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Strategies for Attracting Top Financial Services Talent

  • Publish Date: Posted 4 months ago
  • Author:by Drew Wilkinson

In such a competitive job market, attracting and retaining top talent is crucial for the success of any organisation. The financial services sector is undergoing a lot of change and requires a workforce that is not only highly skilled but also adaptable. In this blog post, we will explore effective strategies for engaging and retaining the best financial services talent.

Competitive Benefits Packages

Offering competitive salaries and benefits is an obvious but fundamental aspect of attracting the right candidates. Conduct regular benchmarking exercises to ensure your compensation packages are in line with industry standards – or, ideally, better. Consider performances bonuses, competitive pension contributions, death in service, private healthcare, enhanced maternity and paternity benefits, and other perks to make your talent value proposition (TVP) more enticing and to stand-out from competitors. An appealing benefits package can make all the difference for a candidate weighing up their options.

Professional Development Opportunities

The best financial services professionals are committed to continuous learning and growth, which is why providing opportunities for professional and personal development, such as coaching ,internal and external training programmes, and mentorship are crucial for ambitious candidates. Those looking to further their professional qualifications will focus on a role that prioritises training and development. Equally, with talent shortages effecting the industry, it is increasingly important to upskill and stay ahead of changes in legislation and technology. Investing in staff aids retention. This commitment to providing a long-term career map not only enhances skill sets but also demonstrates your investment in people’s development.

Retaining the best talent is of paramount importance in an industry that is facing talent shortages amidst other economic challenges, and so a clear investment in your workforce will be an enormous benefit for professionals considering their future. If a candidate is fulfilled in their role, and there’s a clear upwards trajectory for them to work towards, they won’t be tempted to leave. 

Flexible Work Arrangements

In today's modern work environment, flexibility is highly valued. Consider offering flexible work hours, remote work options, or a compressed working week. This flexibility not only improves work-life balance but also appeals to candidates who prioritise autonomy and control over their work schedules. This level of trust will go a long way with candidates who are, at the very least, looking for a hybrid job role. It has an appeal for those with families – and for those who’d rather not spend hours in traffic. It also considers those with childcare and caring responsibilities whose schedules are more in-flux. Inclusive recruitment practices will engage candidates who aren’t able to commit to a traditional 9-5 office set up, which is becoming a remnant of a pre-pandemic era. It also expands the talent pool if being close to the office isn’t a priority.

The impact of digital advancementshas blurred work and home to a large extent. It’s harder to separate those boundaries and work often blends into people’s home life. To address this, companies can offer flexibility, acknowledging that the modern workforcei s working diligently but differently. Staff who are treated with respect and trust will be more likely to go the extra mile in return and build a sense of loyalty. It’s a mutual understanding that creating a sense of work-life balanceis a work-in-process, and people’s wellbeing is taking priority in this way. By offering flexible work arrangements, it will appeal to a number of professionals previously excluded by the lack of flexibility.

Company Culture and Values

A positive company culture that aligns with the values of potential employees can be a powerful magnet for top talent. It is not just about wages and benefits; candidates want to feel a sense of purpose and fulfilment in where they’re spending a majority of their time. Clearly communicate your organisation's mission, vision, and values during the recruitment and onboarding process and showcase a collaborative and inclusive work environment. Being filled with purpose on a day-to-day is naturally inspiring, and candidates who are engaged with their work are likely to have better performances. 

The digital world has created avenues to showcase company culture, for example social media and review sites. It’s important for companies to be honest about their values and journey of improvement; candidates are more likely to consider a company that acknowledges its mistakes but is showing a desire to learn and improve, than a company that promises values it does not deliver on and falls short of expectations. 

Cutting-Edge Technology:

Invest in cutting-edge financial software, analytics platforms, and other technologies to stand out over competitors. Highlight these resources during the recruitment process to attract candidates who are eager to work with state-of-the-art tools. Finance professionals may be swayed by an environment equipped with the latest technology and tools, as this showcases an investment to the team and an overall commitment to the future and learning and development. Forward-thinking organisations are committed to optimising performances and continuous improvement. 

Diversity and Inclusion Initiatives

A diverse and inclusive workplace is attractive to top talent. Implement initiatives that promote diversity and inclusion and showcase these efforts in your recruitment materials. Emphasise your commitment to creating a workplace where everyone feels valued and included; it should be a focal point in your strategy. This not only widens the talent pool but creates an environment that is conducive to making people the best version of themselves. 

To do this, be open and transparent about your initiatives. They don’t have to be perfect, but people appreciate honesty and effort. Gender pay gap reporting, creating a social calendar that reflects various events like Pride and Black History Month, and generating opportunities for teamwork and collaboration are a few examples of cultivating a diverse, inclusive, and equitable environment. 

Recruitment Marketing

Develop a strong employer brand through recruitment marketing. Leverage social media, professional networks, and industry events to promote your organisation as an employer of choice. Highlight success stories of current employees to build credibility and ensure that the branding and message are correctly and appealingly conveyed across all methods of marketing, both online and offline. Marketing should enhance what is already present; it’s equally important not to oversell and risk the candidate becoming disillusioned. Here, a company’s digital footprint is extremely important, as candidates are likely to gather information from a variety of sources, including review sites. Recruitment marketing, which is one of the services we offer at NRG, analyses your employer brand, job descriptions, and job advertisements, ensuring that they accurately reflect your organisational values and job requirements. 

Streamlined Recruitment Process

A lengthy and cumbersome recruitment process can deter top talent, particularly in a sector like financial services where the candidates are time-poor. Streamline your hiring process to ensure efficiency while maintaining thorough evaluations. Prompt communication, transparent timelines, and a positive candidate experience are key elements in attracting and retaining the best talent. Consider a specialist recruitment company like NRG to source candidates; we consider skill sets, diversity and inclusion, and culture-fit to find the most suitable people. We can work with your internal teams to analyse your candidate journey for areas of improvement and effectively market your roles and company to an interested talent pool, avoiding the common pitfalls that cause candidates to drop out from the recruitment funnel.

Attracting top financial services talent requires a strategic approach that combines effective employer branding, benefits packages, learning and development opportunities, flexibility, and an appealing Talent Value Proposition (TVP). By assessing the needs of a modern workforce, and standing out from competitors, your organisation can position itself as a desirable place to work for the best and brightest talent in the financial services industry.