Insurance & Actuarial Science

Insurance & Actuarial Science

Selby Jennings: A specialist talent partner for insurance and actuarial

Selby Jennings is a leading specialist talent partner for Financial Sciences & Services. Our global insurance and actuarial team provides permanent, contract, and multi-hire recruitment from our offices across three continents.

For more than 20 years, clients and candidates have had peace of mind that the specialist insurance and actuarial recruitment process is in safe hands.

From streamlining processes and upskilling workforces to staying cutting edge by employing flexible work models, we advise enterprise leaders on when to strike and how. We also provide expert insight to insurance and actuarial professionals on benchmarking benefits packages and salaries, as well as assist them through their career moves.

Whether youโ€™re interested in securing the very best insurance and actuarial talent or youโ€™re a professional looking for insurance and actuarial jobs, the Selby Jenningsโ€™ insurance and actuarial team deliver exceptional talent to industry-leading clients and candidates.

โ€‹If you're a insurance and actuarial professional, please register your resume.

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If you're looking for insurance and actuarial talent, please register your vacancy today.

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Benefits of working with Selby Jenningsโ€™ global insurance and actuarial team

โ€‹We are a specialist talent partner. Among the many benefits of working with Selby Jenningsโ€™ global sales and trading team are:

โ€‹Extensive specialist knowledge in the field with over 20 years of experience in the insurance and actuarial sector.

An unrivaled portfolio of clients, both big and small

Our award-winning talent experts offer specialist guidance in the insurance and actuarial space across three continents

Insurance and actuarial Jobs

Associate Actuary - Risk Management

Roles and Responsibilities: Execute independent validations of actuarial models Complete risk reviews of new models, implementations, changes, findings, simplifications, topsides, and supporting documentation Document and substantiate risk reviews and validations, providing detailed support as applicable Help build and maintain a stress testing framework for risk reporting Maintain monthly risk dashboards Support the development, maintenance, and enforcement of model risk policies and standards Cultivate productive relationships with modeling teams and other business partners Interact with management, auditors, and the US & Bermuda Risk Management Committees as needed Perform other duties as assigned Qualifications: 3+ years of experience in the life insurance industry Bachelor's Degree in Actuarial Science, Finance, Mathematics, or a related quantitative field At least 3 actuarial exams completed; ASA or near ASA preferred Experience with MG-ALFA or other modeling software preferred Ability to meet deadlines for deliverables in a timely and proactive manner Strong interpersonal skills with the ability to foster a collaborative environment Organized, disciplined, and detail-oriented with strong problem-solving skills and the ability to think creatively

Negotiable
United States of America
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Claims Supervisor, General Liabilty

Title: Claims Supervisor Location: Denver, CO Responsibilities: Lead and oversee the claims team, ensuring the quality, quantity, and timeliness of work product Maintain current company and department procedures to ensure efficient operations Assign work, provide training, and give feedback to team members to enhance performance Conduct timely evaluations of job performance and provide constructive feedback to staff Supervise and actively participate in the claims functions to meet the needs of both internal and external customers Review, analyze, and interpret policy conditions, exclusions, and endorsements to resolve coverage and liability issues for assigned claims Review and evaluate claim reserves to ensure they accurately reflect potential exposure Investigate claims to assess coverage, legal issues, and gather necessary statements, records, and other evidence Provide appropriate documentation and reporting of all investigation and claims handling activities Negotiate, settle, and resolve claims with claimants and insureds in a timely and effective manner Provide clear and appropriate claims resolution documents to claimants and insured parties Maintain a working knowledge of regulatory and jurisdictional requirements to ensure compliance in all aspects of claims handling Provide direction and management for independent adjusters and third-party service providers retained to assist with specific claims Work with claims management to staff the assigned claims team with individuals who have the necessary skills, abilities, and interests to fulfill job responsibilities effectively Qualifications: 5+ years of experience handling claims Supervisory or management experience preferred Knowledge of coverage, negligence principles, investigation, and negotiation techniques Ability to effectively communicate with both internal and external stakeholders Valid driver's license with acceptable motor vehicle report Benefits: Paid vacation and 12 paid holidays a year Health, dental, and vision insurance Company paid life insurance 401(k) Savings and Profit Sharing Plan Education & training opportunities Insurance designations encouraged (financial assistance available)

Up to US$110000 per year
Denver
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Claims Supervisor, General Liabilty

Title: Claims Supervisor Location: Denver, CO Responsibilities: Lead and oversee the claims team, ensuring the quality, quantity, and timeliness of work product Maintain current company and department procedures to ensure efficient operations Assign work, provide training, and give feedback to team members to enhance performance Conduct timely evaluations of job performance and provide constructive feedback to staff Supervise and actively participate in the claims functions to meet the needs of both internal and external customers Review, analyze, and interpret policy conditions, exclusions, and endorsements to resolve coverage and liability issues for assigned claims Review and evaluate claim reserves to ensure they accurately reflect potential exposure Investigate claims to assess coverage, legal issues, and gather necessary statements, records, and other evidence Provide appropriate documentation and reporting of all investigation and claims handling activities Negotiate, settle, and resolve claims with claimants and insureds in a timely and effective manner Provide clear and appropriate claims resolution documents to claimants and insured parties Maintain a working knowledge of regulatory and jurisdictional requirements to ensure compliance in all aspects of claims handling Provide direction and management for independent adjusters and third-party service providers retained to assist with specific claims Work with claims management to staff the assigned claims team with individuals who have the necessary skills, abilities, and interests to fulfill job responsibilities effectively Qualifications: 5+ years of experience handling claims Supervisory or management experience preferred Knowledge of coverage, negligence principles, investigation, and negotiation techniques Ability to effectively communicate with both internal and external stakeholders Valid driver's license with acceptable motor vehicle report Benefits: Paid vacation and 12 paid holidays a year Health, dental, and vision insurance Company paid life insurance 401(k) Savings and Profit Sharing Plan Education & training opportunities Insurance designations encouraged (financial assistance available)

US$75000 - US$110000 per year
Denver
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Financial Reporting Manager

Do you have a background in financial reporting? Do you enjoy working in a start-up type of environment where your work will have a direct impact on the entire organization? If so, this job is for you! A fast-growing value-based care company is seeking an Accounting Manager to join their team. What you'll be doingโ€ฆ Preparing and reviewing monthly, quarterly, and annual financial statements, with a specific focus on STAT reporting Closely analyzing industry trends and regulatory changes to stay current with accounting standards, while helping to implement best practices across the wider organization You will be responsible for addressing complex accounting issues, implementing new accounting standards, and providing expert guidance on technical accounting matters. What you'll need to be successfulโ€ฆ Strong knowledge of US STAT and GAAP financial reporting, preferably within the healthcare industry 5+ years of experience in accounting with 1-2 years of leadership or mentorship experience CPA designation is preferred, but not required What makes this role specialโ€ฆ You will be joining a rapidly expanding team and will have amazing growth opportunities within the firm This is a hybrid position where you will have remote days to maintain a flexible working environment. You will oversee various accounting processes and report directly to the Chief Accounting Officer.

US$140000 - US$180000 per year
Dallas
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Director of Actuarial Services - General (P&C) Insurance

Our client is a globally renowned consulting and advisory services firm, employing over 30,000 professionals across regional offices in over 100 different countries. They provide specialised, subject-matter expertise across a variety of service areas within the core industries they serve, helping their partners to improve their growth, efficiency, performance, and compliance. Their Actuarial division works to support clients in the insurance industry by enhance key functions within their businesses, aligning with market trends, leveraging emerging technologies, and aid them in navigating the growing complexities of the insurance and regulatory landscape. Their core services include Pricing & Reserving, Capital Management & Modelling, Auditing, IFRS 17 and Solvency II, and Transformation. Over the decades since its founding, this group has experienced impressive growth in headcount and profitability, and an ever-increasing demand for their services. They consistently deliver high-quality, transformative solutions to their well-established client network of insurers and reinsurers, and haev continued to grow their reputation in line with this. As a result, the company's executive leadership is making significant investments with the goal of maintaining this division's position at the forefront of the actuarial consulting market, especially as the importance of the actuarial function for (re)insurers is further cemented by various influencing factors. They are actively seeking a Director of Actuarial Services to join their leadership team in London and around the world. This individual will help drive the growth of their services dedicated to the Property & Casualty/General Insurance market in the UK, working closely with their existing actuarial and insurance consulting staff. Key Credentials: Minimum of a Bachelor's degree in Actuarial Sciences, or a numerate/quantitative field. Fellow of the Institute and Faculty of Actuaries (FIA) is a must. 10+ years of directly relevant experience, working within General Insurance/P&C product lines with demonstrable progression in seniority and role responsibilities. Proven track-record in division leadership, staff management and growth, and business development functions.

ยฃ140000 - ยฃ180000 per annum
London
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Senior Reinsurance Accountant

We are seeking a skilled Reinsurance Accountant to join a top P&C Reinsurance firm as part of their Reinsurance Accounting team. This role is crucial for managing and processing reinsurance accounts and ensuring accurate documentation and reconciliations. Key Responsibilities: Analyze and process various reinsurance technical accounts, including quarterly accounts, profit commission calculations, sliding scale commissions, and premium adjustments. Evaluate and reconcile technical accounts by understanding underwriting contract wordings and identifying discrepancies. Monitor and update assigned accounts, addressing any missing statements or issues through effective communication with stakeholders. Collaborate with the Claims department to report paid losses and reserves. What you'll need to be successfulโ€ฆ 5+ years of experience in accounting, auditing, or finance. Experience in the P&C insurance or reinsurance industry. Preference for Cession or Bordereau experience, but not mandatory. What makes this role specialโ€ฆ Be part of a top-tier firm renowned for excellence in P&C reinsurance. Work in a forward-thinking company that embraces the latest technologies and industry best practices. Enjoy a hybrid work schedule that balances in-office and remote work, supporting a better work-life balance while maintaining team connectivity.

US$90000 - US$120000 per year
Garden City
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Associate Actuary - Pricing

Support pricing and product development for new LTC products Maintain and adjust pricing models for long-term care products based on updated assumptions or changes Monitor product performance and analyze profitability Develop rate indications, evaluate pricing levels, and communicate results to decision-makers Assist with actuarial rate filings and ensure compliance with regulatory standards Track industry trends, market dynamics, and regulatory changes to inform pricing strategies Conduct advanced actuarial analyses for new products, repricing, and financial projections Review competitive market conditions, regulations, and research to meet financial goals Peer review pricing analyses from team members Contribute to the development of actuarial pricing tools and identify automation opportunities Maintain thorough documentation of actuarial analysis Interpret state-specific and NAIC regulations for policy filings Perform additional duties as assigned

Negotiable
Austin
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Corporate Development Associate

Title: Corporate Development Associate Company Summary: We are currently partnered with a top tier Insurance company looking to add a Corporate Development Associate to their growing team. This Corporate Development Associate will have the opportunity to join a team that is on track to have another record year gaining M&A reps and experience working with senior leadership. The Corporate Development Associate will be responsible for: Preparing and delivering presentations throughout the deal execution period. Assist in the coordination of internal and external resources in the due diligence process for M&A transactions. Assisting in the execution of M&A transactions. Conducting extensive industry, market, and company-specific research. Building and maintaining client relations with established and prospective clients. The Corporate Development Associate should have the following qualifications: 2+ years within Investment Banking or Corporate Development Industry experience within Insurance preferred, but not required. Bachelors in Finance, Economics, Business or related fields. Strong closed M&A deal experience. If you are interested in the Corporate Development Associate role, then please don't wait to apply. Email me over a copy of your resume and we can schedule a time to chat!

US$100000 - US$115000 per year
Tampa
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CPAC Manager

Title: Commercial Lines Manager, E&S Location: Arizona (Hybrid schedule-flexible) Responsibilities: Manage new business and binders Manage department expenses Conduct underwriting audits, overseeing a team Provide reports to upper management, such as production and profitability reports Qualifications: Strong technical background with specific knowledge of E&S underwriting Experience with Commercial Binding, Brokerage or Risk Management Management or Leadership experience Ability to work within a team; must be collaborative and have strong communication skills

Negotiable
Arizona
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Senior Statistical Reporting Analyst

Title: Senior Statistical Reporting Analyst Location: New Jersey About: Do you enjoy working with data and have experience working with Worker's Compensation? We are currently seeking a candidate skilled in Worker's Comp to join a top P&C carrier as part of their Statistical Reporting team. This position will be responsibilities for assisting with data strategy and transformation initiatives, as well as creating documentation to support reporting for the middle market book of business! Responsibilities: Compile and maintain documentation for financial and state-specific data reporting Handle payment obligations related to the middle market segment Aid in financial data call strategy, time line management, data quality assurance, and reporting Address bureau criticisms and systemic data issues, while supporting data transformation initiatives and regulatory analysis Requirements: 4+ years of experience in Statistical Reporting Experience working with Worker's Comp, ideally with a carrier but not required Strong technical acumen with the ability to work with large data sets

US$100000 - US$140000 per year
New Jersey
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Associate Managing Director

Responsibilities: Play a key leadership role for the New York office and employees, including Underwriters, Broker producers and other staff Manage team and performance, including development, training and keeping talent Create and oversee successful sales and marketing strategies Responsible for relationships with retail agents and underwriter/broker producers Responsible for office Profit & Loss Work hand in hand with corporate headquarters Oversee execution of company underwriting guidelines, corporate policy and procedures, and compliance with contract terms Responsible for managing high level operations of the offices, including new business opportunities, renewal reviews, marketing procedures, training, and staffing Qualifications: Bachelor's degree or equivalent combination of education and experience At least 3 years of management experience in leadership role At least 5 years of multi-line underwriting/production experience E&S experience preferred Ability to develop and manage strong relations with clients, carriers and third parties Insurance license, CPCU or CIC preferred Package: Base salary + bonus potential Hybrid (Flexible) Model Employer paid professional development, including continuing insurance education courses, designations, certifications, and licenses Health and welfare benefits include medical, vision, and dental 401k with employer match Paid vacation, sick time, and holidays

US$150000 - US$225000 per year
New York
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P&C Insurance Sales Representative

We have a current opportunity for a Insurance Sales Representative on a permanent basis. The position will be based in Dallas. For further information about this position please apply. Key Responsibilities: Sales and Prospecting: Identify and pursue new sales opportunities through various channels, including referrals, networking, and cold calling. Client Consultation: Conduct thorough needs assessments to understand clients' insurance requirements and recommend appropriate coverage options. Policy Management: Assist clients with policy applications, renewals, and modifications. Ensure all documentation is accurate and up-to-date. Customer Service: Provide exceptional customer service by addressing client inquiries, resolving issues, and offering ongoing support. Qualifications: Proven experience in insurance sales, preferably in personal lines. Strong understanding of P&C insurance products and services. Excellent communication and interpersonal skills. Ability to build rapport and establish trust with clients. Valid insurance license (or willingness to obtain one).

Negotiable
Dallas
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Insurance News & Insights

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

Embracing Disabled Talent: Driving Success Through Inclusive Hiring in Europe

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

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2023 Bonus Season Breakdown Image
insurance-and-actuarial

2023 Bonus Season Breakdown

Discover the latest analysis of bonuses and rewards in the Financial Sciences & Services industry, and how it impacts the talent market.Understanding bonus structure has become not only a critical aspect to businesses in attracting and retaining top talent, but also for professionals in knowing their true value.Analysing the rewards arrangement across the Finance and Banking industry, we surveyed over 2,000 professionals based in Europe to discover:What value their bonuses are Whether they are satisfied with their bonusKey drivers behind their bonus pay-outsPerformance metrics used to determine bonusesย Offering valuable insights to both professionals looking to benchmark themselves, and for businesses reflecting on their compensation strategies, both parties can take away a number of key considerations from this exclusive report. โ€‹Download your copy of the 'Bonus Season Breakdown' report by completing the form below:โ€‹

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How to Make the Perfect Job Offer Image
private-wealth-management

How to Make the Perfect Job Offer

โ€‹Finding the perfect candidate for your latest role can be a long and arduous road. Once you have found the employee with the skills you need and an attitude which will fit perfectly within your team, it is time to make your job offer. In a perfect world, you will get an enthusiastic acceptance. However, if you are hiring in a busy sector, or trying it, is likely you may have to negotiate salary and other benefits before you can seal the deal.Competition for talent is fierce. The pressure is on for hiring managers to secure the right candidate by offering an attractive compensation package before they accept an offer from a competitor. The aim of a salary negotiation is not to find a compromise where both parties are dissatisfied but find a balance where you both come out feeling valued, and enthusiastic about moving forward. Negotiating salary can be a tricky business that requires a high level of strategy.โ€‹Set your limits before you advertise the jobSalary negotiations can be complicated - planning will give you an obvious advantage. Before you even start interviewing your candidates, you need to choose the right salary to advertise, including the upper limit to where you are willing to negotiate for an exceptional candidate.Your lowest salary offer should still be in line with industry standards, with your upper limit reserved for excellent candidates who will offer extra value to the role. Donโ€™t include your upper salary limit in any of your job advertising or recruitment efforts. There are several elements to consider when deciding on monetary compensation, including:The seniority of the position on offerโ€“ how many people will they be managing? Will they be heading up important projects?The current labor marketโ€“ will this be a difficult or easy position to fill?The current performance of your companyโ€“ how much can you afford to pay a new candidate?The skills required for the job โ€“ are they rare? Do you need a specific combination of hard and soft skills?The salaries of others in the companyโ€“ is the upper limit offered still within the bracket you have set for others at this level?Your locationโ€“ are you based in an expensive city or area where more compensation is needed to make up for elevated living costs?The best way to avoid negotiation is to ensure your initial offer is attractive and fair compared to benchmarks within your industry. Use online tools such as PayScale and Glassdoor to look at salary benchmarks for similar roles within your sector. Remember that it is likely your candidate will also be using these tools to make their own comparisons.It is also vital to keep within existing pay levels within your company. Going above these may help you secure a candidate but can lead to issues further down the line where other team members may feel undervalued and demoralized.Find out your candidateโ€™s current salaryThe candidate you are interviewing is under no obligation to tell you their current salary, but there is no harm in asking politely. This information is important when it comes to negotiating a salary. If their current salary is higher than your upper negotiating position, then it is time to question if they are the right candidate for you. This is best done early in the interviewing process. You can ask a candidate their desired salary in the interview to prepare for later negotiations and speed up the process. This allows you to root out candidates who are holding unrealistic salary expectations.Make a fair initial offerIf you want to avoid a lengthy negotiation period, make sure your initial salary offer is a fair one. Though it is not an official rule, it is a given that most professionals will be expecting at least a 20% pay rise when seeking a new position, particularly with the cost of living increasing. However attractive the position is and however great the benefits your company provides are, salary is still the main motivating factor for taking a role - you need to offer a fair package to a skilled candidate which remains within your company guidelines. Your offer needs to be a fair reflection of the candidateโ€™s experience and skills.Lowballing your candidate in anticipation of a counteroffer will only lead to your candidate regarding your company with suspicion, and you may gain a reputation as a timewaster. Salary negotiations should not be treated the same way as trying to sell a used car. Consider the long-term impact of the hire during your negotiations. Making a fair offer will help bring more value to your company in the long run through the work of an employee who knows that they are respected and valued.Conversely, offering a very high number to your candidate can come across as desperate and make your candidate second guess their decision to take up the offer. Your candidate will be aware of the value of their current skill-set, and a high overvaluation can lead to further suspicion and hesitation from the employee. Finally, ensure your initial offer is lower than your upper range, which should have been decided before the job was advertised, to leave room for negotiation.Highlight benefits beyond salaryIf you are aware of competitors in your market who can provide bigger salary packages than you, consider the benefits of working for your company beyond the wage. Depending on your candidate, some of these benefits can be very attractive in helping improve the employeeโ€™s quality of life. If you are unable to completely match a salary request during a negotiation, there are other benefits you can offer that may entice a new employee to join. These could include:Additional or unlimited annual leaveโ€“ a generous holiday offer, including the recent trend amongst start-ups to provide unlimited leave, shows a level of trust and value.Flexible workingโ€“ Allowing employees to work from home one day a week or schedule their work around their lives using a flexi-time structure is particularly attractive to those with children.Professional developmentโ€“ If there are opportunities for the candidate to take on additional training, learn new skills or start a new progressive career track, there is more long-term value in taking the role offered.A positive company cultureโ€“ If the candidate is coming from a toxic or high-pressured atmosphere where they experienced burn-out, it may be an important and attractive prospect to work in an office with a supportive and positive atmosphere. Statistics such as staff retention rates and testimonials from other employees can help support the representation of your culture.Perks- such as free gym membership, funding for travel into work, subsidized lunches, attractive office facilities, and social opportunities.These can all be compelling reasons for your ideal candidate to choose your role, even if the salary isnโ€™t what they expected. These benefits can help employees save money, cut down on stress, and enjoy their role. This provides compensation which focuses on quality of life - which can be very appealing during negotiations.Offer alternative monetary benefitsIf you are facing troubles in salary negotiations and it looks like you may lose the candidate who will bring the most value to your company, it is worth considering offering additional monetary benefits. These can include:Performance-related bonusesโ€“ agree to pay a bonus if certain targets and milestones are hit.Commissionโ€“ some roles can benefit from a commission rewards system, where the employee is compensated for business and leads generated for your company.A signing bonusโ€“ a one-off signing bonus rather than a higher salary bracket is often a great way of satisfying both parties. It shows enthusiasm for wanting to onboard the candidate quickly while saving your company on payroll in the long term.A later salary negotiationโ€“ if you are unsure about offering a higher salary bracket now, you can promise another negotiation over salary after a probation period, on completion of a training course or if a performance target is hit. It is vital that you do follow up on this promise, as you do not want to lose the trust of your new staff member.Shares or profit-sharingโ€“ get your candidate invested in the success of your company by offering shares as part of the job offer.The importance of feedbackProvide succinct feedbackYour feedback is the most important part of your communication with a rejected applicant. Good interview feedback needs to be succinct, considerate and honest. It is often the case that there was nothing particularly wrong with the candidate, but there just happened to be another candidate with more relevant experience or stronger skills. Stating this to a candidate should not offend their feelingsโ€”itโ€™s the reality of job hunting in a busy and high-quality labour market. You donโ€™t want to provide a lengthy critique which kicks your applicant when theyโ€™re down, but providing constructive and specific feedback will also be useful for your candidate.Request and value feedbackAnother way to show respect to a candidate and gain a brand advocate is to ask for feedback on your interviewing and hiring process. You have given your honest and succinct feedback, respect that hiring is a two-way street and request some feedback on their experience. You can do this either in your phone and email correspondence, or set up a feedback survey to collect data from several rejected candidates. Requesting feedback shows you value and trust the opinions and viewpoints of the candidate, alongside providing you as a hiring manager with useful insights on how you can further optimize and structure your recruitment and candidate search process.Be honest about future opportunitiesIn some cases, you may be rejecting a candidate you have a genuine interest in hiring in the future. Maybe they werenโ€™t quite the right fit for the current role, but they may slot into your future growth plans. If this is the case, tell them. However, do not finish a job rejection on a false promise if you know you have no interest in hiring the candidate now or in the future. Only invite a candidate to apply for future roles if you think they would be a good cultural fit in your company in the future. Inform them if their details will be kept on file within your company for future positions.Gaining a brand advocate in a rejected candidateEnding a job rejection on a positive note is no mean feat, but it is the first step in nurturing and maintaining a good relationship with the candidate and gaining a brand advocate. You want to keep qualified candidates of exceptional quality active within your talent pool, and maintaining positive communication with a rejected candidate may save you on hiring times and costs at a future date. Stay in touch with rejected candidates, either via email or professional social media such as LinkedIn. Follow up on their progress, and congratulate them when you spot they have landed a new job.You can keep up communication through inviting rejected candidates to events or seminars hosted by your company, a networking opportunity for both you and your candidate. You can also ask to add the candidate to your email newsletter database, or suggest they follow your company on social media so they can stay informed on hiring and growth. Treat candidates as you would like to be treated. Keeping up positive, timely, succinct and direct communication will gain you a brand advocate and a new addition to your passive talent pool.These guidelines can help to negotiate and extend the perfect job offer that's impossible to refuse. Once the offer is made, this isn't the end of the process -the ball still remains in the candidate's court. As a talent specialist with a well-garnered candidate portfolio, we are a one-stop solution for all your talent needs. Contact us today and we can help in the job offer process.โ€‹View and download your free printable version belowโ€‹

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How to Get the Most Out of a Long and Challenging Interview Process Image
sales-and-trading

How to Get the Most Out of a Long and Challenging Interview Process

โ€‹Interviewing at a banking or financial services firm, particularly for senior-executive level positions, will often entail a rigorous process that includes a lot of prep, energy, and tough technical questions to assess if you have the necessary skills and knowledge to tackle the role. In certain instances, you may even be invited to attend an all-day interview, which entails multiple rounds of exchanges with stakeholders and HR managers to determine how your skillset and character might fit into the company. This type of interview is of course intended to challenge you in a variety of ways, but while it can be tough, it is a valuable experience and an opportunity to get to know the company and the people who make it.If you are called to one of these marathon interviews, itโ€™s important to set yourself up for success in advance, which doesnโ€™t just mean pouring over interview questions and company information. Taking care of yourself both mentally and physically in the run up to such an exciting but demanding opportunity is equally as important as preparing your answers in that fatigue and stress can quickly derail your efforts.โ€ฏThis article will guide you to set yourself up for a positive outcome when approaching a long and challenging interview process, whether itโ€™s a job offer or a valuable experience to carry with you for next time.โ€ฏThe full pictureBeing called for an interview is a great feeling. It affirms that your CV has hit the mark and that the hiring manager wants to find out more about what you have to offer. The interview itself can challenge you in ways you might not have expected, and in some cases can be a long and demanding process both mentally and physically, but itโ€™s important to remember that if youโ€™re not being challenged, the role might not offer you the right level of growth and development that will keep you fulfilled. Essentially, itโ€™s not supposed to be a breeze.In particular, the idea of an all-day interview can be extremely intimidating, and a certain level of nerves can be a good thing. Single interviews are challenging in their own way, but are typically over in about an hour, while an all-day interview is an entirely different ball game involving meetings with several senior stakeholders within a company to gain different perspectives on your suitability.ย Depending on the role you are applying for, all-day interviews can come in a range of formats. For example, they may involve a mixture of exercises relevant to your role, plus general tests to check your culture fit, such as personality and IQ tests. This means that you are being tested on things that you can prepare for and traits that are innate to you. Therefore, while reading up on information that can support your professional assessment is one way to prepare, youโ€™ll also need to start the day well rested and calm in order to present the best version of the full picture.โ€ฏBe preparedโ€ฏThese interview processes are designed to push you out of your comfort zone and so preparation will be your greatest ally to help you keep your cool and put your best foot forward. Your potential new employers are attempting to gain a full picture of what you are about, from your skills and experience to your attitude and cultural fit and so however talented, experienced, and confident you are in your fit for the role, there will be elements of the process that will challenge you, demanding thorough preparation. Here are some tips to help you to prepare before you walk through the door.โ€ฏRequest a scheduleThis is vital in terms of mentally preparing for an all-day interview. Knowing how the day will be laid out will help you get into the headspace of what is expected from you, helping to keep you calm and avoiding anything that might throw you off. You may have four very long interviews, or twelve very short interviews. Whatever the format, you need to make sure you are mentally prepared for what you are facing, and pace yourself around those all important breaks. Request this a few days before your interview to give the employer time to check everyoneโ€™s schedules.โ€ฏFind out the names and job titles of each of your interviewersLook up their LinkedIn pages and find out their experience and expertise, and what relationship they may have with you if you win the position. If they are thought leaders, read their articles and blogs to find out their views on your industry. Researching your interviewers means you can find out how you can relate to them both personally and professionally, which will make them easier to engage with on the day.โ€ฏPrepare questions for your employerโ€ฏA day-long interview is an opportunity for you to get an impression of the institution you are hoping to work for from several angles. Think of all the information you want to gain from the different interviews and ensure you have prepared questions to ask each of them. This also takes the pressure off yourself during each interview and allows for breathing space. And in addition, your interviewers will appreciate the variation in conversation.โ€ฏGather your examples and storiesโ€ฏPrepare some notes on your most notable career achievements. Numbers work best, particularly if youโ€™re short on time, so if your department contributed to a 20% increase in revenue, keep that number in mind. Think of your best and most impactful anecdotes, too - an example of a successful negotiation, a challenge where you were the lead problem solver, a project you managed from conception to launch. And donโ€™t forget to let your personality shine through when telling your story as a good company will be looking for a good mix of skills and character.Stay refreshedโ€ฏThe demanding nature of the all-day interview means you need to plan ahead and make sure you are equipped with the right items to keep you feeling fresh and help you stay mentally focused until the end. In most cases you will be offered plenty of chances to hydrate throughout the day, bringing a flask of water or coffee is a good idea and will help you to stay alert. Much like a real marathon, these days require stamina, so plan your fuel to keep your brain sharp and keep your energy up between interviews. Choose healthy yet filling snacks like granola bars or fruit, and avoid a sugar rush as the slump will be sure to follow. Also, be careful with caffeine. If you rely on it, regulate your coffee throughout the day to avoid any crashes in the afternoon.Having a mid-day freshen up can work wonders for your energy and focus. Packing sanitary items such as hand/face wipes, deodorant/perfume, and mouthwash may give you the reset you need, particularly after food and coffee, and will help to send you into the second half of the day feeling more awake. In addition, packing a comb or hairbrush will help you to remain presentable, which will make you feel better, too.It may be tempting to sit and scroll on your phone in between interviews, but getting fresh air and going for a walk if you can will help keep you mentally clear. Gentle physical exercise keeps your blood flowing, prevents tiredness and is the best way to keep fatigue at bay. Try to take a proper break without speculation and analysis of how the day is going. Your brain canโ€™t work at full speed all day - try to slow it down and give it a rest before it goes back into full speed at the next interview. Meditation is known as a hugely beneficial practice in instances like these.Approach each interview consistentlyโ€ฏIt is natural that you will exhibit both strengths and weaknesses throughout the day, and it can be difficult to approach the final interviews with the same energy as the first, but it is vital you remain consistent. Keep in mind that even though this is a marathon for you, your meeting with each interviewer is a stand-alone hour or two for them, so try to keep up with pace. Remember to shake the hand of each interviewer, introduce yourself, and be prepared to repeat yourself a few times throughout the day, however tiring it may seem. End each interview on a positive note about how you are excited to interview for the position, reiterate why you believe you are the ideal date, and that you look forward to hearing from them.โ€ฏHowever, keep in mind that your interviewers will be comparing notes, so avoid telling the same story and highlighting the same achievements during each interview, or you may risk giving the impression that your experience is more limited than it is. During your research process, think of the best information you have which will be relevant for each position. For example, the head of marketing may be engaged with examples where you have shown creativity or solved problems, whereas a sales director will be more interested in figures and percentages. A HR figure will be more interested to hear about your management skills, or a story about dealing with a toxic employee. Again, preparation is key.Stay on your A gameโ€ฏEveryone is in the same boat over the course of an all-day interview. Talking for hours in a high-stakes situation can be mentally exhausting, and a mix of anxiety and disinterest can creep in, which is only natural regardless of how passionately you want the job offer. After the initial rush of your first interview you may be facing fatigue, while your intention was to remain positive, confident, and enthusiastic throughout the day.โ€ฏA good way to avoid showing signs of fatigue during later interviews is to be mindful of your body language. Keep in mind that you should be enthusiastic with your gestures; lean forward towards your interviewer and show your passion for what you do through how you move as well as what you say. If youโ€™re tired towards the end of the day, try to avoid speaking flatly and donโ€™t forget to remain sitting up straight, as this will make you both appear and feel alert and passionate about the topic.โ€ฏThe majority of all-day interviews will include a break for lunch mid-way through. Not only is this a chance to get a preview of the company canteen and how people interact during their break, itโ€™s also the perfect opportunity to socialize with your possible new co-workers in an informal setting. Though you may need to refresh, you may also view your lunch break as another kind of interview relating to your cultural and personality fit. Your interviewers will be taking note of your social manner, and whether you are easy to communicate with. It is also an opportunity for you to ask questions and discover more about the company in a more casual setting.

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