ibRecruit is still taking applications on a rolling basis for the Class of 2027. Please find the application at the bottom of the homepage of our website and please send an updated resume in PDF to [email protected]. #womeninfinance #womenininvestmentbanking #dei #ibrecruit #mentorship https://www.ibrecruit.com/
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Liz Nottingham FIPA writes about the challenges for women career relaunchers. Women with excellent experience who are being overlooked for mid to senior level jobs. Particularly in the marketing, media, comms, pr and corp communications sector. So lets get focused 1. Hiring Managers to become more open minded. Brief their inhouse talent teams to specifically consider professionals for open and upcoming roles who have non linear career paths. This means a human being has to intervene (actively manage the ATS) & play a key part in the very early stages of the candidate selection process. 2. The recruitment consultancy sector has to push back more with their clients. Use their sector/market expertise to influence & guide companies on the huge benefits (economic, societal & leadership) gained when hiring from this (often) overlooked group of experienced professionals. Neil Carberry Recruitment & Employment Confederation Kate Shoesmith are working hard in this area. 3. Our next government needs to robustly tackle ageism in the workplace - the final protected characteristic to get proper attention @back2businessship f1 Recruitment Limited NoTurningBack2020 #ageism #marketing #comms #pr #sportsmarketing #media Sarah Bishop
We hear a great deal about talent being “hard to find” and in my long career the “war on talent” has been raging for years. And it’s all getting a bit boring. How so? We are coaching our super experienced women returners from our highly successful Back2BusinessShip programme who tell us that they not even getting a reply from the recruiters they are applying to. How is this possible, when talent is “so hard to find?” What they offer Their education and skills are exemplary:- MBAs CIM diplomas First and second Degrees And they continue to seek additional courses and programs to proactively further develop their knowledge of the current trends in the workplace. Years of valuable experience across Marketing &Communications and all this umbrella title contains. And yet.. and yet…they are still looking for an interview. A precious opportunity for a conversation to open a door to their return. What are the blocks? One key block seems to be the lazy recruitment platforms which are looking to find an easy fit for a role. These returners don’t fit the hole. They aren’t entry level. As they have been away for 5years or so, they don’t fit into a senior box. They feel they don’t belong. Yet they have skills and knowledge to bring to your business and teams. The second block is creating connection. Can we just go old school for an afternoon at least. Can we bypass the platforms, the algorithms and the limited boxes and profiles and respond to these candidates when they apply for your roles. Pick up the phone and have an old fashioned conversation with them. We have a hunch you won’t be disappointed. Amanda Fone f1 Recruitment Limited #returners #hireareturner #back2businessship #careers #hiringmangers #recruiters #CIM
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We hear a great deal about talent being “hard to find” and in my long career the “war on talent” has been raging for years. And it’s all getting a bit boring. How so? We are coaching our super experienced women returners from our highly successful Back2BusinessShip programme who tell us that they not even getting a reply from the recruiters they are applying to. How is this possible, when talent is “so hard to find?” What they offer Their education and skills are exemplary:- MBAs CIM diplomas First and second Degrees And they continue to seek additional courses and programs to proactively further develop their knowledge of the current trends in the workplace. Years of valuable experience across Marketing &Communications and all this umbrella title contains. And yet.. and yet…they are still looking for an interview. A precious opportunity for a conversation to open a door to their return. What are the blocks? One key block seems to be the lazy recruitment platforms which are looking to find an easy fit for a role. These returners don’t fit the hole. They aren’t entry level. As they have been away for 5years or so, they don’t fit into a senior box. They feel they don’t belong. Yet they have skills and knowledge to bring to your business and teams. The second block is creating connection. Can we just go old school for an afternoon at least. Can we bypass the platforms, the algorithms and the limited boxes and profiles and respond to these candidates when they apply for your roles. Pick up the phone and have an old fashioned conversation with them. We have a hunch you won’t be disappointed. Amanda Fone f1 Recruitment Limited #returners #hireareturner #back2businessship #careers #hiringmangers #recruiters #CIM
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Black Woman in Tech 🇯🇲🇪🇹 Admin @ Plutus ☁️ ✨👩🏾💻 | Leveraging technology for positive change | CRM Expert | Flow/Automation | Case Management | 3x Boymom 😮💨 | Salesforce Career Mentor 🤓
🚀 Exciting News for Job Seekers! 🚀 Hi everyone! I recently came across an innovative job search tool called Referenceme.ai, created by a forward-thinking entrepreneur who's changing the game in hiring. 🎉 Referenceme.ai aims to revolutionize the hiring process by allowing applicants to submit references directly as part of their candidacy profile. This approach not only highlights your skills and experiences but also demonstrates your value to potential employers in a powerful way. Here's how it works: 1️⃣ Gather Your References: Collect at least three certified references on the Referenceme.ai platform. 2️⃣ Enhance Your Profile: Add these references to your candidacy profile to showcase your strengths and experiences. 3️⃣ Increase Your Chances: Submit your profile to potential employers, increasing your chances of standing out and getting hired faster. I think this tool can significantly impact how experienced professionals, like many of you, can leverage your hard-earned experiences to land the roles you deserve. Even if it doesn’t work out immediately, you'll have a set of certified references ready for future job searches. Check out https://referenceme.ai/ and see how it can help you in your job search journey. Let's change the way hiring is done and help each other succeed! 💪🏾 #JobSearch #CareerGrowth #Innovation #Hiring #References #JobSeekers #ReferenceMeAI
Reference Me LLC
referenceme.ai
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In today’s competitive environment, you can’t afford to miss the target. SBA Search can help you hit the bullseye. We make it easy for you to hire what you need for the success of your department. Selecting the best lending personnel is more challenging today than ever before. Demand for the best and most experienced people is extremely high. Through our extensive work in the financial service industry, we have established solid relationships with industry leaders. We specialize in identifying and placing key personnel with highly developed skills in conventional and small business lending. Working on a non-exclusive basis, our average time from engagement to placement is less than 30 days. For help finding great candidates to fill your personnel needs please follow the 🔗 #linkinbio #SBAsearch #IamSBA #SBA #SBACareers #SmallBusinessJobs #SBARecruiting #SmallBizOpportunities #EntrepreneurshipJobs #SmallBizHiring #SBAJobs #SmallBusinessDevelopment #SBAOpportunities #BusinessJobs #StartupHiring #SBAEmployment #SmallBizGrowth #SBAJobOpenings #BusinessDevelopmentJobs #SmallBizRecruitment #SBACareerFair #SmallBusinessNetworking #SBAInternships #SmallBizTalent
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So I just spent the last few days taking personal interviews for potential #BSchool candidates as part of their #admission process to the #mba program. I have a few thoughts I's like to share on the matter: 1. I'll start with something that should be obvious. If you don't know what problem you want to work on after you graduate and how an MBA can help, you are not ready for a B-School. Honestly, it would be a waste of your time and money. The most successful candidates I know have a clear #vision of what they want to do 2 years, 5 years and 7 to 10 years after graduation. If this isn't you just now, please spend some serious time on this. Remember, the average fees these days is around 20 Lakhs for the program. Do you really want to spend that kind of money, without fully understanding what career you want to be in? 2. If you are a #fresher, and the #interviewer asks why they should pick you over someone with #workexperience, literally the WORST answer you can give is something along the lines of being creative and original while the others have the same #corporate way of thinking. We value work experience for a reason. Going by the logic of this answer, the entire incoming class should be filled with freshers only. If you are wondering what a good answer is to this question, refer point 1. 3. #Marketing, #Finance and #Operations etc are not #careers. They are functions within a #company and encompass a broad variety of activities. To gain a better understanding of what careers are available in these areas, and to really know if this is the path you want, a simple thing you can do before your #interview is reach out to a few people who are into #brandmanagement or #investmentbanking or #analytics and ask them what problems they work on, on a day to day basis. Simple thing really, but so useful! Plus it shows the panel that you are actually serious about the career you say you want to pursue. Well, that's #my2cents . Feel free to agree, disagree or even reach out to me if you want to talk. To those who made it this year, Congratulations and All the best! To those who didn't, chin up guys! There is always next year! Good luck!
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Problem: Why is it harder for freshers to secure a job than to retain one? What hypothetical success looks like: Let's imagine it's relatively easy to land an entry-level job, but significantly tougher to maintain it without ongoing improvement to stay competitive with peers. Pros: 1. All time spent on courses for acing entrance tests/interviews can be redirected to mastering job skills. 2. Employers can swiftly fill entry-level positions without lengthy, costly interviews that often fail to identify top talent. 3. Increased entry opportunities promote employee mobility, enabling individuals to find fulfilling roles where they excel, rather than staying stuck in unfulfilling jobs. How can a company achieve this? Here's one proposal: Reward existing top performing employees by granting them the ability to hire one intern bypassing the traditional interview process. 1. This approach can uncover talent overlooked by standard hiring methods, thus reducing barriers to entry. Interns must demonstrate sufficient learning to receive fulltime offer (making it harder to hold onto the job). 2. It demonstrates the company's trust in its top performers and empowers them to shape their teams. I welcome your ideas in the comments for how a company could achieve this hypothetical scenario. Let's brainstorm together!
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"Empowering UK Financial Advisers to Take Control, Earn More, and Achieve Career Satisfaction. Let's Find Your Ideal Role." 07815900197 [email protected]
Welcome to the final day of our series on financial services recruitment! So far, we've covered industry trends and key advisor qualities. Today, let's explore innovative recruitment strategies to attract top talent in the financial advice sector. Leverage Social Media: Platforms like LinkedIn are invaluable for connecting with potential candidates and showcasing your company culture. Employee Referral Programs: Encourage your current team to refer skilled professionals; they often know people with the right fit. Partnerships with Educational Institutions: Collaborate with universities to tap into fresh talent and provide internship opportunities. Continuous Professional Development: Offer training and growth opportunities to attract ambitious professionals eager to advance their careers. Utilise AI and Automation: Streamline your recruitment process with advanced tools to identify and engage the best candidates efficiently. By implementing these strategies, you'll be well-equipped to build a team of exceptional financial advisors. Let's drive the future of the UK financial services sector together! #FinancialServices #Recruitment #UKFinance #FinancialAdvice #InnovationInRecruitment
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Connecting, Creating and Coaching Leaders at Work || LinkedIn Certified || Leadership and Strategic Hiring across the Globe 🌏🌍🌎|| Motivator || 22K+ Followers || Building a Stronger Talent and Culture at Acro.
Watch Out for Employment Scams! I've noticed a concerning trend that specifically targets recent graduates: job advertisements boasting outrageous 15 LPA-20LPA starting wages for entry-level roles. These frequently offer fantasy jobs that appear almost too wonderful to be true and only require a basic graduate degree. Warning: There's typically a spoiler. This is the actual situation: #False_Promises: These alluring offerings are frequently used to entice gullible newcomers. Companies that advertise such high compensation for recent grads without any relevant experience or abilities could not be telling the truth. They take advantage of those who are just starting out in the workforce by feeding them false hope and taking advantage of their lack of experience. #Examine_the_Employer: Always investigate the company’s background. Examine their website, go through reviews on sites like Glassdoor, and keep an eye out for any warning signs that point to a questionable reputation. #Recognize_the_Role: Ascertain that you are aware of the duties of the position. Request a thorough work description and check to determine if the duties and pay line up. Often, these roles are misrepresented, and the reality can be quite different from the glossy job ad. #Network_and_Confirm: To learn the truth, speak with current or past coworkers. One effective method for confirming the legitimacy of a job offer is through networking. #Seek_Guidance: Don't be afraid to speak with instructors, mentors, or business experts. #Appreciate_Your_Development: Keep in mind that your career is a lifelong path. It’s better to start with a genuine opportunity that offers growth and learning, rather than a misleading offer that could lead to disappointment or worse, exploitation. What’s Really Going On: ➡ Employers take advantage of new hires by tempting them in with large pay but providing little opportunity for true professional progress. ➡Some job postings are designed to collect personal data rather than offer genuine employment ➡The requirement for upfront training or certification costs is a serious red flag. ➡After obtaining candidates' sensitive information or money, phony companies frequently vanish. Your first job sets the tone for your professional journey. Make sure it’s a step in the right direction. Stay informed, be vigilant, and choose wisely. Please follow us at Acro HR Solutions (India) or Acro Service Corp Aditi Goel Shamim Azam Rohit Singh Muskan Bhalla Pranjal Upadhyay Kanchan Sharma Supriya Ghosh Subhayu Banerjee ( L.I.O.N) Dev Sakhuja #employmentscam #employment #scam #employment_scam #stayinformed #vigilant #compliance #HR #humanresources #fakepromise #information
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Employee Engagement Consultant | Account Executive | SaaS | HR Solutions | Finalist for the Women in Sales Awards (Europe) | Finalist for The Elites Awards | Making the world a better place to work |
🌟 Celebrating the Impact of Radical Recruit 🌟 Radical Recruit's mission to empower young individuals with diverse backgrounds is not just commendable; it's life-changing. Junaid's journey is a testament to the transformative power of opportunity and support. Despite facing daunting odds, Junaid, with the help of Radical Recruit, secured a meaningful internship here at Reward Gateway. His determination and the support he received enabled him not only to land a job but also to find a place to call home. 🙌 🏡 At Radical Recruit, they don't just open doors; they create pathways to success for individuals like Junaid. Their commitment to fostering diversity, equity, and inclusion in the workforce is inspiring and aligns perfectly with our own values. 🤝 💕 I am proud to be part of an organisation that sponsors initiatives like Radical Recruit, knowing that our support directly impacts the lives of young people, providing them with the tools and opportunities they need to thrive. 🥇 If you're interested in learning more about how your business can make a difference and support young talent like Junaid, I encourage you to reach out to Radical Recruit or Emma Freivogel. They're doing such important work! 👏 👏 #ESG #CSR #SocialValue #Homelessness #RadicalRecruit #Empowerment #DiversityandInclusion #Opportunity #TransformingLives
Radical Recruit partners with businesses who want to find entry-level talent with diverse identities, backgrounds and experiences that, lets face it, need a bit of Radical support to acquire the skills, confidence, tools and courage to apply for their vacancies, navigate through competitive interview processes and win jobs on merit. Organisations like Reward Gateway are our client. A couple of years back, they came to us for help to fill a six month tech internship. We introduced them to the young Radical pictured; Junaid. Like many young people, over 120,000 in fact, Junaid found himself sofa surfing at friends' houses to survive during the pandemic. The challenge of getting a job as a homeless person was further compounded by his relatively young age, and subsequent lack of professional experience. This, coupled with the fact the his skin is not white and his name indicating to recruiters that he is from a non-white/Global Majority background meant that the odds really were stacked against him. Did you know that non-white job seekers need to send seven CV's for every one CV sent by their white counterparts, to garner the same level of interest? True story. Nuffield Health produced an excellent study on this very issue. The stats are truly shocking. In typical Radical style, Junaid refused to let circumstances define him. With determination and a bit of support from our team, Junaid seized the incredible opportunity at Reward Gateway. Not only did he land the job, but he also secured a place of his own to call home. Here's what Junaid had to say about his journey: "Radical Recruit helped me springboard into the job market in a way I could never have imagined doing on my own. I secured a position at Reward Gateway, a wonderful company that prioritises employee well-being. They've been incredibly welcoming, and the whole company feels like a family. I've been learning Project Management skills hands-on with actual clients, something I never thought I'd have the opportunity to do in an internship. I'm incredibly grateful for everything Radical Recruit has done for me!" At Radical Recruit, we believe in empowering individuals like Junaid to secure rewarding careers. So, once he'd got a bit of corporate experience under his belt, we placed him again, into the WPP IT Transformation team, along with 11 other Radicals. Fast forward two years and he remains in post having left homeless behind him, hopefully, for good. Our work is funded by sponsors like your business. For £250 per month over the course of a year, your business can support a young person like Junaid to get back on their feet and build a life they'll love. Interested in receiving some more info? Get in touch with Kirsty Palmer, Holly R. or myself. #ESG #CSR #SocialValue #Homelessness
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Finding the appropriate candidate can be challenging at times, simply because they are difficult to find. Corporates are more likely to have a specialized recruiter to find suitable candidate on their behalf. Recruitment firms have a wide range of networks, and each consultant has the capacity to use those networks to help link corporates with the right candidates. This is exactly why you need Aamax !! We extend our services in wide variety of sectors namely: ❑ Insurance Sector ❑ Banking & Finance ❑ IT sector ❑ Manufacturing ❑ Pharma & Life sciences, ❑ Construction ❑ Hospitality & Travel ❑ Telecom ❑ Healthcare ❑ SME’s ❖We expertise in hiring employees of all the levels i.e. Junior, Mid level and Senior level profiles. ❖We deeply analyse your hiring requirement with respect to the skill set needed for the job role. ❖ We also extend our services by providing students for Internship from various prestigious institutes. Kindly connect with me [email protected] #consultants #consultancy #consultant #vendors #vendorsupport #client #clientrelationships #clientmanagement #vendorsupport #clientrelations #clientmanagement #clientacquisition #clientsupport #clientservicing #clientsatisfaction #clientservices #clientsfirst #clientsuccessstory #clientsuccessstories #recruitment #recruitmentagency #recruitmentpartner #recruitmentlife #recruitmentconsultant #recruitmentcompany #recruitmentindustry #recruitmentconsultancy #manpowersupply #manpoweragency #manpowerservices #manpowerconsultancy #manpowercompany #manpowerrecruitment #nonitrecruiter #nonitrecruitment #nonitrecruiters #agreement
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