The Key Learning Points:

1.The graduate job application experience in financial services

2.The impact of the pandemic on recruitment processes and the need to provide a personal touch

3.The top three tips for organisations looking to attract new fresh talent 

For the next few weeks on the Risky Mix podcast we’re delving into the world of recruitment in the financial services sector and on this week’s episode we’re pleased to be joined by three wonderful guests – Harriet Lockey, Van Sada – both recent graduates and new starters in our industry, and Anu Manthri, director of business development at Bright Network – a business passionate about diverse recruitment and improving social mobility. In this episode, we’ll be hearing all about Harriet and Van’s experiences as they started in the world of work and Anu will be sharing her words of wisdom for organisations looking to appeal to young, fresh talent!

The impact of the pandemic
Harriet speaks about the increased competition for roles: “There was just a huge pressure, during the pandemic, around finding a graduate role. We all were aware that there were fewer options available.” She added that job hunting was like taking another module in university! Anu adds that 85% of members were worried about the pressure of careers during the pandemic, however, has seen some real positives coming out, including a push towards innovation and increased use of technology and virtual interviews which has helped to better include those in social mobility groups. Anu continues that 90% of members felt that virtual events supported their careers but suggests that the novelty may now have worn off so perhaps now is the time to think about hybrid recruitment and getting a bit more back in person.

The personal touch
We talk about what the graduates enjoyed about their job application processes and for Harriet, having a human touch was important: “One of the things that stood out to me were companies that you actually spoke to people!” She explained that you go through three or four application stages with large firms before you get face-to-face and “only then can you really understand what their values and culture as a company are like.” For Van, it was about feeling comfortable through the application process: “I was just looking for a rapport with the people who actually interviewed me.” 

A lack of feedback
Harriet faced a number of automated rejections from job applications but explains that “you don’t actually know how you did, or where you went wrong. You don’t know if it was the CV or cover letter or the psychometric test.” Anu adds: “The harsh truth is that not all organisations do give feedback.” But explains that where employers get it right is where they have a portal where grads can ask for feedback. 

What grads look for
For Van, career progression prospects were key: “I always looked at where I wanted to go in the future, not necessarily the role itself.” It was important for him to get a foot in the door of a company he liked and where he could see himself working for a long time. Harriet explains that not coming from a Russell group university, she felt at a disadvantage: “Made me feel as though I would take what I got but now I’d say to someone, absolutely go for company culture. Really home in on what you want out of that role.” Anu adds that pre-pandemic, salary was so important to graduates but “this year it’s all been about people and culture” for their membership.

Top tips for organisations on improving recruitment practices
Anu has three tips for organisations: 
1. Have more face-to-face meetings and insight days 
2. Offer mentoring schemes 
3. Provide upskilling opportunities - 95% of Bright Network members feel this is a job of an employer.