear that in mind.

Categories

How To Manage Your Job Search

How To Manage Your Job Search

May 02 2019

In this helpful episode of the 'Your Pursuit Of Happiness' podcast, Laura & Paul help you manage your job search so you can get the career you want.

 

It Starts With Preparation

First, make sure you've done all the prep work. You've thought about what you want to do, the type of role, the level that you want to go in, and so on. Have an end goal in mind in terms of career.

Then, where do you start? What do you need to think about in advance? Where you want to end up? Narrow it down and be specific. Be clear on the type of company that you want to get involved with. Create a target list of those companies. Something that works really well, and not everybody is doing it, is creating job alerts. So, you can create them from the likes of LinkedIn, Indeed, and any other job boards that you use. They're just a really handy way to know what's going on in the market.

As part of your preparation, make sure your LinkedIn profile is up to date. We always recommend that candidates to treat their LinkedIn profile as their CV.

Tailor your CV for each role. You don't have to rejig the whole thing, it can be as simple as moving bullet points from the bottom to the top of a paragraph, or changing a personal profile, or whatever, just to highlight the things that are most relevant.

Track Your Applications

Next, look at tracking.

Track the applications that you're sending.

Make sure and don't apply for absolutely everything. Be quite selective about who you apply to.

Some people have a perception that if they apply directly, and then if they apply through a recruitment consultancy again, that it will increase their chances of actually getting an interview. That's not the case at all. Just make sure that you're applying to a company or a specific role just once. Employers don’t want to see multiple applications coming from different sources for the same role. It just doesn't look organised. It looks as if it's a scattergun approach; that you haven't really thought about what you want to do.

Follow Companies

Another thing to do is, apart from looking at the company's own website to see what opportunities are available, is to set up Google alerts for companies, specifically. You can set them up as one big, long, Boolean search stream or set them up individually. It's as simple as typing a company's name into Google, and I think an option comes up that just says, "Save alerts." Or something like that. But just a handy way to be kept informed. If you decide you want to work in a Brexit setup operation in Ireland (something that's topical at the moment), type in something like, ‘Brexit firms Ireland’ or something along those lines. You’ll get daily news alerts so you could be early to the party when a new firm is setting up over here.

Commit To It

If you've decided you want to go on a job search, or you're looking for a new role, you need to commit to it. You’ll need to think about the time it's going to take, and not just doing up your CV, or tailoring your CV for individual jobs, but you're going to need to take time out for interviews. Most clients that we work with, reasonably enough, will want to see people during kind of normal office hours. Some of them will accommodate where they can, but typically, you're going to need to take time out so you're going to have to leave work a bit earlier, or get an extra lunch break, or have a ‘dentist appointment’, or something along those lines to make it.

Go into it with a clear end goal in mind. Know the salary that you want to achieve, know what kind of work you want to get involved in, and so on.

Obviously, there are going to be times where you have to leave, where there's something going on that forces you to leave, but that's never the preferred mindset to approach a career search. Having an end goal in mind is always important.

Need Help?

If you want any information or are interested in one of our roles in the Fintech and financial services industry, get in touch with us at Top Tier Recruitment.

Check out our podcast and, if there's ever anything that you would like discussed, feel free to get in touch, info@ttrmail.com.

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Inclusive Ireland - Event For Financial Services & FinTech Professionals

Inclusive Ireland - Event For Financial Services & FinTech Professionals

April 25 2019

FuSIoN (Financial Services Inclusion Network) and Top Tier Recruitment welcome members of Ireland's financial services & Fintech industry to an evening of networking and lively discussion around the topic: 

Inclusive Ireland - A Destination of Choice for Financial Services & Fintech Professionals.

Panellists

Panellists include:

  • Karoline Keane (Director, Product Structuring, MAN Investments)
  • Mark Fenton (Founder of MASF.ie)
  • Paul Sweetman (Director, Financial Services, IBEC)
  • Vessy Tasheva (Founder of Vessy.com)
  • Patrick Ryan (Learning Consultant, State Street)
  • Paul Smyth (Managing Director, Top Tier Recruitment)
  • Andrea Dermody (EMEA Lead Diversity & Inclusion, State Street)

FuSIoN and Top Tier Recruitment would like to thank State Street for hosting the event at their Irish headquarters.

Diversity & Inclusion Guide

Download the Diversity & Inclusion Guide for the Irish financial services & Fintech industry from here.

Date & Location

Thursday 9 May 2019 from 6pm to 8:30.

Location:

State Street International (Ireland)
78 Sir John Rogerson's Quay
Dublin 2

(Map link).

Get Your Free Ticket

Places are already filling up fast so get your free ticket now.

Click here for tickets

 

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Employer Profile: AQMetrics

Employer Profile: AQMetrics

April 23 2019

In this recent episode of the 'Your Pursuit Of Happiness' podcast, Paul talks with Claire Savage (COO) and Lorraine Lyons (Senior Business Development) from Irish financial services success story, AQMetrics, to learn a little about the company's story and to discuss new opportunities opening up at the rapidly-growing Fintech.

 

 

The Story Behind AQMetrics

AQMetrics was founded in 2012, and at the very heart of the company they are a software company, servicing the financial services industry.

The company was born out of the strong market need to create a single consolidated, one-stop platform to provide risk monitoring and regulatory reporting services to regulated financial institutions.

The founding team had spent many years in FinTech and RegTech (although it wasn't called that then) developing solutions for large banks.

The core with AQMetrics was to move away from that historic model of providing on-premise software and to provide a true cloud solution with a single build and source of data for risk and regulatory reporting for regulated financial services firms.

Rapid Change In The Regulatory Environment

RegTech is a relatively new area. Obviously an awful lot of change in terms of the regulatory environment, would you see that as something that will continue or do you think we're at a stage now, in terms of regulation where it's stabilizing a little bit?

The feedback from AQMetrics’ client firms is that there's been a full decade of reform and it's been pretty onerous for these firms, but now there a slight pause in the amount of regulations, which are coming down the line, leading to optimisation of these RegTech solutions.

This means that anyone who put in tactical solutions over the last 10 years is now looking to be more strategic.

They're pausing to catch their breath, and they're definitely optimising what they have and consolidation.

RegTech's here to stay for sure, it's just the onslaught of new regulations is somewhat slowing down.

A Holistic Approach To Regulation and Risk.

AQMetrics are somewhat unique in that they are double-regulated.

They are regulated in Europe under ESMA and can passport throughout Europe.

Due to Brexit, once the UK leaves the EU, they've also been authorized now by the FCA in the UK.

The company understands effectively what it's like and what's required to operate as a regulated firm.

Also, they became regulated in order to offer all risk management and reporting services to their clients, including those ones which require clients to have a regulation status.

It was to ensure they had that breadth and that AQMetrics could provide an automated service across all regulations and markets, that there weren't any jurisdictions or boundaries to their software.

AQMetrics’ Clients

AQMetrics have a truly global client base.

They have clients in the United States, including a number of very large US financial institutions. Indeed, two of the top world's largest fund administrators are clients of AQMetrics.

Then, obviously, they have a very solid European base, given their headquarters are in Europe and a lot of their early clients are based in Europe.

The company is also working with a number of clients starting to look at Asian regulations, particularly coming out Singapore and Japan.

Working At AQMetrics

Many of their team were drawn to AQMetrics by the positive culture and by what the company was building for the financial services ecosystem. Both the team spirit and the company values are aligned, where everyone has the same vision and they're working towards the same mission.

For example, they recently ran internally a company stand-up, where every member of the team across all of the different functions, from technology to the engineering team, sales, customer success, and the regulatory reporting team, all talked about their role or mission, their vision, and their values at AQMetrics. Everyone found it really valuable to hear from all of the functions, to reinforce that they're all traveling in the same direction. It really showed the positive team culture and comradery.

The core company values are customer happiness, trust, ownership, and professionalism.

A number of team members on the customer success team have come from financial institutions very similar to client companies, as opposed to all coming from software firms. The team is a blend team which merges industry experience and funds domain experience - many have worked in some of the largest financial institutions in the world.

It was very important that the company had that embedded knowledge within the team.

French-Speaking Sales Roles At AQMetrics

AQMetrics is looking for people with native or fluent French and English.

There is a very flat structure in AQMetrics and within the sales team.

New sales team members would sit working alongside Lorraine and her colleagues.

There will be sales team members both in Dublin and in London.

The sales team are very much actively supported by the customer success team who have the deep embedded knowledge.

It’s not a big organisation with multiple tiers of hierarchy, it's a small team currently based in Dublin and London but with a view to expanding throughout Europe with the upcoming opening of the new French office.

Until now, AQMetrics been largely driven by their core sales team members. In order to expand to new markets the company needs to bring people with new language skills.

It also needs to bring more people in so that a lot of the strategic relationships and the pipeline opportunities that exist can be fully supported. AQMetrics is finding itself in a fortunate situation where it is getting a lot of referrals from existing clients but the team is also very conscious that they need to further develop the markets they’re going into. The opportunity has come because there's so much opportunity in existing markets but the team also want to develop into new markets.

What Does Success Look Like For Someone Joining AQMetrics In A Sales Role?

What's really important for all sales roles is not just sending the best emails and generating leads and making the calls, there's also a number of other ways that you can do that, and there's great support structure within the team at AQMetrics.

The sales team have great access to leadership and also the ability to have a technical coach to learn about the regulations and the products offered by AQMetrics.

That's priority number one - knowing your products when you're going out to market.

Being based in Maynooth and having everyone around you, it’s great, as someone in frontline sales, to have all the support resources directly beside you or across the hall, rather than in a different building or different country like you’ll find in much larger organisations. It strengthens the team when everyone is nearby and closely aligned with the culture of the organisation.

The Sales Cycle

Typically, depending on the customer, there's quite a number of customers that use AQMetrics, from asset service providers, to asset managers, to the larger hedge funds. Depending on the customer, where they're at in the sales cycle and the buying process, the sales cycle can vary.

There have been some customers, particularly where they're client referrals,  where the sales cycle can be as short as one or two short phone calls. Some of the smaller hedge funds can be closed that quickly.

Where you're dealing with the world's largest banks, you need to go through their third-party procurement phase, which can take a bit longer, but AQMetrics have been equally successful in navigating those larger process and their third-party risk management elements.

AQMetrics are fortunate in that they are not just selling to large enterprises. While large enterprises are target sales opportunities for AQMetrics, they are selling to both large enterprises and direct to the asset managers themselves.

What Are AQMetrics Looking For In These Sales Roles?

Better qualified leads produce better value and movement through the sales pipeline. Hiring great SDRs with the ability to grow within the company and move towards other roles over time is important.

It's the ability to take ownership as well of the end to end sales process. The company doesn't have a very formal separate insides sales structure, where one group is generating leads and the other group is closing leads. For this level and for this role they'd like to see candidates who can take ownership for the end-to-end lifecycle. Generate leads, effectively inform those leads of the value of AQMetrics, and take them through the sales lifecycle.

Everything is fully documented in the sales playbook and there is lots of support.

Being coachable and having a curiosity for the market and a passion for the product and the sales itself is really important.

Ownership is very close to the team’s hearts and it's one of the company values that people are actively encouraged to take ownership and to drive themselves onwards. The leaders are there to support you and to provide what you need along the way.

What AQMetrics doesn’t want is for people to feel restricted or that they don't have an opportunity to develop.

You’ll need a certain amount of resilience to go and work with a scaling company like AQMetrics but we think the benefits that you get from being able to take ownership of your opportunities will lead to greater success for you and the company.

Need Help?

If you want any information or are interested in one of AQMetrics' roles, get in touch with us at Top Tier Recruitment.

You can contact us at aqm@ttrmail.com or call (01) 564 9602. 

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Career Planning Tips

Career Planning Tips

April 16 2019

In this helpful episode of the Your Pursuit Of Happiness podcast, Laura & Paul share their tips and advice on how to achieve the career you want and deserve.

 

Today we're going to look at discussing around career development, specifically career planning tips for a certain type of role that you want to get into.

We did a blog not so long ago on how to land your dream job, and there were four specific areas that we covered: up-skilling and educating yourself, enhancing your digital presence, making a list of what's important to you in your career, and finally then just registering with a trusted recruitment agency.

Should You Do An MBA (Or A Masters In Your Field)? 

It depends on what your role is and if there are requirements for your role or not on the technical side.

If, for example, you’re moving towards investment management, maybe it's a CFA, maybe it's a CII exam or something along those lines. If it's compliance, there's a lot out there, same goes for project management. There are definitely skills that are particularly important for specific roles, so education is important.

On the other side of it is you can get caught up in books and online learning.

Sometimes it's as important to get out there a little bit more and to network, to go to events.

For example, we support and attend the Block-W, Women in Blockchain events.

Get yourself out there and educate yourself on an ongoing basis.

Enhance Your Digital Presence

The next thing is: enhancing your digital presence. Treat your LinkedIn profile as your CV. People still struggle a little bit on this. You could be missing out on a massive number of opportunities because you don't have certain skills or keywords that you need to be found for on your LinkedIn profile. Really treat it as your CV, and please don't put up a picture of your holding a pint at the last 30th party that you went to. It needs to be professional - it is on a professional networking site.

SEO, Search Engine Optimization, it's very, simple. Repeat the title of the job that you want as many different times as you can because recruiters search job titles and skills, and if it isn't there, you won't be found. If you want to be found for a particular role and you know it, get it in your profile in LinkedIn.

What’s Important To You?

The next thing is to make a list of what's important to you in a role, without focussing on money too much. Obviously money is important, you have your bills to pay and all the rest, but it really shouldn't be all around money.

If you're the type of person that wants to see the direct impact of your work, then a smaller company might be for you. Whereas if you're somebody who really craves structure, then a corporate environment might be more suited.

Not everyone wants to be CEO, not everyone wants to be an entrepreneur, and not everyone wants to be managing people. Have a good think about that aspect too. Take a little bit of time out and just reflect on where you are and where you want to go.

Make a bit of an effort, have a good think about what you want to do and try to be honest with yourself and authentic with yourself, and then you're much more likely to find somewhere that matches your goals and matches your needs on a much more fundamental level. It will help you move towards job fulfillment, the right salary, and happiness at work.

Ask For Help

Finally, register with a trusted recruitment consultancy. Consultants see CVs all day every day, so we know what a good CV looks like and what a bad CV looks like.

We can be honest with you about what we see in the market and give you information about what's out there.

It’s good having somebody there by your side to help you through the process.

If you want any information or are interested in one of our roles in the Fintech and financial services industry, get in touch with us at Top Tier Recruitment.

You can contact us at info@ttrmail.com or call (01) 564 9602. 

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How To Answer Tricky Interview Questions

How To Answer Tricky Interview Questions

April 14 2019

In this helpful episode of the Your Pursuit Of Happiness podcast, Laura & Paul help you answer some of the most difficult questions you're likely to be asked in your next job interviews.

 

Today we're going to talk about interview questions, specifically trickier interview questions to prepare for.

A little while ago, we published a blog article, Six interview chat-up lines to be prepared for. The article covered the trickier types of questions that you might expect to hear.

  • What do you know about our main competitors? 
  • Why do you want to work here?
  • What was your biggest achievement was in your last role?
  • What are your salary expectations? 
  • What would your current or previous colleagues say about you?
  • Where do you see yourself in five years’ time?

Let’s look at the questions.

Main Competitors

We always ask people when they interview with us, or anywhere else, or any other place we’ve worked, who would you say are your main competitors?

You can see in someone’s face if they haven't done the research, their face just drops, and you get random answers or big names that everyone's aware of.

It's a really simple one to do, and to box off. It's 5, 10 minutes research, just for names. If you want to go further you should, but 5 or 10 minutes on that is straight forward.

Do a little bit more research on a company because it demonstrates that you've put the time into it, which demonstrates effort, which demonstrates your keenness on the role.

Why Do You Want To Work Here?

This is something we would ask people when they come to interview with us, and again, it is around the research aspect.

Go beyond a website or the company’s core values if you can. Who do you know in a company? Who do you know who knows someone in a company? Can you talk to someone?

There's nothing more impressive than someone who's done the research, and done the groundwork, and is prepped for an interview.

It's all about understanding the company's background and understanding where they're going.

Go beyond the website - Google news articles about them, if the CEO or whoever's been on a podcast, or done a video recently, or anything like that.

It's two-fold; it demonstrates to the interviewer that the interviewee is genuinely interested; it's also a good opportunity for the interviewee to properly research the company, and make a more informed decision.

Your Biggest Achievement In Your Last Role

People struggle a little on this one.

In any role that you do, you should have some form of achievement.

Employers are always looking for someone who stands out in any way at all.

If you're in a junior role in trade processing, have you done anything where you've improved a process?

Did you do any research, outside your current role?

Did you run any projects?

Were you heavily involved in part of a project where it was up to you to deliver?

The more senior the role, the bigger the achievement needs to be.

Again, it's kind of prep work and it's knowing your CV -  thinking about your background and what you've done.

Salary Expectations

It's an awkward one.

We generally ask candidates to try not to discuss salary at the early stage, because the salary should always be secondary, certainly in the mind of the interviewer.

If you're working with a recruitment consultant, the salary piece should be covered off. We should have an idea of your expectations, have an idea of where a role is pitched.

But a job should be about more than just money, obviously - that is really important.

Employers don't necessarily want to see someone who's talking about salary a lot or giving the impression that it's their end goal.

So, what’s a standard answer for current salary? Is it's more about the role and the opportunity. You can disclose where you are currently but it’s too soon to get into negotiation around salary.

What Would Your Current Or Previous Colleagues Say About You?

This is a different way of asking your strengths and weaknesses.

We’ve seen people being asked this and we’ve asked it too.

You almost see someone pause to think, almost as if they have to tell you the truth because you're going to go off and ask colleagues.

It's one of those questions where it's really about knowing yourself; knowing your strengths and weaknesses, and again something you can prepare for.

Where Do You See Yourself In Five Years’ Time?

People can get really awkward about this question.

We don’t use this question.

The standard answer should be something along the lines of progression within the organisation or similar, but it's one that if you haven't thought about it, it will really stump you.

You don't need to give a very definitive answer, just give thought to where you'd like to go, or the direction that your career will go. Ideally, it should be aligned to the role that you're interviewing for and the company that you're interviewing for.

People used to answer with, "I want to be sitting in your chair," or something like that - it's not really the best response.

Have a think about where you want to go, why is this job important to you in that next step? What's it going to bring? How can you see it being useful for you in terms of your longer-term career goals - be honest.

Does this role, does this company give you the potential to fulfil your aspirations? If it doesn't maybe the interview chair is not the right place for you to be is sitting.

Need Help?

If you want any information or are interested in one of our roles in the Fintech and financial services industry, get in touch with us at Top Tier Recruitment.

You can contact us at info@ttrmail.com or call (01) 564 9602. 

Categories

The Rapid Rise Of ManCo’s in Ireland

The Rapid Rise Of ManCo’s in Ireland

April 11 2019

Listen in to this episode of the Your Pursuit Of Happiness podcast in which Laura quizzes Paul on the rise of ManCo's in Ireland.

 

The ManCo space is really busy at the minute.

The main driver behind the ManCo space is Brexit.

Essentially companies need to be able to passport financial services, products or funds into the EU post-Brexit, if Brexit happens.

For Ireland, it's great, it's something different, it's more front office, it's more of the higher value roles coming into the country, coming into financial services which is fantastic. It's a space that's always been there but in the past six months, in particular, it just seems to have really boomed.

We're working with a couple of ManCos just now and have done a good bit of work in that space pre-Christmas and it's an area that's really, really booming.

When they establish first, typically, it's looking for a layer of people around risk and compliance is normally their number one priority.

We’re finding that the majority of companies coming over from the UK are either looking for someone internal, Irish looking to come home, who could take a country lead role or something like that. Or bringing someone over on anywhere from two to five year expat agreement to set up a business and to start things going in Dublin. And then look to hire someone who can either replace expats if and when they go back or can start to build out different functions.

It's having an impact on the market for sure for a number of different reasons.

One, ManCo is attractive now. Ireland has been traditionally been back office in terms of funds. We have a lot of fund administration here. Moving away from that into a more front office environment is something that's always very attractive for people, particularly in the risk and compliance space.

One of the things I'm struck by is pre-recession Ireland was doing really well in terms of moving up the value chain. You had companies in fund services moving added value roles into Dublin, setting up risk services and interesting things like that. That all stopped pre-recession and started once things started to heat back up again. So it was coming but Brexit has really lit a fire under it.

One thing it's demonstrated is our ability as a country to be able to attract talent. So you have obviously there's the very obviously route of Irish ex-pats in the UK, in the US, in Australia, in wherever who'd bite your arm off for an interesting role back here. There's a lot of that happening.

With Brexit, there's a cohort of non-UK, EU nationals in London who don't want to be there anymore, or don't feel as comfortable there anymore, so they want to come over.

As a country, particularly with the change we've seen in the past few years, we're a much easier society to settle into. We're somewhere that people find very comfortable to settle and live.

We have a lot of advantages going for us which is why we're doing very well in the ManCo space (and payments is another big area).

One of the other things we've noticed on the talent attraction piece, is the availability of accommodation or affordable accommodation.

Rents in Ireland are cheaper than London and you can live closer to the city centre for less.

Now is the time to strike.

If you're a ManCo, start thinking about coming to Dublin, just do it. Talent is definitely available.

Need Help?

If you want any information or if you're thinking about making the move into the ManCo industry, get in touch with us at Top Tier Recruitment.

You can contact us at info@ttrmail.com or call (01) 564 9602. 

Categories

Moving To Dublin For Your New Job? How To Find A Place To Live In Dublin

Moving To Dublin For Your New Job? How To Find A Place To Live In Dublin

April 10 2019

You would need to have been living on the moon to not be clued into the fact that Ireland is becoming more and more attractive for companies due to Brexit.

As a result, we are actively working with more and more companies setting up shop here and looking for talented people to join them.

Ireland is the only other English-speaking country in Europe and this fact coupled with our proximity to the US and simply due to the fact, we are nice people, means transitioning over from the UK to Ireland or beyond is a very real option.

I work in Technology recruitment and if you are not on the moon, you must be living under a rock, if you do not know Technology recruitment is red HOT. We have so many openings and actively reach out to our neighbouring EU countries to relocate talent here.

I would always speak to people first and ascertain if they have a network in Ireland at all. If they do or not, it’s no major issue as:

  • Ireland is a great place to be. The job market is booming, and we are attracting more and more business all the time.
  • We have an international airport so you can easily fly to whatever destination you like.
  • Dublin is vibrant, hugely diverse and multi-cultural.
  • Irish people are very friendly and welcoming.

When moving over to Dublin, it would be a good idea to set yourself up with an AirBnB initially while you are looking for somewhere to live more permanently. It would be a good idea to find a place close to where you work as it will give you a proper feel for the area and the convenience of being close to work while you are figuring out the city will make it easier.

Dublin city can be tricky to find a place right now as there is a huge demand for property but there are many other options and commuter towns like: Leixlip, Naas, Maynooth, Drogheda, Navan or anywhere on the train line really. We have frequent bus services right to Cavan town with many residential options on the way.

You can check Daft.ie or MyHome.ie to have a look. There are also many Facebook groups you can join to help you find home shares etc.

I hear too often all the negatives about how hard it is to find somewhere to live in Dublin city and how expensive it is, etc. If you consider London city, there are few people who have the luxury to walk to work and the majority of people commute and according to Business Leader, April 2018, the average Londoner's commute time is 74 minutes!!! 

Our booming economy in Ireland means that we will have to be more realistic about where we can afford to live, and our commute time will be reflected accordingly.

Want Some Advice?

If you are exploring your options to move to Dublin or Ireland in general, we operate in Fintech/Blockchain and Financial Services industries and have many roles for Technology and Finance candidates.

Contact us at info@ttrmail.com or call us on +353 (0) 1 564 9602.

Laura Smyth

Categories

How To Move From The Corporate World To A Startup

How To Move From The Corporate World To A Startup

April 08 2019

What's Involved In Moving From The Corporate World To A Startup?

If you're thinking about joining the brave new world of Fintech, you might be wondering what's involved when making the leap from the corporate world to a startup.

You may be pondering such questions as what's different, what to expect of your new employer, and what will they expect of you?

Let's take a look . . .

Extract From The Podcast Discussion

One of the main things that we see is the fast pace and, if you think of Facebook's model of 'Move fast and break things', it really exemplifies what a startup tends to be like and what you need to be comfortable with in that culture.

It's going to be fast-paced; it's going to be different every day. Things are definitely going to go wrong, and you need to be comfortable with that.

Even on the work-life balance, if you're the type of person that likes (and there's nothing wrong with this, by the way) your nine to five routine, the startup world can be a little bit more demanding at the beginning.

If you're the type of person that likes a really structured environment it might not necessarily be for you. You have to be prepared to maybe work that little bit harder.

There are also shifting deadlines and priorities that come with rapid growth and change.

You're going to be taking on a much broader role so you just need to be able to be very, very adaptable to change.

One of the other challenges is that startups often can't give customers everything that they want because the product is still being developed

You need to be comfortable in that environment - not just that your product can't offer everything but in the fact that you need to find a way that your product can satisfy your customers' needs or be innovative about it and try to find a way to get it done. That type of innovative mindset is very important.

You need to be comfortable with less structure and more ambiguity. Generally, roles are less well defined, there's a need for you to work across different areas to put your hand up and take on different tasks that you weren't necessarily hired for.

There's inherently more risk with a startup which is something that people need to be cognizant of when considering a move to a Fintech.

There's inherently less security. A startup that may be really well funded may run out of runway if the product isn't adopted widely enough in time.

On the flipside, if you're an early employee in a startup, there can be a lot of potential and reward for the risk that you're taking.

However, people do need to be conscious not to get carried away with the whole, "Everyone's working in a startup; I want to work in a startup" thing because it doesn't suit everyone.

If you're a sole income earner for your family and you've kids to think about, the risk is something to consider. You need to be comfortable with that risk.

Again, looking from a different angle, there's probably no better time to take a risk. It's an employee's market at out there at the moment. Regardless of what happens to you in a startup, you will pick up a huge amount of experience.

If you're looking for real career acceleration, there's no better place to be than a startup. You can go in with a couple of years experience and then really broaden your skill set.

You also have the opportunity to shape the company culture and be kind of part of the company's early vision.

Want Some Career Advice?

If you want any information or if you're thinking about making the move into Fintech get in touch with us at Top Tier Recruitment.

You can contact us at info@ttrmail.com or call (01) 564 9602. 

 

Categories

How Do I Hire Non-EU Citizens In Ireland?

How Do I Hire Non-EU Citizens In Ireland?

April 05 2019

Stamp this, stamp that, stamp the other. What does it all mean? You have found the PERFECT candidate but you simply do not understand if you can hire them based on their visa status – sounds familiar, right? We do not claim to be immigration specialists but we do deal with candidates frequently who are on various permits.

There have also been recent changes for partners of critical skills visa holders (click here).

So, let’s start at the beginning, what is a work permit? Simply put, a work permit is a document issued to people of non-EU residence to allow them to reside, work or study in Ireland for a specified period of time. There are various categories (click here for more details). Here are some of the more frequent Visas we come across:

Hiring non-EU nationals in Ireland

Stamp 1
Individuals entitled to work subject to the terms of the relevant valid employment permit.

Stamp 1G
Individuals who have finished their studies are entitled to look for employment under the Third Level Graduate Programme.

Stamp 2
Students attending a recognised full-time course of at least one year. They are permitted to work for 20 hours a week during term time and full time (40 hours per week) during holidays.

Stamp 2A
Students who are attending a course not recognised by the Department of Education and Science. They are not permitted to work.

Stamp 3 
Individuals who are not permitted to work. This includes visitors; retired people of independent means; ministers of religion and members of religious orders; and spouses and dependents of employment permit holders – their work rights have been updated recently, click here for more information.

Stamp 4 
Individuals are permitted to work without an employment permit or business permission. Applies to spouses of Irish nationals; family members of EEA citizens; refugees and parents of an Irish citizen child who have been granted leave to remain.

Stamp 5 
Individuals are permitted to stay in Ireland without limits on time, subject to other conditions.

Stamp 6 
Individuals are Irish citizens with dual-citizenship.

In Practice . . .

Simply put, people who are a holder of Stamp 4, 5 and 6 have not encountered many issues when looking to get hired.

Let’s imagine you have found an ideal candidate who not only fits the technical specifications but has an excellent culture fit for your business but then you discover the individual requires sponsorship and you have no idea what to expect….

Oh, I hate to break it to you, but it is by no means a straight forward process:

I have investigated this for my clients and spoken with some people and you have to start your application here. I believe it can take around 12 weeks, but really depends on the quality of how all documents are completed and so on.

There is another option - become a 'trusted partner'. The application takes around 3 weeks but to become a trusted partner there are criteria to be met, click here.

Need Help?

If you are hiring for specific Skillset and find you are really struggling, we can help source Technology and Finance candidates on your behalf.

As we only work with a select client base, we deliver well on an ongoing basis.

Contact info@ttrmail.com or call us on +353 (0) 1 564 9602.

Laura Smyth

Categories

Your Workplace Culture And The Employer Value Proposition (EVP)

Your Workplace Culture And The Employer Value Proposition (EVP)

April 02 2019

If you joined Laura & Paul for the recent episode of the Your Pursuit Of Happiness podcast, you would have heard them discussing workplace culture and the EVP (Employer Value Proposition).

Have a listen to the episode and then let's take a look at some of the key questions . . .

 

How important Is company leadership & management in workplace culture?

Company's leadership and management is key to workplace culture.

The whole idea of workplace culture and lived values and everything else needs to start from the top. It needs to be lived. It needs to be really embedded within an organisation.

Without strong leadership around that and management doing their part and being visibly active around culture and what they want to achieve, then it tends to fall down. It tends to be seen as kind of a tick-the-box exercise.

So you really need the executive team to buy in.

How would you go about that? How do you get the buy-in from the executive team?

Culture and HR and recruitment tend to be maybe a little bit further down the list than they should be. Sometimes leadership & management teams can focus on things that are very obviously revenue-generating. it's purely about the bottom line, but being able to demonstrate how creating a positive culture or creating an employer value proposition that people want to work with and work for and embody is good for the bottom line.

How do you demonstrate that? How do you get by in senior levels by showing that investing time and resources into creating a positive culture?

There are clear statistics out there on all this translating to the bottom line.

It costs more to recruit than retain staff.

It's easier to recruit if your employee culture is right, which reduces the cost of time to hire and things like that. You get the right person in the door, they tend to stick around longer and there's less training costs and everything else. So, there are very clear ways that you can measure the impact of a positive culture.

Where do EVPs fit into this? (Employer Value Propositions)

You need to think about workplace cultures that are attractive from an employer brand perspective. 

It's easy for companies that are well-known, that have a brand that's well recognized and well organized.

In Dublin, just near the Top Tier Recruitment offices, you have Facebook, you have Google, you have LinkedIn. Twitter is nearby too. They're all highly recognisable brands.

A big thing from an EVP perspective that your brand overall is strong and recognizable.

How do you build on that? How do you make sure people are aware of you as an employer? What is your employer brand? And are people kind of aware of that? And how do you do that if you're not mainstream in terms of a brand?

It's about recognising where you are from an overall branding perspective and then working to address any gaps or any issues with that.

It's really important actually from an SME perspective. If we think about, for example, smaller domestic fund managers or boutique fund administration firms or any of the IFSC banks that aren't necessarily retail banks and, therefore, don't have a massive following or recognition. They still need to recruit and are competing with tech giants now because it's not just financial services competing with each other.

It's really important for those guys, in particular, to think about what they can offer, what their brand is, how they're going to attract people, and spend some time and probably a little bit of money on getting their message out there to enable them to recruit and retain properly.

People love having a direct impact on their work. Is that part of an EVP?

Definitely. It's easier for smaller companies or for startups where you're employee #10 and you know what the product is, where the product's going, and so on. You can directly see your impact. If you're a UI person and you're going to work on a particular product with a FinTech, for example. You know that you're going to be ultimately responsible for the UI user experience or the user interface for that product.

It's really easy to see what you've done and how it's translatable. It's easy even to show your mates. You know, "I was involved in this. Look what I did." 

It gets harder when it's a larger business with more layers and complexity.

When it's larger and when you need to functionalise and when jobs become inherently more specialist as you grow. It's important to try to keep that philosophy going through because of purpose, particularly in the millennial generation and Generation X or Y or Z or whatever the next generation will be, they do want to purpose in their work.

They do want to see how what they do makes an impact. They want to see how they've contributed to their company and their career.

Showing how their role is important.

Also, think about giving the opportunity to contribute outside of the role, outside of your day to day responsibilities.

Give people responsibility for defining an employer brand.

Give people responsibility for developing a recruitment strategy if you're not going to do it yourself. Keep people responsible for your corporate social responsibility policy and other such policies.

Giving people responsibility for things they can have a direct impact on is very important.

How do company policies and philosophies affect workplace culture?

Taking a step back, companies need to define who they are and what they are themselves and develop policies around that aspect.

Policy is not a great word probably because it sounds rigid and it sounds inflexible and everything else.

Define what you are and what you want to achieve and how you want to have your culture or how you want to embed a particular culture within your organisation.

It's about setting a kind of a roadmap to getting there and recognising where you are on that roadmap.

Any company that's been established for any length of time has some form of employer brand, has some form of policy in place, and has some sort of vision for where they want to go. So, you're somewhere on a roadmap already.

The policy side is important. Try to think of the counterpoints to any particular policies.

One thing that people are very strong on at the minute is innovation and they'll talk about their culture being really focused on innovation and people have the opportunity to contribute and they have the opportunity to innovate and come up with new ideas and everything else.

And that's great.

But the counterpoint to innovation is failure.

Most ideas, or at least a lot of ideas, will fail.

Does your culture allow for failure? How does your culture allow for failure? Do you have examples? How do you demonstrate it? How do you recognise it and turn it into a positive?

Think of what you want to achieve, set out a plan or a roadmap to achieve it, and importantly, remember the counterpoint to whatever it is that you're trying to achieve.

What about the physical work environment?

I wouldn't say everyone has the office environment just right just yet but it's more commonplace to have a nice working environment and it is important.

You're at work for a lot of time most days, regardless of agile working and remote working and everything else. Your physical office is somewhere that people spend an awful lot of time, so getting that right is important. It feeds into your culture.

If you're a company that wants to promote things like innovation and generating new ideas and all of that side, you need to have spaces that are kind of conducive to that aspect.

Is there a room where people can go to think about these types of things? Is there the physical infrastructure there? Do you have smart whiteboards, for example? Do you have your screens and offices that are set up for VC should be easily enough connected to laptops wirelessly and all that just to make the infrastructure of things like innovation easy?

From a recruitment perspective, it's important too. The first impression that people get of you as a company is very often your office (or your website, which should have pictures of your office). So that is definitely important as well.

Salaries have become a little bit more homogenous now. If you're good, you'll get paid market rates or in and around, what it should be. Benefits are kind of becoming relatively homogenous. So it's all the other stuff around culture like the physical office, like remote working, like diversity & inclusion - all of these sorts of things are becoming a lot more important and they all feed in together.

How does company communication affect workplace culture?

Having an open and transparent communication policy is really important. It feeds into what we talked about earlier on in terms of people understanding where their role fits and how it contributes to an organisation's overall goals.

If you don't know where an organization is going and how it's going to get there with some form of a roadmap, it's really hard to translate that into your world and what you do, particularly as you grow.

In a small company, it's easy enough. You're likely all sitting in the same room and you know, you're all working quite closely together. It's easy enough to share where a company is going and communication around that, but as you grow, it's probably one of the things that do get a little bit harder - then how do you effectively communicate? Is it just mass emails? Do you do town halls?

Are there new ways of communicating that people need to work on? Like Slack, for example, is pretty heavily used in the tech world as a good way of communicating.

From an engagement perspective and from a culture perspective, it creates an atmosphere of openness and gives people a sense of kind of value and importance.

It's really important in financial services, in particular, that leadership within companies aren't stuck in their offices just banging out emails. Leaders need to do a little bit more than that to engage people.

On the hierarchy piece, people coming into the workplace nowadays, they want access to the top executives. They want to be heard, they want their opinions to matter. 

How does work-life balance affect company culture?

Work-life balance is obviously really important. 

You need time away from the office or away from the laptop screen or away from the phone to give yourself a break.

It's more than just giving yourself kind of a break, it's about giving your brain time to rest and kind of sort through your thoughts almost on a subconscious level. It prevents burnout. It prevents employee-related stress, which is really important. Mindfulness and wellness are really topical at the minute but are genuinely important and something that people look for and talk to us about as potential employees of our clients.

Work-life balance is really important as are the social aspects. It needs to be recognised now that Friday pints are not just the only thing can be done from a social perspective. It's a very Irish thing that we assume that everyone wants to go to the pub on a Friday night or whatever. There are loads of other things now. There are escape room activities, paintball, or whatever else.

There's a lot that can be done, but giving people the opportunity to make social connections at work that's outside of the day-to-day, somewhere where you're not talking about work all the time is really important. It does create a much better atmosphere and makes teamwork a lot better.

People are more invested if they know a little bit more about people and the people that they work with.

We spend a lot of time in work, around work, thinking about work, talking about work, and so on.

Work is a big part of peoples' lives and, for most people, the social aspect is an important part. Encourage it as part of your effort to create a positive work culture.

 

Categories

Wondering How To Prevent A ‘Shock’ Resignation? Follow These 7 Steps

Wondering How To Prevent A ‘Shock’ Resignation? Follow These 7 Steps

March 27 2019

Rather than being faced with the inconvenience of an employee resignation that seemingly comes out of the blue, implement the following seven steps to prevent a shock resignation.

How To Prevent A ‘Shock’ Resignation

1. Ensure you are giving regular coaching and feedback.

Giving your employee feedback at their annual review just does not cut it.

Think of a professional football player they get feedback after every match.

It is important to give employees feedback on a weekly basis. 

2. Make sure your employee knows what is expected from them.

Perhaps they just do not know what is expected from them or have a true understanding of their role. This reinforces the importance of your weekly feedback meetings. 

3. Implement career progression.

Do you understand your employees' career goals and are they aware of the opportunities open to them? 

One of the top reasons individuals leave today is because they found a company which highlighted the career prospects. 

4. Your employee needs to feel appreciated and recognised.

Your role as a leader is to support and elevate your employee. A simple acknowledgment is often all it takes. 

5. Ask specifically how their relationship is with their direct line manager.

There are many studies which show a huge number of people left due to a bad relationship with their boss and there is a huge correlation between this and their performance.

If the bad relationship was felt by a number of employees, that manager might well have been a bad hire.

Otherwise, it could be a mismatch in personality so it might be a good option to move the individual to another team. 

6. Promote a work-life balance.

Much has been written about offering a work/life balance for your staff.

Company loyalty is not as prevalent as it once was. Individuals, particularly the millennials, expect a more flexible culture which cultivates trust and respect. 

7. Continue to monitor staff morale and engagement levels. Forewarned is forearmed so keep your eye on the situation and prevent surprises.

Good luck!

Categories

How To Research A Company Before Your Job Interview

How To Research A Company Before Your Job Interview

March 14 2019

Interviews have stages and structures that rarely change. Regardless of the level or type of role you are interviewing for, you are likely to be asked a question that resembles:

“What do you know about us”

What you actually know about the company is important but this is a question that is rarely answered well so represents an opportunity to stand out and the good news is – it is not that difficult to stand out!

Having interviewed literally hundreds of people for jobs, I can tell you that most answers start with something along the lines of:

“Well, I know you were founded in…”

Please, if you take anything from this article, do not start with when a company was founded!

It is repetitive, uninspiring and bland.

Really, it tells the interviewer that you have flicked through their website. Maybe went past the home page to the ‘About Us’ section but that’s about it and what you say after that will fall flat.

How To Research A Company

For any interview, when researching the company, follow these steps:

  1. Go through the website – clearly, this is a basic but go beyond the home page and ‘About Us’ section. Download marketing material, look at video / audio content, understand a company’s goals, values, etc.
  2. Understand their competitive environment – I always ask people who they think our main competitors are. It shows me they have gone beyond to do research and have some sense of our competitors. Be proactive, include competitors in your answer. Remember, depending on the company / industry, we are in a globally competitive environment so direct competitors can easily be based in other countries.
  3. Look for news – a simple Google search should produce some sort of news article or report not written by the company. Also search for key senior people in the company, not just the company name itself. For most companies, you will find something and referencing that in your answer or even at a later stage of the interview is impressive.
  4. Research your interviewers – ah LinkedIn, where would we be without you! Really easy to find your interviewers on LinkedIn so you can see their background. You don’t want to become a stalker but understanding someone’s background can lead to finding commonality. Commonality in experience, interests, education, etc. builds rapport which is hugely important in making a hiring decision. LinkedIn will also show you a connection path – ie: who are you both connected to. Again, commonality but you can also ask connections what someone is like or what a company is like to work with!
  5. Ask your network – to me, someone who answers this question mentioning that they took the time to meet a current or former employee, ranks high in terms of standing out. Making the effort to think about your network and finding someone who you could speak with is impressive. It not only speaks to your level of interest in a role / company but it shows a bit of lateral thinking and a degree of being happy to go above and beyond.

Nailing this question will not guarantee you the job but it will definitely put you on the right path. For an interviewer, going beyond the standard answers, makes you stand out.

The five steps listed are not hugely time-consuming but will make a big difference and can help throughout the interview, not just the “What do you know about us” question!

Paul Smyth

Categories

How To Use An Employer Job Spec Before An Interview

How To Use An Employer Job Spec Before An Interview

March 12 2019

 

As much as certain companies are attractive as employers, remember, you are interviewing for a specific role within a company. 

Internal mobility, culture, matching your longer-term ambition, etc. are all components of making a company attractive but you need to get in the door first and that means nailing the interview for a particular job. 

Being called for an interview means that the potential employer feels that you have the skills to do the job on a functional level. 

Remember, you’re as likely to get a job interview when you meet 50% of job requirements as when you meet 90% of them . . .

You’re as likely to get a job interview when you meet 50% of job requirements as when you meet 90% of them.

An analysis of job ads and resumes for 6,000+ applications across 118 industries revealed that, while matching requirements is important, you don’t necessarily need to match all of them.

In fact, your chances of getting an interview start to go up once you meet about 40% of job requirements.

Don't worry about your skills gaps - focus on your strengths

Important Preparation - Understand The Job Spec

There may be skills gaps but nothing that can not be overcome so understanding the job spec and its context within the firm is important preparation.

Here's how to do it:

  1. Functional Matching – Literally have your CV and Job Spec side by side and tick off any responsibilities you have experience with AND highlight any you don’t. You should know, going into any interview, where are your technical strengths and weaknesses. What can you do and deliver in your sleep and where there are any skills gaps. 
  2. Wider Context – Where does this role fit and who are the likely internal stakeholders? Companies will want to know that you understand the context of a specific role and its impact across the business. A lot of companies are moving away from siloed mentalities and trying to foster a deeper understanding. 
  3. Pitch for the role, not the company – You will absolutely want to make sure that an interviewer understands that the company excites you but remember, there is a specific role to fill. Do a good job and all good things will come. It is like an exam – Make sure you are answering the question that is asked, not the question you want to answer.
  4. Add value and demonstrate experience – You likely have a good grasp of a particular role you are interviewing for through experience so demonstrate it with tangible examples. If you know the pitfalls of a process through your previous experience, show that you understand it but also what solutions or ideas do you have about how it can be overcome or de-risked.
  5. Systems Switching – Often, people are put off if they have not used a system or piece of technology. This goes back to skills gaps, what systems have you used that perform the same function if you have not used one listed on a spec. Remember, you were called for an interview because the interviewers think you can do the role, all you need to do is give them comfort that you can bridge any gaps. Go above and beyond, is there a trial you can do of a system or a video you can watch? Most software companies have some form of explainer! 

Remember, a job spec is a functional document.

A good spec will give you the detail on what a role involves but it is not the full picture. There will be things that come up during the interview that are not on a spec but covering off what is, gets you most of the way there. 

Next Steps

Working towards finding a new role?

Search our current job opportunities, look at our free jobseeker resources, or get in touch for a confidential chat.

Categories

‘Appetite for Disruption’ - Enterprise Ireland At Its Thought-Provoking Best

‘Appetite for Disruption’ - Enterprise Ireland At Its Thought-Provoking Best

February 13 2019

 

By Laura Smyth

There was an incredible turn out at Enterprise Ireland’s 2019 event, “Appetite for Disruption”.

I had the pleasure of speaking with and hearing from, many entrepreneurs, business leaders, advisors and influencers within the world of FinTech and financial services.

Here's a quick summary of the event . . .

'Appetite for Disruption' - Enterprise Ireland Event Summary

The 'Appetite for Disruption' event was hosted in the beautiful space, Talent Garden in Glasnevin.

We kicked off with an introduction from Julie Sinnamon, CEO EI.

Julie welcomed a large number of attendees and companies who had travelled from overseas. Julie passionately delivered her message on how proud she is on the innovation in the Financial Services sector.

You can download a fantastic white paper which covers subjects around reinventing transactions - irishadvantage.com/fintech – It highlights Irish innovation in this space. It is a must read and share.

Enterprise Ireland Strategy

Next, Michael D’Arcy, Minister of State for Financial Services and Insurance, who despite being under a tight schedule, gave us an outlook into IFS 2025.

The message was that in Financial Services the core area is Fintech and in Ireland, we are really strong in finance and technology.  

The biggest spaces in Fintech are (no surprise) RegTech and Payments.

He spoke about how we can push innovation and how we educate people from the primary to the third and fourth levels. We need to think about what other people in other industries can bring into this space. Being exposed to and meeting truly innovative people in these brilliant spaces like Talent Garden is a positive step forward.

On Brexit, Minister D’Arcy emphasised that Ireland’s opportunities are not capitalised on UK difficulties. Ireland simply wants to be part of solutions due to these difficulties.

“I believe there will be a deal at some stage. It will be a late deal...but there will be a deal.”

Keynote: Dómhnal Slattery, CEO & Founder of Avolon

Our keynote speaker of the day was the inspirational, Dómhnal Slattery, CEO & Founder of Avolon. He is not only an incredibly successful entrepreneur but is extremely passionate about entrepreneurship and he spoke about how business founders need to be rewarded by the state.

He spoke about the obstacles he faced in the Aviation industry and how success comes when you ignore the doubters - “It takes courage to ignore the doubters and try to soar”

Dómhnal started out at 22 and after a series of a job application rejections, he eventually landed a job sorting through faxes and he learned the industry from the bottom up. He has brought the same work ethic with him globally and he knows what it is like to fail and succeed and has learned from it.

“Entrepreneurs create jobs. They don’t make a living, they make lives. They are the oxygen every economy needs..my feeling is that we are unnecessarily starving our economy of this oxygen.” “Ultimately Ireland has no shortage of entrepreneurs...we have the intellectual capital...we have start-up hubs...we cannot keep our best and brightest here long enough...it all begins and ends with culture...”

He spoke about how we are not excelling in the digital arena, artificial intelligence, machine learning and internet of things. These are areas we absolutely need to address in the short term.

He spoke about how in Ireland, there is no focus on entrepreneurship in primary schools hence no inspiration to open your own business. “We need to inspire our young to not just think about getting a job, but to think about being their own boss.”

His overall key message was that going forward, in Ireland, for entrepreneurship to work in a meaning way, we must introduce tax-efficient ways to enable our entrepreneurs i.e. lower Capital Gains for founders and these increased benefits will bring us in line with our peers in the EU and UK.

1st Panel: 'Relationship Status…It’s Complicated'

The first panel of the day was moderated by Eoin Fitzgerald, Senior Development Advisor, Enterprise Ireland on “Relationship Status…It’s Complicated” which consisted of:

  • Gary Conroy, Chief Commercial Officer, Transfermate
  • Maureen Mitchell, Director, Sterling National Bank
  • Mike Chiaramonte, Director, Fintech-Practice, Grant Thornton

The panel discussed real challenges they are faced with; how partnerships with not only Fintechs and Banks but also with the Regulators is key; and where the customer experience can be made easier and automated.

 “What do you have that is unique?”

Gary: Transfermate which is part of The Taxback group and partnership was key for them. Getting investment from ING and AIB was key and it is not just the actual investment but the partnership.

Mike: Over last 5 years, customer experience and not automation is key.

Maureen: “At some levels, you could drive a truck through that customer experience…regulatory environment is crushing and puts up a great deal of roadblocks for internal innovation”

Eoin: “Is it a quick win”?

Maureen: “It is not a quick win...it is a long process of relationship building...it doesn’t provide an easy fix...relationships trump digital access”

Gary: “It is not just a Fintech and Bank relationship but the Regulator also...”

Mike: “Stay focused, stick to your product, try to scale the product and get adoption across the enterprise…”

Maureen:  “Understand the pain points and try to solve those..”

On regulation

Gary: “You can be a Fintech without being regulated but without it, it can be a barrier to entry....having it becomes an advantage”

Maureen: “As a director of a bank, regulatory requirements can be crushing...have seen regulators work with the bank…there are opportunities there to work together”

On top use Customer Experience cases in the Financial Services sector

Gary: “Top use cases are not only about more efficient ways to move money but a better process and customer experience...”

Maureen: “If you look at every business line, you could identify multiple processes to improve....managing risk on an enterprise level takes a lot of work so addressing this could be one...couldn’t identify one”

Mike:  “AML and many others…converting from rules-based to machine learning.... a lot of opportunities for automation”

2nd Panel: 'It’s an F’in Debate'

Next up was the highly energetic panel moderated by Pete Townsend, Founder / CEO, Norio Ventures on “It’s an F’in Debate”. The panel was split into two teams:

Team Europe

  • Jack Finucane Clarke, Market Advisor for Fintech / FS – UK, Enterprise Irelamd
  • Sean Faughan, CEO, Salmon
  • Philip Konopik, Ireland Country Manager, VISA

Team Rest of the World

  • Mo Harvey, Head of Fintech – Asia, Enterprise Ireland
  • Thomas Layman, CEO, Global Vision Group
  • Ollie Walsh, CEO, PiPiT

East versus West resulted in a draw as both sides made very valid point delivered with great wittiness. It is evident that Fintech and innovation are at the forefront both sides of the world and we all have our challenges.

Pete: "East versus west - who is the Fintech superpower?"

Mo: “Asia and Asia Pacific is the future…42% of the adult population does not have access to banking…in 2018 six out of ten Top Fintechs were in Asia...Asia has leapfrogged from pure cash skipped credit cards and gone to digital wallets…growing tech-savvy population…”

Jack: “Over 600 years of banking history…regulation environment in the West is more advanced..we are on the cusp of the fourth industrial revolution…infrastructure facilitates Fintechs to make a big impact…”

Mo: “Asian agile legal systems are playing catch up but open for innovation..”

Jack: “It’s very easy to develop a unicorn when you’re state-backed…it’s going to be much more difficult for Asian Fintechs to enter into the level of regulation faced in the west…if you look at the level of internet connection we have in both..West is much better connected and has a robust infrastructure and the East is not there yet..”

Pete: “Will the challenger bank model stand the test of time?

Sean: “The banking sector is the least trusted sector in the world…people want transparency.....that’s what challenger banks can do”

Tom: “I hate banks…I believe in competition…the fact that banks are regulated, people do trust them...banks will survive..”

Jack:  “Ryanair has forced huge consolidation and have gotten bigger…some of the names we know now will survive and some will not”

Tom:  “One thing that is important, I can find an airline that gives better service, so competition is good”

Pete:  “No bank necessary, is the future cardless?”

Ollie: “People want to be financially included but can’t get a bank account.”

Philip: “If you look at challenger banks today...cardless...not in our lifetime. Cards are a physical representation of something digital...cards will amalgamate, evolve but still be there..Visa is a B2B brand so comfortable being in the background…business push the card.”

Mo: “Why is nobody talking about QR codes?...my cards have become redundant”

Philip:  “QR code is just another way of using the rails”

Audience question: What are the solutions for digital identity?

Mo:  “In India…demonetisation policy which they are rolling it out in terms of biometrics

Philip:  “Biometrics…voice, facial identity etc…it’s combining your behavioural pattern…biometrics is not a single solution…the vast majority of innovation takes place in the other end of the spectrum…the number of changes that are totally disruptive are few and far between…we are all data companies…we could do well understanding how other companies utilise their assets.”

Final Panel: 'Moonshot-FS 2025'

The final panel moderated again by Eoin Fitzgerald was titled, “Moonshot-FS 2025”. The panel consisted of:

  • Laura Clifford, Fintech Fusion Manager, ADAPT Centre
  • Daniel Chatelain, MD, The BayPay Forum
  • David Saul, Chief Scientist, State Street
  • Mark O’Donovan, CEO, RecommenderX

They gave us an excellent insight into how emerging technologies will change Financial Services by 2025 and covered Blockchain, AI, Machine Learning.

The discussions around data was that to have good data we need to standardise and format of the data which we can then apply these disruptive technologies to. 80% of time is spent on cleaning and collecting data.

In general, there is a fear of change felt by senior management around losing their positions and their resistance is an obstacle.

Some key takeaways are quoted below.

  • “We are all in a data business, but a data business built on trust”
  • “We don’t understand how intelligence works so to say we can do it artificially is arrogant at best”
  • “Will self-driving cars make the same ethical decisions as us? Will they swerve off a road to avoid hitting a child? We are a long way from this...”
  • On GDPR: “Need to demonstrate what algorithms you are applying to people’s data.”

Event Summary

It was an insightful event which really highlights how important it is to keep abreast with the rapidly changing world we live in. If we don't, we are unlikely to survive in our businesses.

Whether we like it or not, our world is changing, and we must evolve or accept that we will be left behind.

Information is readily available to us and our expectations as customers have massively increased due to the various technological advances hence why customer experience is key.

I found this quote which I want to dedicate to the entrepreneurs, business leaders, advisors, and Influencers who attended the day. Every day they challenge the way we do things and by rejecting the norm, they break the mould and create their own.

 

"Here's to the crazy ones. The misfits. The rebels. The troublemakers. The round pegs in the square holes. The ones who see things differently. They're not fond of rules. And they have no respect for the status quo. You can quote them, disagree with them, glorify or vilify them. About the only thing you can't do is ignore them. Because they change things. They push the human race forward. And while some may see them as the crazy ones, we see genius. Because the people who are crazy enough to think they can change the world, are the ones who do."

— Apple Inc.

Laura Smyth

Categories

CV Preparation Tips

CV Preparation Tips

February 08 2019

CV Prep Advice

Make sure to review your resume as part of your interview preparation.

Cover your bases by making sure you have reviewed these areas:

1. Know your dates – you would be surprised how often people stumble through employment dates / tenure. Not being precise in this is not the end of the world but being precise raises no red flags.

2. Focus on the detail – if it is on your CV, you could be asked about it. That line you have about being involved in a project or your interest in falconry, you could be asked about it in detail so make sure you have prepared an answer.

3. Understand your moves and gaps – why did you leave somewhere to go somewhere else? Why did you move laterally? Why is there a gap on your CV from when you took a few months off to travel? Gaps and moves are standard questions in interviews so you should be ready for them.

Resume Prep

4. Education is still important – regardless of your experience and level, people are always surprised when they are asked about their Leaving Cert., choices made in college, etc. Although not always discussed, you should be prepared to talk about it. 

5. Anticipate skills gaps – your interviewer(s) will have gone through your CV and will have a good idea of any skills gaps. You can easily do the same by being forensic about reviewing the spec and identifying areas you need to work on. Skills gaps are completely normal and expected for every role, it is important that you can demonstrate an ability to overcome and learn new things. Adaptability is a key skill in today’s environment.

Like our guide on researching the company, reviewing your CV before an interview is something that should form part of your standard interview prep. 

If you need some help, don't hesitate to get in touch with us here at Top Tier Recruitment.

Best of luck!

Categories

Hot Topics In FinTech & Financial Services - January 2019

 Hot Topics In FinTech & Financial Services - January 2019

January 03 2019

Ready for a big new year? Here are some of the hot topics in FinTech & Financial Services for you to consider.

  1. What's next for the Irish FinTech space?
  2. Could Being A 'Team Player' Lose You A Job Interview In FinTech & Financial Services?
  3. How Banks Need To Change
  4. CV Tip - Demonstrate Results With Numbers [+40% Boost]
  5. Netflix Powers On (And Gets A New CFO)
  6. FinTech in 2019? Predictions for Crowdfunding, Open Banking, SMEs, Regulations & More….
  7. You’re As Likely To Get A Job Interview Meeting 50% Of Job Requirements As Meeting 90% Of Them.
  8. Old With The Old - In With The New. Funky New Designs For Bank Branches
  9. How To Make A Bank-FinTech Partnership Actually Happen
  10. See You At Adminovate 2019?

Talent, regulation and bridging the gender gap - What's next for the Irish FinTech space?

As Colm Heffernan (COO of Fenergo) says, "It has been an exciting year for the Irish fintech scene with an exciting 2019 in the pipeline." 

Deloitte has noted Dublin as one of Europe’s fintech hubs with the highest potential.

IMAGE

Read full article

Could Being A 'Team Player' Lose You A Job Interview In FinTech & Financial Services?

An analysis of job ads and resumes for 6,000+ applications across 118 industries revealed that the most collaborative candidates get penalised by hiring managers.

In fact, being a 'team player' reduces your hireability by 51%

Read full article

How Banks Need To Change

From Chris Skinner, one of the most influential voices in the world on the future of financial services:

"Banks all effectively have three parts — the back office that develops products and provides the administration services; the middle office that provides the infrastructure to transact, connecting the back and front office; and the front office that interacts with customers."

“Historically, in the industrial era, the big banks controlled the whole of that value chain and tried to do all of it,” Skinner explained. “They each do it quite well in some areas, but are average in others, and in some cases they do it really badly.”

"Now there are a multitude of fintech companies across each of those areas, each doing whatever they specialise in extremely well. The role of the bank of the future, Skinner believes, is to bring these together.

“The bank’s job, in my view, is to curate the marketplace of specialists, who do one thing brilliantly well, and bring them to me,” he said. “I don’t have the time to integrate a thousand application programming interfaces to build my own bank. I want the bank to bring the best to me and build a bank for me.”

Read full article

CV Tip — Demonstrate Results With Numbers [+40% Boost]

An analysis of job ads and resumes for 6,000+ applications across 118 industries revealed that, for every 3 sentences in your CV, you should use at least 1 number to demonstrate your impact.

You can gain a +40.2% boost over other applicants.

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Netflix Powers On (And Gets A New CFO)

Apparently, 45,037,125 people (or accounts) watched the Sandra Bullock horror movie “Bird Box” in its first seven days.

The company is also reported to have found a new CFO.

Read full article

FinTech in 2019? Predictions for Crowdfunding, Open Banking, SMEs, Regulations & More….

An interesting array of predictions for the upcoming year in FinTech.

The predictions cover a wide range of topics including crowdfunding, social missions, regulations, open banking, capital markets, AI, blockchain and community bank.

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"You’re As Likely To Get A Job Interview Meeting 50% Of Job Requirements As Meeting 90% Of Them."

An analysis of job ads and resumes for 6,000+ applications across 118 industries revealed that, while matching requirements is important, you don’t necessarily need to match all of them.

In fact, your chances of getting an interview start to go up once you meet about 40% of job requirements.

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Old With The Old - In With The New. Funky New Designs For Bank Branches

Look at these branch projects and you won't see anything resembling the stuffy, boring designs that typified banks in the past.

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How To Make A Bank-FinTech Partnership Actually Happen

FinTech companies won’t have to go far to find a fellow FinTech with grisly war stories to tell about the bitter and brutal experience of trying to navigate a bank’s due diligence process, and demonstrate that they are fully compliant with all relevant regulations.

After all, banks’ compliance divisions are often bigger than the entire team in a FinTech business.

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See You At Adminovate 2019?

An exclusive full-day forum bringing together innovative FinTech startups, fund administration professionals and industry experts from the investment operations world to learn and share perspectives on the next wave of industry evolution.

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Employers In The Irish Financial Services & FinTech Industry: Are You Ready For This Change In 2019?

Employers In The Irish Financial Services & FinTech Industry: Are You Ready For This Change In 2019?

December 20 2018

If you're an employee or employer in the Irish FinTech and Financial Services industry, you'd probably agree that 2018 was quite a year.

The Irish economy continues to grow but has been both buoyed and battered by Brexit.

Brexit turmoil has encouraged more UK-based financial services companies have begun moving over to Ireland. 

The Brexit business migration has put the squeeze on access to talent and we're now seeing much more of a candidate-led market. (Click To Tweet This)

What does this mean for employers?

For one thing, we see talented people moving past salaries as the main driver for their next role. 

Remember Maslow and his Hierarchy of Needs?

Well, the higher levels are now taking precedence. 

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More and more talented candidates are asking us about the potential employer's workplace culture, career progression pathways, as well as other such factors.

Most often, though, we're asked about the role responsibilities.

That's code for: "Is the role interesting and challenging enough for me?"

If you're part of the hiring process in a Financial Services or FinTech business, it is definitely worth taking some time to reflect on these changes. 

The Celtic Tiger isn't back prowling around Ireland's urban centres but there is definitely a change in the air; candidates can sense it and are now looking for more.

Is your company ready? 

Not sure or want a sounding bell?

Get in touch for a chat 😊

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Hot Topics In FinTech & Financial Services - December 2018

Hot Topics In FinTech & Financial Services - December 2018

December 05 2018

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5 Reasons To Start Your Fintech Job Hunt Before Christmas

5 Reasons To Start Your Fintech Job Hunt Before Christmas

November 19 2018

Many people looking for a Fintech role in Ireland believe they are better off waiting until January to hunt for a new job.

Some feel that looking prior to Christmas is a waste of time or, in a lot of cases, just put it off due to the time of year.

It can be tempting to put it on hold and spend more time with friends and family, being busy with Christmas parties, present shopping or whatever the case may be.

However, there are many reasons why keeping up the job hunt prior to Christmas can benefit you.

Below are 5 reasons why you shouldn’t wait until January to secure that new job but, first, here's one big reason to start now . . .

The Fintech Jobs Market In Ireland Is Heating Up

Sure, the weather has turned cold but, in contrast, the Irish Fintech jobs marketing is heating-up.

There is a large number of companies expanding rapidly in Ireland and they are offering an exciting array of new opportunities for Fintech job hunters.

Some of the outstanding companies that have recently announced expansions or new jobs include:

(Clearly, now is the time to be contacting your specialist Fintech recruitment firm to give your career a boost).

5 Reasons To Start Your Fintech Job Hunt Now

Here are 5 more reasons why you shouldn’t wait until January to secure that new job:The competition for new jobs will be lower as a large majority of job searchers will wait until the New Year to find a new role.

  1. Many companies are eager to hire before January and hiring managers can be more accessible as there are less people to deal with as they start to wind down before the holiday season.
  2. Budgets set out for new employees and roles that are currently in place, may not be there come January. Meaning companies may have excess hiring budgets to use before the end of year.
  3. Christmas tends to be a popular time for people to leave their jobs. Many people planning to travel or relocate do so in January, there can often be a rise in the number of employees bowing out early December for extended Christmas breaks – all leading to more job opportunities.
  4. Finding a job prior to Christmas break takes the pressure off in January, allowing you to settle into your new job and not having the worries of job hunting on your mind throughout the Christmas and New Year celebrations.

Take Action!

So, avoid the influx of new competition in January and stay ahead of the pack this Christmas!

Click here to start your job search now!

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6 Interview Chat Up Lines to be Prepared for!

6 Interview Chat Up Lines to be Prepared for!

February 14 2018

Come here often? Well you should. Cheesy one liners are predictable, and most people are used to them, but preparation is key. Just like interview questions.

Here are the most common ‘Chat Up Lines’ you are likely to be asked at interview and a light-hearted steer on how to approach them:

Who are our main competitors?

Deceptively simple and if you don’t know or haven’t done your prep, one that can mean leaving the interview knowing you’ll never be called for a second date.

Why do you want to work here?

Obvious line but a good answer to this shows you are more than just another candidate. Think about what makes this company the one for you. Ask your friends, what is this company really like to work for – we can all make a good first impression but if they are the type to not care about squeezing the toothpaste the right way…

What was your biggest achievement in your last role?

Tricky one. One you should ask yourself before every interview and really, ask on a regular basis regardless. What do you bring to your role that is unique? What do you do outside of what you are asked to do? Have you seen (and acted on!) opportunities to improve things?

What are your salary expectations?

You wouldn’t (or shouldn’t) ask a prospective partner what they earn on a first date would you? Let your wing man/woman (ie your recruiter) handle this one. We already know your expectations and their budget matches so focus on everything else, tell them what you love about the role and what you can bring to it. Salary is secondary.

What would your current / previous colleagues say about you?

What would they say? May be best to think about this in advance and why not ask? Always good to get an honest opinion.

Where do you see yourself in five years’ time?

Awkward one. You don’t want to come on too strong and tell them you want to marry them at this stage but that you are looking for a long term, mutually beneficial relationship is good. Best not to suggest that they are simply a stepping stone until something better comes along though…

We know finding the right career partner can be difficult but we specialise in matching you with yours. If you are considering a change, contact us today – info@toptierrecruitment.com / +353 – 1 -564 9602.  

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Top 5 Tips to Stick to your 2018 Fitness Resolution

Top 5 Tips to Stick to your 2018 Fitness Resolution

February 03 2018

We all understand the importance of fitness, not only for slimming done or improving the appearance of our bodies, but from a mental health perspective. When our bodies and minds are fit, we are less prone to medical conditions.

Exercise is being promoted more and more in the workplace and rightly so. Fitness reduces stress levels making employees less prone to sickness, hence their overall output for the company increases. It is a win-win for both the employer and the employee.

To help you stick to our 2018 fitness goals, we have created a few tips below:

  1. Start a workout diary – you need to be very specific when creating your diary as otherwise your results will vary and the likelihood of dropping out and getting bored increases. By planning your work-outs, you are now accountable to complete these.  If gym membership is not an option for you, you can always workout from home
  2. Create a workout network – we are all familiar with the importance of networking on social media and having a digital presence. There are many apps like Fitbit, MyFitnessPal, Nike + etc where you can create your own fitness network, and these individuals are as motivated on fitness as you are
  3. Don’t overdo it – at the beginning of any routine, we are inclined to get over enthusiastic which can sometimes lead to injuries resulting in us quitting our workout routines. Make sure to stretch after a work-out and remember take breaks between workouts as overdoing it will increase your chance of getting an injury
  4. Wear the right gear when exercising – just wearing gym gear increases our desire to exercise. When running, wear the right footwear - I cannot emphasise this enough – get your gait analysis done and buy well-fitted shoes
  5. Measure your results – I don’t mean stand on the scales as they can fluctuate a lot and can often act as a deterrent. Take your measurements as follows:
    • Bust
    • Chest
    • Waist
    • Hips
    • Thighs
    • Knees
    • Calves
    • Upper arm

As we start 2018, we all have our own resolutions like losing weight, getting fit, spending less, saving more, learning something new etc. If you have been thinking of changing your career or are just interested in discussing new opportunities, feel free to reach out to us. We recruit for Technology and Finance candidates within the Fintech and Financial Services industries and would love to help you where we can. Contact info@toptierrecruitment.com or call us on 01 564 9602 now

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Future of Fintech

Future of Fintech

January 31 2018

Future of Fintech Event, 30'th January 2018 Recap

I will begin with saying, what a fantastic event I attended yesterday with special thanks to Eoin Fitzgerald of Enterprise Ireland who organised such an impressive event. I was exposed to a roomful of the who’s who of Fintech not only in Ireland but on an international basis. There were more than 100 top people from all over the world including places like Mumbai, Sydney, Toronto, Chicago, New York etc. in attendance.

We kicked off with Michael D’arcy, Minister of State for Financial Services and Insurance, who spoke about how 70% of the IFS2020 job target was achieved with 2 years to go. Irish owned IFS are scaling and have almost 10,000 employed with international sales more than €1 billion.Next, I watched in awe as the blog extraordinaire and world-renowned Fintech/Financial Services expert and commentator, Chris Skinner spoke passionately about Fintech. He discussed how “everyone on earth can transact with anyone else on earth” and how “everyone can become entrepreneurial using a mobile phone”.

Fintech has broken the traditional front, middle and back office of a Financial institution apart and as a result many different companies have formed where they do individual parts very well. Banks have traditionally been product focused as opposed to customer focused…”People want experiences”.

“Only 6% of bank board directors have any tech experience” – shocking fact considering the world we now live in. It was clear that legacy bank systems will just not serve into the future.

Chris also speak about people’s fear of automation and AI – in truth 1 in 3 jobs will be automated by 2025..”We need to teach children things machines cannot learn like empathy, art etc. There is a clear sense that this is the future of the job market – when questioned later on this Chris spoke about how jobs involving human empathy i.e. mental illness counselling will be the way forward for our children.

We were presented with three very impressive and excellent panel of speakers.

The first panel, moderated by Ruth McCarthy was regarding the Future of Payments. Ruth asked each company to speak about their strengths as a company and weaknesses or threats. The sentiment was clear in that the main threats to the payments industry are competition and technological change. For some of the more established organisations, legacy systems are a key blocker as they just do not respond fast enough for the millennials.Next up was the panel moderated by Peter Oakes of Fintech Ireland. The message was clear, there is no escaping the increase in regulation in the financial sector. The impressive panel spoke passionately on how they work collaboratively with Financial institutions and regulatory bodies.

The third and final panel discussion of the day moderated by Laura Clifford, Industry Partnership Manager, ADAPT Centre was around the future technologies for Fintech. The key takeaways were around how established FS firms need to use technologies to educate and who customers how to avoid fees for example – this will invoke trust. Everyone agreed that the customer journey needed to be at the forefront of everything. Elly from Deutshe bank commented on how “Financial Services haven’t had their Uber moment yet”.

To conclude, we need to keep on top of our technology and always think about how we can put the customer journey first. Taking a collaborative approach in the future where both the entrepreneurial characteristics and domain knowledge are in existence, will the key to success for both FinTech and FS firms.

All in all, there were many impressive speakers, all of whom are highly credible, so it was a pleasure to attend. The overall sentiment was clear – Dublin and Ireland are in a better position to become a hub for firms to base their European operation here post Brexit.  

At Top Tier Recruitment, we are passionate about the Fintech and Financial Services Industries and specialise specifically in these spaces. To hear about opportunities or to discuss how we can assist you with building your new team in Ireland, contact info@toptierrecruitment.com call Laura/Paul on 01 564 9602

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The Importance of Body Language in Interviews

 The Importance of Body Language in Interviews

December 06 2017

We’ve all been to an interview that we felt could have gone better, or maybe we weren’t on top form that day. It can be frustrating, as a face to face interview is your first chance to impress the interviewer. The individual interviewing, be it a recruiter or HR, will firstly try and get a feel for how you will fit their company/role on a personal level, and of course to ensure you have the desired requirements for the role. First impressions are everything when it comes to interview situations, so we want to make sure we get it right.

Your body language can have a significant impact on how you’re first perceived, and so it is important that you are aware of this from the moment you arrive to your interview. Appearance counts during interviews — not only how you dress, but also how you carry yourself. Here are some handy hints to ensure your body language makes a good impression.

Before the Interview

If you have some time to wait before your interview, try and refrain from taking out your phone and take an interest in your surroundings. If they have magazines or books, take a look at these instead. From the moment you step inside the building you will need to be aware of how you are presenting yourself. Many buildings will have a receptionist or a potential future colleague close by and you will want to make sure you are giving off the very best first impression. It is also to be noted that it is best practice to be standing before being approached by the interviewer.

Shaking hands

Studies show that handshakes play an important role in first impressions, so make sure to lead with a solid hand shake. As this will be your first-time meeting with the interviewer, you will need to approach them in a friendly yet professional manner. Try and avoid sweaty palms. If you are feeling the heat, running some cold water on your wrists can cool you down and prevent sweaty hands.

Posture - Sit up straight

If your interviewer does not tell you where to take a seat or you are unsure, don’t be afraid to ask. Generally, sitting opposite your interviewer is best as it will make them feel more comfortable facing you from a profile position. Never slouch in your seat. Leaning back suggests boredom or lack of interest. It is so important to sit up straight – you want to make sure you are coming across engaged and alert. Never cross your arms in an interview as this can be interpreted as a symbol of uncertainty or lack of interest. Instead make use of your arms or hands to emphasize your story or alternatively place them on your lap or the table.

Eye contact

Strive to find a healthy balance between making eye contact and avoiding eye contact completely. Eye contact is so important as you want to show that you are comfortable and confident in conversing with your interviewer, but you don’t want to make constant contact and risk the chance of making the interviewer feel uncomfortable. Try to imagine you are discussing your work experience with a family member or friend. This will make the contact more natural and somewhat effortless.

Smile

As much as an interview is a serious encounter, you also want to make sure that the interviewer can see you as a good fit on a personal level. Smiling is such an easy way to show that you are interested and approachable.

Leave your mark

When leaving your interview, you will want to leave a lasting impression. Always let them know that it was a pleasure to meet with them and you appreciate them taking the time to meet with you. Another strong handshake is a nice way to finish and depart from the interview. As before, always be aware about how you are being perceived until you have left the building.

For more advice on how to impress in an interview, you can check out our Top 6 Interview Tips here - https://www.toptierrecruitment.com/single-post/2016/10/19/Top-6-Interview-Tips

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A guide to keeping active with a busy work life

A guide to keeping active with a busy work life

October 31 2017

2018 is quickly approaching, and I’m sure many of us have yet to keep to our promise of joining a gym, taking up Pilates, or simply keeping fit for 2017! As the days get shorter, and the nights get longer, the urge to “get up and go” diminishes a little more every day. But sometimes we forget that our daily gym session doesn’t need to be first thing in the morning or last thing at night. Here we give you a few simple ways to keep active regardless of demands of your day job.

Walk, Cycle, Run

Many of us are guilty of being within walking or cycling distance of work but don’t take advantage of it by actually walking or cycling. If you are one of these lucky few, why not set your alarm that little but earlier and get some exercise to start the day. You can save the cents spent on public transport and fuel and treat yourself to that morning coffee you deserve after the morning exercise!

Routine

The best way to maintain your new found healthy streak is routine. Book that 30-minute lunch time class down at the gym and stick to it. Lunch time workouts are extremely popular so book your place in advance giving you no excuses.

Move more

A lot of us spend the majority of our day at a desk, in front of a computer – it has to be done. But this does not mean that you shouldn’t move around whenever you have an opportunity. Something as simple as using the water fountain on the next floor, take the stairs instead of the lift, or take some calls on a headset and stretch your legs.

You can exercise anywhere

Not all workouts need to take place in a gym or studio. If you can’t get in that gym session for whatever reason, why not try a workout video on YouTube, or that walking app you “never got around to trying”.

Organise a sporting charity event with your friends or colleagues

This has so many pros. First off you get to raise money for a great cause which is always a rewarding experience. Secondly, it gives you a goal to reach. Once a date is set in place, and you know everyone else is committed, you will have no excuses to back out. By getting others involved you can organise training sessions around work and can motivate each other.

And the benefits?

Not only does regular exercise keep you in shape, but it can also have major improvements on other life aspects, including work productivity. The more productive and alert you are at work, the quicker and more efficient your work will be. Exercising is known to curb feelings of anxiety and stress and regular exercise can be used to prevent these feelings and may also help you to better deal with work stress. Lastly, keeping fit can help reduce your risk of getting ill – meaning fewer sick days from work and increased productivity.

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Returning to Ireland

 Returning to Ireland

October 17 2017

Ireland’s unemployment rate has fallen to 6.1 per cent, according to the Central Statistics Office. The last time Ireland saw a rate of unemployment at this level was in June 2008, prerecession. The Department of Finance has estimated that unemployment rates will fall below 6% by the end of this year with the potential to reach full employment from 2018 onwards. With these predictions in place, it would be the ideal time for those considering the move home to take the leap. We speak to Top Tier Recruitment’s Maeve Daly on her experiences living abroad and the move home.

Why did you decide to move to Australia?

Growing up in a small town in Galway, you quickly get used to the friend’s older siblings, cousins and school friends gradually taking off on their adventures to overseas. To be completely honest, during this time, the prospect of moving to Australia had never appealed me. I had completed an undergrad at Maynooth University, but soon got comfortable undertaking full time employment in my part time college job. After 2 years of not knowing which direction my career would take and job prospects at a minimum, I decided to apply for a visa to Australia.

What was your experience like working abroad?

I’ve had friends who relocated to Australia, and it just wasn’t for them. It took close to 3 months to fully settle, after which point I had fully immersed myself in the Australian lifestyle I had heard so much about. Finding work was certainly not as easy as it is made out to be. In my second year, 2016, I decided to spend some time living in Brisbane, which was a lot slower than Sydney.

Why did you decide to return to Ireland?

Two years quickly came and went, and my second-year visa was coming to a close. I battled with the dilemma of whether to stay or go. In order to stay, I would have had to secure sponsorship, or apply for a student visa. After much deliberation, I decided to call it a day and head back to Ireland. This decision was based mainly on the fact that I had never intended to live in Australia long term. Missing my family and friends was a huge factor in my decision to move home. As much as I got used to people leaving Ireland for Australia, you must undergo the reverse effect when living in Australia. Having had discussions with friends at home, they had assured me that “Dublin was booming” and that getting a job would not be difficult. Knowing that I was returning to a growing economy where jobs were plentiful really sealed the deal.

How did you feel when you returned to Ireland?

Initially I felt unsettled. Of course, there is an adjustment period, which is natural. It’s always fantastic to see friends and family after being away for any long period of time. I spent the first few weeks settling in and reconnecting with family and friends. Reality eventually set in and I decided I needed to get a plan in place. I decided to make the move to Dublin shortly after returning. This decision came from the fact that many of my friends had since moved up to Dublin for work, and job prospects in Galway are not as easy to come by.

What advice can you give to others planning on returning to Ireland?

Planning your return to Ireland is a daunting experience, but there are certain things you can organise before you leave to make the move easier. I would advise requesting references from any landlords/agencies whilst away as the housing market in Ireland is extremely competitive. You may also need to have bank statements/utility bills as proof of residence. Having your CV and employment details up to date will take the stress off job hunting when you return. Request employer references and make sure they are aware that you would like to use them as a reference when you return home.

In terms of looking for employment when you return, if you haven’t done so already, get yourself on LinkedIn. Let recruiters/employers know that you are back and actively seeking new opportunities. Use titles like “Seeking/Available for new opportunities”. Having travelled can make you even more attractive to hire. It A: Shows that you have completed your travels making you less likely to up and leave due to “the travel bug”, and B: having international experience demonstrates that you can adapt within different environments. Reach out to former colleagues or contacts within your sector. Get a feel for what’s out there and get the word out that you will be returning home and seeking employment.

Other useful resources:

Since arriving home, and joining Top Tier Recruitment, it is evident that there is no shortage of Finance and Fintech roles at all levels in Ireland. If you are in the Finance/Technology industry and are thinking about returning home, get in touch with Top Tier Recruitment. We would be delighted to take the time to talk to you.

Call or email us today - +353 1 564 9602 / info@toptierrecruitment.com

https://www.toptierrecruitment.com/

Categories

€10K prize draw at this week’s FinTech 20 event!

€10K prize draw at this week’s FinTech 20 event!

October 14 2017

Top Tier Recruitment are delighted to be sponsoring this week’s FinTech 20 event, organised by Irish Tech News in UCD. Tickets are sold out and we are excited about participating in this great event.

Paul Smyth will be moderating a panel discussion @ 12:40 with Geraldine Gibson (AQMetrics), Gerard Joyce (CalqRisk), Stephen Sheehan(Digital State) and Laura Morgan Walsh (PayPal) which will aim to highlight different recruitment and retention strategies for FinTech firms at different stages of growth.

On the day, we will also have a prize draw for two prizes of €5,000 worth of recruitment fees for two companies on the day. All you need to do is drop by our stand at the event and drop off a business card or give us your details and the winner will be announced shortly after the event.

We know that particularly for start-ups and early stage business in this competitive space, hiring key people is vital but cost is still a major factor. We want to be able to contribute to the success and growth of this industry by offering a professional and reliable recruitment service while taking some of the cost element out.

We look forward to seeing everyone at the event and if you would like to take the opportunity to book some time with Paul or Laura to discuss your specific requirements or to get advice on recruitment strategy, feel free to reach out – psmyth@toptierrecruitment.com or lsmyth@toptierrecruitment.com or +353 1 564 9602.

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5 Ways to improve the Job Offer Cycle for your Candidate

5 Ways to improve the Job Offer Cycle for your Candidate

October 11 2017

Categories

Life in Krakow

 Life in Krakow

October 04 2017

In recent years we have seen a large number of international companies expand to Poland, offering a great environment for expats to think about working there. With a wide range of things to see and do, a growing economy, and a large international community, Krakow could be the right fit for Fintech professionals looking to progress their career.

We speak to Top Tier Recruitment’s Paul Smyth to find out about his experience living and working in Krakow, Poland.

When and why did you decide to relocate Poland?

In 2014, whilst working with State Street, they offered me the opportunity to manage the Recruitment department in Krakow, Poland. I saw this as a great opportunity to manage one of the fastest growing sites in State Street Globally and I was delighted to accept this offer. Initially I didn’t know what to expect from Krakow but I worked with colleagues in State Street who had spent time working in Poland, and only had good things to report, so this made the decision a lot easier for me. There were regular flights to and from Dublin, and from a career perspective, I always felt that having international experience gave you an edge.

Tell me a little bit about your experience living Krakow, Poland?

First and foremost, English is widely spoken throughout Poland and Krakow is very much a multi-national city, with many different nationalities and expats relocating here. Krakow, as a whole, is compact, making it easy to get around and commuting to work was not a problem. One of the many things I remember about Krakow is the food; food in Krakow is great, with no shortage of good restaurants and bars. The cost of living in Krakow is also low and accommodation prices in Krakow are cheap and plentiful. It also feels like a very safe city to live in, which is an important factor if you are relocating alone, or with family. Krakow is vibrant and has a young/student feel about it and is home to Jagiellonian University, the oldest higher education institution in Poland and one of the oldest in Europe.

What was your experience like working in Poland?

I really enjoyed it overall. Being honest, I didn't really find too many differences culturally - everyone was professional, hardworking and committed. The hard thing was that it was a hugely competitive environment for talent at all levels but particularly at graduate level. Managing recruitment for a fast-growing company is an enjoyable challenge, particularly when you have hard deadlines for onboarding but having an environment where there are competitors within and outside of your industry all fighting for the same talent pool, makes it that much more difficult. I think we had a good proposition and were able to attract the right people but it really was a whole new level of recruitment for me.

What would you recommend to anyone thinking about returning or relocating to Poland?

We are delighted to be working with some new clients in Poland, particularly because it gives us the opportunity to travel there again! I was there this summer and the country and finance industry is still booming. Poland could easily slip in quietly and be a big winner out of Brexit - it has a massive talent pool of well-educated and well-trained professionals with ambition. For someone thinking of moving to Poland, I would strongly advise them to do it. The growth in most companies offers real progression opportunities and having international experience on your CV can only be a positive. We are working in a truly global economy where the ability to live and work abroad is highly sought after.

Top Tier Recruitment are delighted to be working with a number of highly reputable names in multiple locations across Poland, including Krakow and Gdansk. You can view these roles here - https://www.toptierrecruitment.com/job-search

To discuss these roles in more detail, contact Paul or Kasia - +353 1 564 9602

Categories

Demand for Contract/Daily Rate Roles

Demand for Contract/Daily Rate Roles

October 04 2017

There has been a notable increase in the amount of contract/daily rate roles on offer in the Technology industry. Let's take a look at these types of jobs.

What do you feel are some of the reasons for the increase in contract/daily rate roles in this sector?

Companies are moving more and more towards contract and daily rate roles. There are a few reasons behind this move. Firstly, the increase in the number of these roles available, can make the job search for candidates easier. Although these are not permanent contracts, contract roles tend to be extended and can roll over a couple o

f years. For companies, especially within the technology industry, project requirements are constantly changing. Hiring contractors gives the employer the flexibility to rotate and hire depending on the requirements of specific projects. In addition, the approval process for contractors ten to be quicker and easier.

What factors do you think candidates should take into account when considering contract/daily rate roles?

Employees are looking at jobs differently today than we would have 10 / 15 years ago. They are moving away from permanent roles and are attracted by the benefits of daily rate contract roles. These can give an employee a real sense of personal freedom. Contractors are in control of their careers and have the ability to choose the projects they have an interest in, and are given more exposure to various technologies. They also have the benefit of working with different companies and organisations, giving them more experience. Aside from experience and flexibility, it can be financially rewarding. 

What opportunities do you have for candidates seeking a contract / daily rate role?

We are actively looking to hire for several Technical positions within the Financial and Fintech space. Here are some of the contract roles we are currently looking to fill;

  • Technical Business Analyst
  • Technical Architect
  • IT Security Designer
  • Programme Manager
  • Technical Designer

As there is a continuous demand for contract roles, we are always keen to meet with candidates within the Financial and Fintech industry.

For more information on our open Contract/daily rate roles please contact us at info@ttrmail.com / +353 - 1 - 564 9602

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FinTech Ireland Video

FinTech Ireland Video

August 25 2017

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Are you Hiring? How to get more from your recruitment partner…

Are you Hiring? How to get more from your recruitment partner…

June 20 2017

Sometimes, recruitment is seen as one dimensional – sourcing CVs to fill a given role. This is a transactional model that is fast becoming redundant and is most definitely outdated already.

Undoubtedly, as a recruitment consultancy, our main ‘business’ is to source suitable and qualified candidates but where does that start and end?

Hiring Cycle

In an ideal world, it’s fairly straight forward but all of the waypoints are littered with potential pitfalls and hazards and a good recruitment consultancy can help you to avoid these.

Identify a need

Things are on the up in Finance and FinTech. Recruitment needs are often to do with business growth but can also come from covering temporary leave, backfilling a leaver or replacing someone who has not worked out.

The temptation is almost always to replace like for like but this is sometimes not the best approach. Depending on your particular circumstances, this may be one of the first pitfalls to avoid.

How can we help?

We are recruiting all day every day. That means engaging with your peers and those in different industries and verticals. We work with small firms right through to MNCs and we have often worked in similar roles or hired into these areas ourselves.

Talking to us about the need in conjunction with others in the business, may open your eyes to a different approach. It will absolutely give you a good picture of where the market is and what skills are available. We will also be able to advise you on compensation and trends in this. A good recruiter will have real time market knowledge. From our experience, benchmarking in other ways can very often result in data that lags the market and is therefore inaccurate.

Choose Sourcing Channels

An assumption that is sometimes made is that recruitment consultancies are often only happy to help if there is a potential fee involved. We have a real appreciation that our clients will want to or be very capable of sourcing directly or through internal referrals or their own network. This should not preclude you from getting advice from a trusted recruitment partner. Choosing the right sourcing channels is an absolutely critical step in the hiring process.

How can we help?

Again, we are experienced in sourcing and active every day. Talk to us about your strategy and we can help and clearly supplement your own sourcing channels if needed.

We would always suggest looking at a couple of factors:

  1. What is the time sensitivity of the hire? If you are hiring to cover a short / medium term absence or replace someone who is leaving, a handover period may be critical. You need to use a recruitment mix that will deliver what you need quickly.
  2. Is this a revenue generating or revenue enabling role? Revenue generating roles should be seen as a longer-term hire with finding the best available being priority. Often this means employing a full sourcing strategy using all channels. Revenue enabling roles are typically a little more straight forward to fill and often more of a volume hire requiring a different approach.
  3. Is it a one off or likely to be recurring? Depending on the role and scale of firm, you may have regularly recurring hires that require a similar profile. Again, a different approach and requires employing a long term and targeted strategy as well as elements of specific branding and content for that role.
  4. New team or existing? Often new teams require a different skill set to existing teams and means that you will be looking for a different profile. Different profiles require (most of the time) different sourcing strategies

Sourcing CVs

Using the correct channels is important. Technology candidates are found in different ways to finance candidates for example. Ploughing money and time into the wrong methods will yield a poor return and will lead to low quality longlists which do not accurately reflect the talent available.

Aside from just finding candidates, you need to be able to successfully convert them to candidates. Having a good understanding of the market and techniques to do this, are key.

How can we help?

We could quite easily write pages on sourcing and its subtleties depending on your requirements! With new products and techniques coming out all the time, it is very much a movable feast which creates opportunity but challenges at the same time.

Talking to us about the actual sourcing process, whether we are directly involved or not, will help you at the outset to identify where to spend the most time. Proactively sourcing through LinkedIn, your own database or any of the number of external databases or other sources, takes up time. You need to plan your search appropriately. Spending a bit of time at the outset will result in better return on time and deliver better longlists.

We can also advise you on how you actually approach people – particularly when proactively sourcing rather than relying on advertising, the approach and conversation to candidate is becoming increasingly important and difficult. For you, approaching directly from a potential employer, this is often the first point of contact and, therefore, first impression a potential candidate will get. It’s a bit cliché but it’s true – you only get one chance to make a first impression.

Interview Suitable Candidates

The interview process, which has hopefully happened quite quickly from sourcing CVs, is a critical part of the hiring process. Bringing people forward to interview is as important as communicating with those not being selected. Also, the interview process itself will make a big difference.

How can we help?

Interviews and interview formats / stages are evolving. We find that a lot of clients are doing an initial phone / Skype screen now before moving to an office interview (often a final stage). Candidates do struggle to get out of the office sometimes so running a full process over a couple of hours is often preferred to two or three different stages.

We are seeing the introduction of tests and presentations becoming more and more common also but it is something that we are happy to advise on and will always be specific to ad hoc roles. Volume hiring can be a little more challenging and we are seeing interview days being used more often, particularly for more junior roles.

Make an Offer

So, you have sourced correctly, interviewed a good shortlist and have a preferred candidate. Now it’s just a case of offering and picking a start date? If only it was that straight forward!

The offer is as important as every other stage. It is what everyone is aiming toward on both sides and it is the moment of truth…

Getting an offer wrong can, at a minimum, leave a bad taste in the mouth of a potential candidate and at worst, damage your own reputation and employer brand while eliminating someone you wanted from the process.

How can we help?

Accurately determining a salary range for a particular role is important but how it is delivered is also something that can make or break an offer.

Depending on the role, level and background of the candidate, we can often advise on not just the number (salary) but additional considerations. Of course, if we are working directly with you and are representing the candidate, we can be much more accurate about where an offer needs to be to secure the candidate at a level that both you and they are happy at.

For longer term considerations around overall comp packages, again, we are well positioned to offer advice and market trends.

Onboard new Hire

Once the offer is accepted, the final stage of the hiring process begins. This typically is around drawing up a contract and start date (with all of the lovely aspects of internal set up involved!). Making sure someone is really looking forward to joining and hitting their first day full of energy and enthusiasm does mean a little out of box thinking!

How can we help?

Again, it’s advice. We see new things in the market all the time and are regularly in touch with candidates who are seeing out notice etc. so understand their mindset.

We would always recommend, where possible, that there is not a void of nothingness between the contract being returned and the start date. More should be done and we are seeing things like lunches and team introductions being done more often as well as really interesting consumable content. All of these things are designed to ensure that good feeling after deciding to move is maintained and solidified right up to Day 1.

In Summary

The hiring cycle is changing constantly and employers need to keep up with these changes. Finding, hiring and retaining the best talent is a constant struggle but getting it right at the hiring stage goes a long way to the longer-term success of any company.

Changes in recruitment have meant that recruitment consultancies have had to change. TTR are committed to adding value where possible to all of our clients across FinTech and Finance and are delighted to have had the opportunity to do so with high growth FinTech firms and established brands in Finance looking to refresh in this area.

We don’t believe it is enough to just source CVs anymore and understand how the market has changed and will continue to.

If you would like to discuss what we do, how we can help or what to discuss anything in this blog, please don’t hesitate to reach out.

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Fintech Ireland Event @ NCI 8’th June 2017

Fintech Ireland Event @ NCI  8’th June 2017

June 09 2017

We were delighted to be the recruitment partner to last night’s Fintech Ireland event in NCI in the IFSC. We really enjoyed meeting many of the country’s growing and established firms across the Fintech ecosystem and look forward to working with many of them going forward.

On the night, there was a great panel discussion which was moderated by Peter Oakes, Fintech Ireland founder and NED of Transfermate. The panel included:

  • Charles Dowd, CEO of Plynk – fresh from their major announcement of funding!
  • Nikki Evans, Founder and MD of Perfect Card
  • Geraldine Gibson, CEO of AQ Metrics
  • Joao Reginatto, Director of Operations Europe for Circle
  • Anthony Rafferty, Director of EMEA Merchant Ops and PayPal

The panel clearly spanned early stage companies to global operators but there were a lot of similar thoughts on a lot of topics that every company faces. A few of the major takeaways for us included:

  • Be Brave – there was a lot of talk around incubators etc. but certainly a couple of people on the panel were very strong around getting started. It is easy enough to sit in a room and brainstorm and visualise your product, brand and strategy but there is nothing like getting real world feedback quickly.
  • UX / Customer Experience is key – again, something we are passionate about ourselves but something that everyone was in complete agreement about was the end customer experience. If that is not right, if customers do not feel connected, respected and important, UX is probably falling short and is really not something that can be sustained in this increasingly competitive market.
  • Technology is Critical – may seem a bit of a no brainer for a Fintech event but again just reinforces the requirement of all businesses to move with technology and use it to their advantage. In some businesses, like recruitment, we believe personal interaction is as important but integrating technology into this is crucial to success.
  • Uncertainty is Certain – Brexit, the recent government changes and ongoing local, regional and global regulatory changes were all discussed. Really, the main thing for us out of all of that was the uncertainty is the only certainty. Businesses will always face short, medium and long-term challenges and must aim to understand the impact, plan and move on as much as possible.
  • Ireland is well placed – We were in the NCI in the middle of the IFSC and one of the panelists made the point that within a couple of kilometers of the room were a huge range of skill-sets from financial expertise to specific technology skills – many of whom have been involved in highly entrepreneurial firms who can help grow and support growth.

Before and after the discussion, we had the chance to meet with a lot of people from a broad range of companies within the Fintech space. It was really interesting to hear about specific and quite individual challenges they face in terms of recruitment and retention and offer advice where we could.

We are always delighted to speak with new and existing clients within the Fintech and Finance space. If you are hiring or looking for advice, contact:

Laura Smyth – MD, Technology – lsmyth@toptierrecruitment.com

Paul Smyth – MD, Finance – psmyth@toptierrecruitment.com

+353 – 1 – 567 5570

www.toptierrecruitment.com

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Robotic Process Automation in a Nutshell

Robotic Process Automation in a Nutshell

June 06 2017

RPA is becoming more and more in demand. We work with Financial Services and Fintech clients exclusively and while the skill set is in high demand within these industries, the candidate pool in Dublin is quite light. The IDA recently hosted a fantastic event in The Marker hotel about RPA and this inspired me to write a couple of paragraphs with my key takeaways.

While RPA sounds complicated, my goal for this brief blog is to simplify it and give you a brief understanding of what is involved.

Simply put, RPA is a set of software tools that act as a virtual staff performing similar human functions in this virtual environment. By replicating human behaviours, these robots take over mundane activities and improve efficiency.

What does this mean for business?

By allowing robots take over tasks like information, extractions, documentation, analytics and data management means human error will be eliminated and work completion will be faster (24/7). This means the ordinary everyday tasks previously conducted by your staff will be taken from them allowing them to concentrate on more useful and interesting tasks hence positively impacting your bottom line.

RPA Summary

  1. Mimics human execution of repetitive processes
  2. The Robots are controlled by the Business Operations teams so robots and humans work on a collaborative basis
  3. Train your robots by using your business operations teams
  4. It sits alongside existing infrastructure
  5. There is no complex integration as robots work with existing IT Architecture

Once you get your head around this, the fear factor people have and the perception of “The robots are taking over” should be eliminated. People are far more valuable and have skill sets beyond the tasks this software can replace so it makes complete sense to embrace these fantastic modern technologies and utilise our people to contribute to our overall business success.

Top Tier Recruitment are actively working with candidates who possess this fantastic skill set. We also have live roles within this space.

To find out more contact lsmyth@toptierrecruitment.com or call Laura on 01 – 567 5570

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There’s no Place like Home!

There’s no Place like Home!

May 24 2017

The aftermath of the 2008 financial meltdown and the associated doom and gloom led to mass emigration from Ireland. In the four years following the crash 300,000 left Irish shores, 4 out of 10 were aged 18-24. In this time, half of adults aged between 25 and 34 considered leaving Ireland.

I made the decision to pack my bags and leave in late 2007, not spurned on by the economic downturn but more an incentive to travel. So unbeknownst to me I became part of this mass exodus. With five years’ of Banking and Funds experience under my belt I made my first stop in Sydney before eventually settling in Toronto for six years.

Finding work was straightforward with my background and it didn’t take too long before I immersed myself in the local cultures. It’s not long before you forget about how Cork are progressing in the All-Ireland and turn your attentions to the Toronto Raptors journey to the NBA Finals or the taste of a fresh pint of Guinness is replaced by a schooner on the shores of Coogee Beach, and let’s be honest, on one likes to admit it but we all love to be the “token Irish guy”. But at the end of the day, home is home.

It’s inevitable that eventually you are faced with that question, stay or go? For sure it’s not an easy one. You get to a point where you think about the lifestyle that you have grown accustomed to, you compare the relative merits of lifestyle, job opportunities, weather and friends. Ultimately, It boils down to one thing, family. A recent survey showed that a staggering 83% of expats moved home for family reasons. I was one of those.

But nothing could prepare me for what lay in store back on home turf. Ireland and Dublin in particular is buzzing. It’s no surprise that the CSO figures published for the year ended April 2016 showed the first net inward migration numbers since the crash. Dublin definitely has the feel of an international city and the mojo is restored and enhanced from the Celtic Tiger days.

It’s six months’ since I got back and was drawn to a career in recruitment. Having been in the industry for two months now I can see clearly how the country is thriving, particularly in Funds and Financial Services. There is no doubt in my mind that I made the right decision and I would wholeheartedly advise anyone to follow suit. 

To discuss roles in Funds and Financial Services or for consultative support on returning to the homeland, give me a call:

Tel:                         01 567 5570

Phone:                 dcurley@toptierrecruitment.com

For more information visit our live jobs now!

https://www.toptierrecruitment.com/job-search

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106 Days to Hire!?

106 Days to Hire!?

May 10 2017

Since we started Top Tier Recruitment in January of 2106, we have been lucky to work with some great clients and candidates. We decided to look at some of the data we have to understand the blockages from when a role is released to when the successful candidate actually starts.

Why and How?

Data is something we look to use to provide insights for our clients but also to understand our own business and the wider market.

For this, we looked at all of our successful placements since we started. The data set crossed levels from c. 2/3 years’ experience to Director level and covered both finance and technology roles within our financial services data base. Our clients would range from boutique firms to multinationals.

We get a lot of questions around how long it takes to get a new role, particularly from people returning or relocating to Ireland. Also, clients want to understand timelines when starting a process.

Results

Internally, our aim is to have an initial shortlist of three suitable candidates within three days for the majority of roles which we are delighted to be relatively close to. From there, as you can see in the illustration, it takes, on average, 106 days from receipt of a CV to the successful candidate starting.  

Understanding

There are some things that can not be controlled in the hiring process. One of these is the notice period of the successful candidate which is rarely negotiable. While the majority of people are still on a one month notice, two and three month notice periods are very common – particularly at more senior levels.

In addition to notice periods, previously booked annual leave, taking a short break between roles and other factors do come into play – slightly more ‘controllable’ but still feeds into delays.

Outside of the uncontrollable side, by far the biggest delay in hiring is from receiving CVs to contracts being signed. In our data, 54.8 days. There can be an infinite number of reasons for this from the logistics of getting people in the same room at the same time to hesitation to make decisions but the bottom line is that these delays can have a detrimental impact on recruitment.

Negative Impact

Delays lead to candidates pulling out or being taken by competitors. The reality is that once someone enters a hiring process, whether previously active or not, once in a process, their head is turned and start to see what else is out there.

Delays can also lead to reputational impact and offers being turned down. Whether we like it or not, it is a candidate’s market and having a good, efficient experience during the interview process goes a long way toward shaping their opinion of a potential employer.

What Can You Do?

We would always encourage clients to streamline interviews and contracts where possible. For interviews:

  • Make sure the appropriate people are in the room
  • Try to combine a first and second round where possible – for most roles, two rounds should be more than sufficient
  • Consider using a brief phone screen
  • It is vital to have spent time reviewing CVs before interview – be prepared, understand the gaps in experience and what you need to get comfort on before making a hiring decision

Contact Us

To discuss this or if you need consultative support in hiring within technology or finance, contact us:

Paul Smyth, Managing Director – Finance – psmyth@toptierrecruitment.com

Laura Smyth, Managing Director – Technology –

Or call us on +353 1 567 5570

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How to land your Dream Job?

How to land your Dream Job?

May 09 2017

There is a huge difference between a job that simply pays the bills and a job that completely excites you to the point that you actually do not dread those Monday morning blues, mid-week slumps or post-holiday depression. Many of us simply accept our “fate” and continue in this rut for the remainder of our working careers.

Why? Because we always do what we always done so we always get what we always got. When applying for a new role many of us continue to follow traditional methods of job processes, waiting for a job to be released and sending in an application and never thinking outside the box. Below are a few ideas to help you to help you secure that dream job:

Register with a trusted Recruitment Agency

Speak with your network about Recruitment agencies and consultants they have spoken with and choose one or two you know you can trust. That way, as soon as a suitable role is released, you will be at the forefront of that consultant’s mind when they are creating a shortlist of candidates.

Constantly upskill & educate yourself

Not only will this keep your skills relevant and allow you to alter your career direction, but it really demonstrates to an employer that you are serious about your career, committed, and hard-working.

Enhance your Digital Presence

While a strong cv is very important, having a strong and fully complete profile on social media (particularly LinkedIn) is vital. This could be the difference in being found by a company or agency as soon as a role is released, as opposed to you proactively sourcing a job where your dream role could be closed or at late stages with other candidates when you eventually come across it.

Make a list of what is important - Remember money is not everything…

Yes, money is a very important aspect as we need to put food on the table and keep a roof over our heads, however, remember what is important for you. In the long run, if you are really interested and inspired about what you are doing, the money will follow.

At TTR, we are always open to meeting candidates within Finance and Technology even if we do not have a suitable, live role at that time. It is important to us to really understand our candidates’ motivations and aspirations so that when a suitable role is released, we will be able to move very quickly on behalf of who we represent.

Contact us today on info@toptierrecruitment.com or call 01 – 567 5570

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Happy Easter from TTR

Happy Easter from TTR

April 12 2017

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Our Top Tips - Working For The Best Recruitment Consultancy!

Our Top Tips - Working For The Best Recruitment Consultancy!

February 27 2017

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5 Tips When Moving Back To Ireland

5 Tips When Moving Back To Ireland

February 23 2017

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Do People Leave Companies Or Leaders?

Do People Leave Companies Or Leaders?

February 05 2017

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Are you Ready for your New Career Resolution 2019?

Are you Ready for your New Career Resolution 2019?

January 04 2017

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Managing Your Exit Strategy

Managing Your Exit Strategy

November 28 2016

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