Tips for Attracting Top Banking Talent

Your interview process is leaking top talent. Even the most qualified candidates are dropping out of races they could win—derailed by negative recruitment experiences. Is your interview process unintentionally filtering out high-potentials? Open Communication Sets Candidates Up for Success What does an engaging process look like? It’s about... Transparent Communication: •Open and clear communication about the recruitment process and timeline. •Regular updates, even if there are no significant developments. •Provide constructive feedback post-interview. Respect for Time: •Schedule interviews efficiently to minimize disruptions. •Set realistic expectations about the time commitment. •Promptly communicate any changes to the schedule. Alignment with Company Culture: •Clearly communicate the organization's culture and values. •Provide insights into team dynamics during the recruitment process. •Offer opportunities for candidates to interact with potential future colleagues. Engaging Interview Process: •Well-prepared interviewers with knowledge of the candidate's background. •Showcase the organization's commitment to diversity and inclusion. •Create a conversational, two-way dialogue during interviews. Feedback Loop: •Insights on areas of improvement and strengths. •Constructive and timely feedback throughout the process. •A platform for candidates to provide feedback on their experience. Personalized Onboarding Plans: •Tailored onboarding plans aligned with the executive's goals. •Provide resources for a smooth transition into the new role. •Design a mentorship program for ongoing support. Acknowledgment of Achievements: •Recognition of the candidate's accomplishments during the process. •Acknowledge the candidate's expertise and contributions. •A celebration of milestones, even small victories. The Bottom Line: Experiences Build Relationships Talent wants to be wooed. A positive recruitment journey makes candidates feel valued, understood, and excited to join your team. The stakes are high when vying for top talent. Is your process effectively showcasing your employer brand? Or driving away the executives who could have transformed your organization? How do you prioritize candidate experience in your executive recruitment journey?

Top talent isn’t saying yes to every offer. Even in employer-driven market, great offers are left on the table. “We made a great offer. Why didn’t they take it?” It’s often because the bar for candidates has changed, too. Top talent is prioritizing different things than they did 5 years ago. Here’s when they say 𝗬𝗘𝗦: → The role aligns with their skills and personal values → They won’t have to sacrifice family time (travel expectations are a dealbreaker for many) → The leader and culture feel like a fit → There’s transparency about flexibility, expectations, and the reality of the work And here’s when they walk away: 🚩 Travel requirements that feel excessive 🚩 Inflexible culture 🚩 Lack of clarity on leadership expectations 🚩 Slow, disorganized hiring process (yes — that still matters) One trend I’m seeing: 👉 Candidates are willing to wait longer for the right role. They’re NOT negotiating on the basics anymore. For top talent….A good paycheck won’t overcome poor culture or lack of flexibility What are YOU noticing? #ExecutiveRecruiting #FinanceCareers #ResumeTips #AccountingJobs #HiringInsights #LeadershipHiring ************** If you're in the accounting, finance, HR, or C-suite fields and looking to explore new opportunities or enhance your team, I'd love to connect. 𝑰'𝒎 𝒏𝒐𝒕 𝒂 𝒄𝒉𝒆𝒄𝒌𝒍𝒊𝒔𝒕 𝒓𝒆𝒄𝒓𝒖𝒊𝒕𝒆𝒓 – I take the time to understand your goals and will only reach out when the time is right. Let's start a conversation today and partner when you're ready

As talent acquisition professionals/recruiters, we know the frustration of open positions languishing and top candidates slipping through the cracks. In today's competitive market, a sluggish hiring process can be crippling. By leveraging the expertise of a staffing agency like Apex Staffing, you can amplify your hiring efforts and find the right talent fast. 1. Attract High-Caliber Candidates with Precision Targeting: Craft Compelling Job Descriptions: Ditch the generic jargon and paint a vivid picture of the role's impact, company culture, and unique appeal. Be specific about required skills and experience, while leaving room for diverse talent to shine. Expand Your Recruitment Landscape: Go beyond traditional job boards. We utilize specialized platforms, professional networks, and targeted outreach to connect with hidden talent pools. 2. Prioritize Transparency and Candidate Experience: Acknowledge Every Applicant: A simple email acknowledging receipt speaks volumes. Outline the timeline and next steps, ensuring candidates feel informed and respected. Provide Timely Feedback: Even post-rejection, constructive feedback demonstrates professionalism and fosters positive candidate impressions. 3. Embrace Technology for Enhanced Efficiency: Automate Interview Scheduling: Eliminate email ping-pong and expedite scheduling with tools like Calendly, freeing up valuable time for deeper candidate engagement. Leverage Video Interviews: Conduct initial interviews remotely to expand your talent pool and expedite the process, while saving everyone time and travel expenses. 4. Partner with a Skilled Agency for Proactive Support: Tap into Our Extensive Network: Staffing agencies possess expansive networks of pre-vetted professionals, allowing us to quickly identify and present qualified candidates who align with your specific needs. Gain Access to Expert Guidance: We offer deep market knowledge, customized recruitment strategies, and ongoing support to navigate the intricacies of your industry and talent landscape. Remember, a streamlined hiring process doesn't just benefit your speed; it fosters a positive candidate experience and enhances your employer brand. Partner with a trusted staffing agency like Apex Staffing and unlock the true potential of your recruitment efforts.

🚨 Hiring managers in Risk have a big problem. Lack of supply. Right now we are placing 50% - 70% of mid to senior level risk hires with H1Bs. Why? 1️⃣ There’s not enough domestic talent coming through STEM university programs which are the primary feeders into risk management.  2️⃣ Many of the top STEM/Finance Masters program spots are taken up by foreign students, who then graduate and gain access to the US job market through the OPT and then H1B system. 3️⃣ Many risk management roles are becoming more analytics focused which requires a deeper technical skillset. We’re not cultivating enough technically oriented talent from education throughout the career lifecycle. 4️⃣ Those with analytics oriented skillsets are steering towards roles that sound more interesting like AI, Data science, software engineering and investment management. Many regional banks are under pressure to beef up their risk teams but do not want to sponsor H1Bs for two reasons: 1️⃣ Time to hire. It adds 6-12 weeks lead time on to the start date on top of a job being open for 8-12 weeks before being filled. No one wants to wait 4-6 months for a hire to be made after a role is approved. 2️⃣ Cost – it’s $5-10k in legal costs up front for H1B transfer plus additional likely need to eventually sponsor a green card (Circa $15k). Don’t have a silver bullet but here are a few tips: 1️⃣ Be recruiting when you’re not recruiting. Have a bench of passive candidates that you have spoken to so you can move fast when a need arises.  2️⃣ Have discussions with HR about H1B sponsorship now. This will broaden the talent pool. The cost and the lead time are the reality in such a candidate sparse market. 3️⃣ When recruiting, move fast and don’t be obsessed with finding a unicorn. It’s still very competitive with his type of talent and this will mitigate the issues of the start date lead time. #risk #hiring #H1B