Having made the decision to look for a new job, do you have a plan in place? Hopping onto your chosen jobs board and hitting ‘apply now’ to countless jobs is not advised. Planning the entire process is vital to ensure you make the right connections and find your next career move.

Often it can be difficult to go it alone. Working with a recruitment consultant however can help. Offering a wealth of services to both candidates and clients, the information and guidance they provide is hugely beneficial. Recruitment consultants are instrumental in landing you the right job in the right environment. When making the decision to enlist the services of a recruitment consultant consider these points;

1. We offer inside information with a professional consultative approach – select the right partner for you.

A recruitment consultant is just that, a CONSULTANT. We are more than the middle man between you and the mysterious company we are advertising for. When choosing a recruitment consultant it is important to define what they will bring to the table for you. Depending on the length of the process, you are going to be in regular contact for a number of weeks or months. Recruitment is a complex procedure so align yourself with a trusted partner who will make your move efficient, insightful and practical.

On your initial contact with your chosen recruitment firm / consultant it is advisable to ask the following questions to get a flavour of their knowledge, expertise and willingness to support you. An enthusiastic and proactive recruiter is what you are seeking. Ask;

• How is the market moving?
• How do my current compensation and benefits stack up compared to my competition?
• Am I job hunting in a competitive space?
• How does my profile compete in that space? What do they have that I do not have?
• What gaps do I need to bridge to make me stand out and give me a competitive edge?
• What environment is best suited to me based on my reasons for leaving?
• What companies are hiring?
• What are hiring cycle times like?

Work only with a recruiter who wants to meet you. It is impossible for a recruiter to get behind you without a true understanding of your motivations, interests, capabilities and technical competencies without physically meeting you.

Once you have selected your recruitment partner, and feel they have a client base you’re interested in and a can do professional attitude, you are opening yourself up to a world of inside knowledge and connections.

2. Employer engagement

When you apply for a role directly to an employer online, what happens? Unfortunately, quite often, nothing! Your favourite organisations are favourites for a reason and the droves of applications they receive on a daily basis are phenomenal. If your recruiter is good at their job they are often a trusted business partner for many of the companies you’d like to work for.

The reality is CVs can regularly drown in the sea of applications. If your recruiter knows your capabilities and relevance for roles, they will be able to introduce your profile to a company, before even sending a CV, creating a much more powerful connection than you submitting a CV through a portal or career page. They will ensure your application stands out from the crowd.

After securing an interview through your consultant, this is when they work to the true definition of the word consultant and will act as a true advisor. They know this company well, they have met the hiring manager, even the team, and they’ve also had people interview with the same panel before. Recruiters can strategically assist you in preparation for your interview to help you nail it on the day.  They will prepare you on how to do a successful interview and represent yourself powerfully on the day through interview role play techniques and competency style questioning. They know the company’s style of interview, what sort of skills they like in a candidate and what the hiring manager really wants, outside of what’s on the job spec.  They can help you prepare and highlight the most relevant aspects of your experience and achievements to ensure you impress in person.

3. The deal breaker bit…

So at this point, it’s yours- your dream company wants to offer you the job!! The salary conversation can be tricky to manage on your own, especially if this isn’t the only opportunity on the table. On one side you don’t want to price yourself out or appear to be greedy. On the other side you are thrilled to be offered the job but you would like a little bump up in your package too. It can be risky business with many factors playing a role, and there may be even be a second choice candidate in the wings who will accept the job for less.

Here is where working with a recruitment consultant can be of huge benefit. They will know if there’s competition for the role as well as knowing the client’s constraints on salary and will give you a true reflection of what is available.

And remember….

Working with a volume of recruiters and making volume applications online is ill advised. The Irish market is small and too much duplication or representation of your details does not look good for you. Ultimately your profile is your strength and unique to you so keep a comprehensive track of where it’s going. If you do choose a blend of both direct applications and consultant representation, tread carefully.

In a nutshell, a recruiter can offer you new ideas on how to market yourself, new companies you perhaps hadn’t thought of, interview strategy and above all a successful outcome managed professionally and knowledgeably!

If you’d like any advice on the financial services jobs market in Dublin feel free to reach out to me ciara@executiveconnections.ie I offer all of the above to my candidates so if you are considering a move please get in touch to see if I can be of assistance. You can also the roles I am currently working on here. 

The post 3 reasons why working with a Recruitment Consultant makes more sense than directly applying for your next job. appeared first on Executive Connections.

While there are many different styles of interviews, the most common is the Competency Based interview.  It allows employers to assess whether your skills, motivations and personality match up with what they are looking for when filling the position.

Candidates must give situational examples of times in the past when they have performed particular tasks or achieved particular outcomes using certain skills. This style of interview gives potential employers an idea of how you will perform in these situations in future scenarios within their business.  Even though you may dread the type of questions you will be asked and the pressures associated with interviews, you will be happy to know that you can prepare for a competency based interview. Here at Executive Connections we want to help eliminate the stress and worry that surround interviews. Keep reading below for my tips on how to approach Competency Based Questions and be a STAR during your next interview.

Once you identify the competencies you may be asked about in an interview you can prepare an answer and depending on which position you are interviewing for you can always tweak the answer.

One of the most common questions I get asked is: How will I know it’s a competency based interview question? If you are engaging with a recruitment consultant they will be aware of the interview format and will be able to help you prepare. If you are not however, you will be able to recognise it by how the questions are phrased. See some examples below of how an interview may pose a competency based question:

• How would you…
• What would you do if…
• Can you explain how you would…
• Tell me about a time you…..

The second thing to note is how to answer these questions. What is the interviewer looking for? When answering, you will need to explain how you would handle the situation normally giving a step by step answer. The STAR method is very common when developing an answer for competency questions. So when answering detail the situation, task, action and result.

When I am preparing my candidates for interview, I simplify this slightly and have come to use my own personal SME (start middle and end) method.

1. Give an overview of the situation.
2. Describe what YOU did in the situation.
3. Describe how YOU did it and the positive outcome as a result of your actions.

So you are confident in how to form the answer – here are some more tips on what to include.

• I always recommend to give an example based on a past work experience situation. Mention the company you worked for, your involvement in detail and also include timelines if you have them to show maximum efficiency.
• Stick to the point. Describe the situation in detail but try and include only relevant information as to how you handled the situation step by step. Avoid long winded answers and always talk in the first person. While you may have worked as part of a team in your previous role, always speak in the first person and use positive language e.g. ‘I succeeded in….’, ‘I was responsible for…’.
• Always give an example. You should always give an example, whether the interviewer asked for one or not. Don’t leave them doubting your ability so if you have a perfect example that will impress them be sure to include it in your answer.  

Finally I have included a short list of common competency based questions. Obviously questions will differ based on the industry you work in but many can be used across a variety of industries. See some examples below:

• Give an example of a difficult or sensitive situation with a fellow colleague?
• Describe something you have done to improve the performance of your team?
• Describe a situation where you were successful in getting people to work together effectively?
• Tell me about a time when you had to lead a group to achieve an objective?
• Describe a time when you were in a high pressure situation?
• Describe a time when you encountered a difficult customer, the situation, and what you did?

Competency based interview questions are not to be feared. Like everything if you prepare well you can get great results. If you have any questions based on the above article or have a competency based interview in the near future and would like some guidance please don’t hesitate to get in contact with me.

Keith Walsh is a Principal Consultant specialising in Banking and Financial recruitment with Executive Connections. For further career advice, click here or you can contact Keith on keith@executiveconnections.ie or call 01-6618740.

The post Competency Based Interview – How to be a STAR in your next interview. appeared first on Executive Connections.

For many the thoughts of compiling and structuring a CV is a daunting task. Research has shown that your CV can be discarded in a matter of seconds if an employer or recruiter doesn’t immediately read the information they want. Working mainly in the Banking sector, many of my candidates come across the same problems when writing their CV. Questions that I receive regular enquiries about include questions such as: What type of information does my Banking CV need to contain? Should I make sure to keep it less than 2 pages? Do I include every job I’ve had or just those that are relevant?

There is a wealth of information out there on how to structure your CV. Most of the information is generic and it can be hard to apply the information available to your specific industry. In light of this, I have put together a detailed list of what you should include in your Banking CV when making your next move within the Banking sector.

I am in direct contact with some of the biggest banking institutions on a daily basis. Some of them receive in excess of hundreds of CVs per day so how do you make yours stand out from the crowd? Here are the key points I always recommend my candidates to include in order to have the best chance at success.

1. Go back to Basics

Most important are your day-to-day tasks. What do you do from the moment you hit your desk until you leave? Be extremely clear in your approach when explaining what exactly you do. Be mindful when listing these to firstly include the tasks that are most relevant to the role you are applying for.

2. Demonstrate your Development

Equally important are any promotions of extra responsibilities you’ve taken on as you have progressed in your role. Employers are keen to hire people who go above and beyond and will be an integral member of their team. If you have had a number of promotions within a short period of time mention them as well as the timeframe they occurred in.

3. Doing things better?

What really makes you stand out is project work or process improvements you’ve led or been involved in. Clearly outline these with direct focus on your role within these projects. Many of our Banking clients have requirements for candidates with proven Project Management skills. Showing examples of processes which you have been involved in streamlining is very attractive for employers.

4. Explain the gaps

Ensure you list all roles you’ve had and discuss any gaps in employment with your recruiter to ensure you cover these too. Gaps in your CV are generally not a problem once you can explain them. Do not try and hide them as often people are caught out and it doesn’t reflect well on them. If you have a valid reason for a gap in your CV such as time away travelling be open and up front, employers are totally open to this.

Don’t allow for any doubt at first glance. If you’ve been away travelling, lucky you!! Most likely you’ll have some odd, short term jobs on your CV. It is important to list these, remember the banking world is highly regulated and background checks and on-boarding processes are detailed and thorough. My advice is to outline the timeline of your travels, acknowledge you had a number of temporary contracts and bullet point each one listing the dates you worked there, the company name and your job title. This is clear, concise and avoids any confusion at a later stage too when you’ve landed yourself an offer!

5. Technical Skills

Make sure to include your systems experience. From a training perspective your experience of certain systems can make you more attractive than your competitors in the market and this is worth highlighting upfront. Internal or in-house systems are worth mentioning too, often they are easily comparable to counterpart systems in your industry so these are worth mentioning too.

6. Tailored CVs

It’s perfectly fine to have a few versions of your CV. Some experience might be more relevant for one role than another and in order to make yourself stand out sometimes you’ll need to reformat you profile to highlight your more relevant experience for the job. I also advise rewriting introductory paragraphs to showcase what parts of the job specification you have experience or knowledge of. Don’t forget you need to grab attention in the first few lines at a minimum.

If you’d like to chat through your CV, get some advice on how you should prepare your profile and find out what my investment banking clients look for in a Banking CV, contact me at ciara@executiveconnections.ie or you can call me on 01-6618740. You can also view the opportunities I am currently working on here. 

The post 6 things you need to include in your Banking CV appeared first on Executive Connections.

Why the sudden surge?

Open your Twitter feed, a news site or listen to a jobs announcement and Fintech is guaranteed to be mentioned in some form. Fintech – or financial technology almost feels like a natural progression, given the success of the already thriving Irish Financial Services and Technology sectors. These two successful industries have now collided, merging to create new companies, products, ways of doing business and endless opportunities.

The industry has been described as booming with the government supporting Fintech strongly in its IFS 2020 (A Strategy for Ireland’s International Financial Services Sector 2015-2020). The Irish Venture Capital Association reports investment of €520 billion in Fintech start-ups in 2015, making it a record year for investment.

As more innovative Fintech start-ups start to pop up throughout the city and those already established continue to scale, Dublin has an excellent opportunity to cash in on this growth. Many of our clients, established financial institutions also see Fintech as their next opportunity. These global Financial Services providers are seeking competitive advantage by adopting Fintech services for their clients. In an effort not to be left behind, they are investing heavily in technology, creating new products, services and in turn career opportunities for talented individuals.

An increasing volume of Fintech companies means increasing numbers of people working within the sector. The number of Fintech career opportunities are growing at a rapid rate due to a couple of key factors:

• The start-up scene is full of hungry entrepreneurs ready to make their mark.
• A commitment from the Irish government to provide funding and pump investment into the sector shows that they recognise the potential to boost Ireland’s reputation as an internationally recognised Fintech hub.
• Both the large global and indigenous financial institutions are tracking both the opportunity and challenge provided by Fintech companies. The international trend has seen increased M&A activity as they seek to acquire competence in this sector and/or set up innovation labs internally in an effort to launch their own Fintech services & platforms independently or in collaboration with partners.

Hiring Trends

Our list of Fintech clients is beginning to grow and as we speak to more and more candidates whose aim it is to enter the Fintech space, here are our insights as to what it takes to be successful in the area.

What are Fintech employers looking for?

• Of course it goes without saying that to enter this exciting industry employers will be looking for top talent. Those who challenge the norm and are ready to make a lasting impact on the development of the industry in Ireland will be of main interest to employers.
• Those who are visionary in their work and excited to be a part of the evolution of Fintech will also be attractive to employers.
• Many Fintech companies are scaling rapidly, and with no solid structural environment in these start-ups someone who can work without ambiguity will thrive in this sector. It is likely that project scope will change, with changing priorities and objectives being the norm. Employers are seeking candidates that can adapt in these situations, adjusting to inevitable changes in this fast paced environment.
• As it is a relatively new space, finding large amounts of people with extensive Fintech experience may not be a reality. Therefore those who can display a broad level of knowledge in the area are more likely to be hired. Furthermore those who demonstrate a passion for Fintech and are ambitious will have a distinct advantage in securing employment.
• When it comes to education and skills, candidates are required to be highly technical. In reality many of the start-ups are tech companies moving into the financial services space. Employees will need to be methodical and analytical in their work, almost scientific in their approach such is the complexity of the sector.

With an effect on Banking, Asset Management, Payments, Insurance, Trading and more, we are excited to see how the industry matures and are delighted to be directly involved, working with the best talent Dublin and beyond has to offer.

Are you ready for a career move in to a brand new and exciting industry? Is Fintech where you see your career soaring to the next level? If yes, we would love to hear from you. Call Aisling on 01-6618740 or see more of our Fintech roles here.

The post What does it take to build a successful Fintech career? appeared first on Executive Connections.

There is undoubtedly a huge amount of roles out there for skilled Software Account Executives and Account Managers, BUT, the very best Account Executives and Account Managers are all looking for roles in the same select few companies (and we all know which companies they are!). I have met hundreds of these candidates – they know they are good and I do too.  While it is my job to dig for information if candidates don’t articulate it right away – this should not be the case when faced with a hiring manager in a progressive tech company. This information should be on the tip of your tongue, prepared and ready to impress your potential employer from the off.

With this in mind I have laid out below the key information you should have ready for your next tech sales interview.

Sale Type

This will be very important depending on the type of role you are interviewing for. If you are interviewing for a role with a new business focus be sure to be able to tell the employer what percentage of your current role is new business acquisition. Also be able to explain your process, step by step, for bringing a new client to the business. Similarly for roles with a focus on Account Management, be able to explain how you retain and grow business.

Sales Cycle

You should be able to explain how long a deal will take from first contact to close. Highlight shortest, longest and average sales cycle. Employers want to see how transactional / complex your sales are. This can be very important to potential employers depending on their business model.

 Deal Size

Similarly to sales cycle, know your average deal size as well as your smallest and largest deal. Also, if small deals are used to “land and expand”, make potential employers aware of this and give concrete examples of times where you have achieved this with success. Deal size can be a big factor for potential employers especially for companies with large deals; only highly skilled Account Execs can close out the largest deals!

Annual Target & Performance in Relation to Target

This is massively important – if you don’t know this, don’t bother showing up! Being able to ream off this information does two things. Firstly, it shows how good you are at your job but it also shows potential employers how commercially aware you are. Secondly, being able to explain variance in figures in relation to target (good or bad) shows you know exactly how the sales process works and will instill confidence in those interviewing you.

Target Market

Again this is important, possibly not a deal breaker but still a “need to know”. If you are a skilled software sales professional, the size of the companies you target can be important. Some employers may want people who have sold to a particular size organisation in a particular territory. Given the demand for software sales professionals this may not stop someone with good experience securing a new job, but at enterprise level it can be slightly more important.

Target Verticals

For employers who target particular industries, this can be a key influencer and can be the difference between getting a job offer ahead of another candidate.  There are a number of reasons behind this, you may already have an established network of contacts in this industry, you will be able to talk the talk with senior stakeholders, and with your strong industry knowledge you will be aware of the latest market trends, making you able to spot red flags in the sales process early.

Decision Makers

The final element relates to people you engage with during the sales process.  Who do you speak to when closing out deals? This shows at what level and what division of a business you can build credibility. For certain employers, depending on their technology, it may be important that you can establish strong relationships with senior technical staff such as CTOs. Other employers may want you to be able CMOs and VPs of Sales. Also the ability to talk numbers with a CFO can be instrumental in closing out a deal as they are often in control of the purse strings and ultimately sign off on large deals.

If you are thinking about a move and would like to chat about any of the points above or are thinking about a new job opportunity in the Sales & Marketing space feel free to get in touch with me. View my live opportunities here or call me on 01 – 6618740 or email jamie@executiveconnections.ie. 

The post Preparing for a Tech Sales Interview? You need to have this information ready… appeared first on Executive Connections.

Ok, so at this point we’re probably all tired of hearing about Brexit and speculating its impending implications. The future of Canary Wharf in particular has been plunged into uncertainty, with the international banks still nursing a major migraine following last week’s referendum result. One thing is for sure however… we here in Ireland need to make the best of this bad bargain.

While all is yet to be confirmed, many of our friends across the pond have already begun to make plans around relocating some of their major functions. London’s Financial Services industry, like many others in Europe has always laid on the foundations of a flexible and free flowing travel band across the European continent. Removing this element was always going to be detrimental to its future.

Word on the street has it that big banks are most interested in three major financial hubs across Europe, Paris, Frankfurt and most importantly for us DUBLIN! The jobs market in Financial Services in Ireland has been nicely buoyant for the last 12-18 months. Many of the leading international banks are already at home here in well established, large operations. Following on from last week, Dublin could find itself home to more and more job opportunities and much sooner than we once thought. As a result of this we need to plan ahead where possible. Remember, the early bird catches the worm!

You may not be currently looking for a new job, but we are all candidates in this fast moving market. Not opening yourself to checking out new opportunities in your industry could be a huge setback in your career development plan. Now is the time to start thinking about what you want in your next step.

Below are some key tips to getting yourself and your profile in ship shape before our new neighbours arrive.

Planning

• What do you want? What is your next step? What is most important to you in your job and what do you want for sure in your next one?
• Be specific and realistic. We would all like a car allowance for a Ferrari and space to park it in but there are some more basic factors that are to be considered. Maybe its location, work / life balance, clearer reporting lines or a more collaborative environment. Write these down and discuss them with your recruiter later
• What companies are you interested in? Take a look at the international banks in London and which ones are most likely to move to Dublin – what do you know about them? Who do you know that works for them and can they give you more insight? Try and be as informed as possible.

Action

• LinkedIn is a good place to start and will help you gain more insight into how your market is performing and what movements your peers have been making of late.
• Update your profile fully, list your skills and experience, make sure you have a photograph and your employers are listed.
• Network – get out there and connect with the thought leaders in your space. Who is sharing the content you’re interested in?
• Do a full review of your CV and update it in detail. Don’t worry about the length of your CV, your recruiter will assist you with trimming and formatting where necessary.

Proactivity 

• Keep your finger on the pulse of your industry, your peers and competitors. Combine this with your recruiter’s inside knowledge and expertise and you’ll be ahead of the game as new opportunities reach our shores.
• I always remind candidate to be protective of your profile. You are individual in both your skillset and requirements. Bulk applying directly to employers is not the right approach to maximising from Brexit. Meet with your recruiter, plan your approach with them, leverage off their industry knowledge and direct insight into their clients plans for growth and you’ll be ready to hit the ground running when the right opportunities arise for you.

Executive Connections have specialised in Banking and Finance recruitment for over 25 years in Ireland and internationally. We have long standing relationships with many of the companies who will be affected by Brexit and our expert teams can assist you with all of the above, in preparation for a wealth of opportunity that this monumental event may produce.

Click here to view a list of current opportunities I am working on or contact me to discuss you next career move. Call me today on 01-6618740.

The post Benefit from Brexit- CVs at the ready! appeared first on Executive Connections.

Be it Australia, New Zealand, Canada or the UK, there is no doubt that these countries have acquired some of Ireland’s brightest talents over the last 5 years. While some of generation emigration took the leap to build a life abroad permanently, others left Ireland for a more temporary overseas jaunt. We are seeing a significant increase in the number of expats returning to Ireland permanently.  17% of people immigrating to Ireland during 2015 were Irish nationals returning home as international confidence and faith in the Irish market grows.

The Irish jobs market now has the ability to reap the benefit as our talented millennials return with relevant experience and an abundance of skills. Whether they went in search of professional experience, a long term career or a year’s breather to discover themselves we are glad they are returning and believe they will be a great addition to Ireland’s workforce in 2016.

Are you considering returning to Ireland for good? Read below our colleague Ciara Merriman’s account of the transition after making the trip home last year:

“In December 2014 I returned from over a two year stint down under.  Australia is a fantastic place to live and work and continues to offer ample opportunity to the talented, driven people who seek it. However, I finally accepted that my heart still lay in Ireland and that’s where I saw myself building my life.  I knew what the reality of living in Ireland was (weather included) but my biggest concern was what was it like to work in Ireland after being away?

It was a dive into the world of the unknown and the uncertainty that came along with it was always front of mind. What if it’s not the same as when I left? What if things have changed? What if everyone has moved on with their lives?

I made sure to do some research before coming home. I reached out to many friends and family for advice, and received a mixed response. Some biased and purposely influential and others typical Irish and self deprecating but I needed to know the facts. Having dealt with several recruitment firms in Australia and securing contract positions, I realised they can offer so much more than matching you with the right employer.

I approached a friend from home that worked in the recruitment space in Dublin, and asked for a frank break down of the Irish market.  Thankfully the feedback was good, people were hiring again and her predictions were true as 2015 saw the creation of a record number of jobs throughout the country across all industries.

I had acquired skills throughout my time abroad but wasn’t quite sure how to put them to use. I had a strong sales background but it wasn’t until I got introduced to the industry I saw how I could transfer these skills to the diverse and challenging world of recruitment. Through research, networking and speaking to friends I was lucky enough to land a job in the recruitment industry where my strengths are utilised daily and I haven’t looked back.

I wouldn’t change my experiences in Australia for the world but I’m glad I’ve chosen Ireland. For me, it’s all about family, friendship, an exciting career and the quality of life in the vibrant city that is Dublin.” 

If you have recently made the move and would like to speak to someone about current career opportunities in Ireland you can call us on 01-6618740. Alternatively if you are abroad and considering returning to Ireland for good, we want to help make the transition as smooth as possible. Engage with us now to discuss the current jobs market or view our live roles here. #HomeToWork

The post Ciara Merriman’s first hand account of returning to Ireland for good. appeared first on Executive Connections.

On the back of a successful year for Executive Connections it is great to be acknowledged in this category.  We operate in a highly competitive sector and to be shortlisted makes for a great buzz around the office! The awards ceremony takes place tomorrow evening, December 4th int he Shelbourne Hotel and we are looking forward to the big night. We will let you know how we get on!

To keep up to date with all our latest updates, follow us on Facebook, LinkedIn & Twitter.

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