Financial recruiters locate and place personnel in positions within the financial industry. This can include executive searches to handle high-level personnel, or placement of temporary staff to fill positions for people on leave or extended vacations. They can work independently or they may represent specific financial companies or recruiting firms. A knowledge of the industry is required, along with a network of contacts to help recruiters to locate the best talent to fill given positions.
The first step involves a meeting to discuss the position that needs to be filled and the kinds of qualifications the employer is looking for. A financial recruiter can help develop a job listing if the company wants to advertise and may meet with human resources staff to discuss the job description. With this information in hand, the recruiter can turn to a number of resources to locate good interview prospects. These personnel can be meet with representatives of the company to determine if they will meet the need.
One source can be resume-listing sites and networks, which recruiters review periodically to locate good talent. Even if they don’t have a specific job opening to fit a person looking for work, they may establish contact and cultivate a relationship in case a job becomes available. Financial recruiters can also work with resumes kept on hand at their organizations and may contact staffing agencies to find out if they have anyone available. Recruitment can involve attending job fairs or specifically reaching out to talented personnel to determine if they’re interested in switching employers.
Clients may place a time limit on placements to encourage financial recruiters to find someone appropriate in a reasonable period of time. The recruiter pre-screens people who might be appropriate to find the best possible candidates and present them. For employers, financial recruiters can save time and allow them to dedicate resources to detailed interviews and background checks. Recruiters may also have access to resources companies do not, which increases the chances of getting the best person for the position.
Work in this field requires an understanding of different kinds of positions and qualifications in the financial industry, from chief executives to accounting staff. Good people skills are also important. Large networks of resources can be very helpful, as these can allow financial recruiters to expand their influence and locate people who might be highly suitable for job openings.
