This area is intended as a centralised resource, where we can collect advice for fund management companies on how to make their hiring processes more effective; and advice for job seekers with tips on how to manage their job hunting process and careers.
Although Godliman focuses on Executive Search for the Investment Management industry, we will try to keep the information here generic, so we hope it should be useful to people in any sector or industry, not just Asset Management.
In addition, we will collate various articles on trends that we see across the Institutional, Wholesale and Retail Asset Management sectors in the EMEA region, as well as thoughts on best practice and pitfalls for Diversity and Inclusion hiring; and more information about Godliman and our Best-Fit Search process.
Since the last peak in 2014, hiring of Buy Side Salespeople in the UK has fallen by 37%. Over the same period, hiring in the EMEA region fell by 25%. What accounts for the UK’s much higher fall: could it be the Brexit effect?
There is a lot going on under the surface in a high-quality Search to ensure a higher-quality outcome, relative to cheaper search processes. In Part 4, we focus on:
There is a lot going on under the surface in a high-quality Search to ensure a higher-quality outcome, relative to cheaper search processes. In Part 3, we focus on:
There is a lot going on under the surface in a high-quality Search to ensure a higher-quality outcome, relative to cheaper search processes. In Part 2, we focus on:
A hiring manager is faced with choosing between traditional, higher-priced search firms and a cheaper alternative to fill a senior position. The manager opts for the cheaper firm due to its ‘no hire-no fee’ structure, seeing it as a risk-free option. But is it really risk free? Does opting for the cheaper firm truly result in the same outcome? While it may seem so on the surface, there’s a reason high-quality search firms charge more. Here are nine ‘invisibles’ which are easily overlooked.
Last year, hiring in buy side distribution across the EMEA region dropped by 43% compared to 2022. This slump was based on job moves recorded in 2023 across Godliman’s research universe of 8,300 EMEA Institutional and Wholesale salespeople.
If you hold a senior position within an Asset Manager, such as Chief Investment Officer, Head of Human Resources, or Head of Distribution, chances are you’ve encountered the concept of “Off Limits” when dealing with recruitment firms. This practice, commonplace in the industry, serves to safeguard the interests of all involved parties—employers, employees, candidates, and recruitment/search firms—by upholding confidentiality and fostering trusted relationships.
As the Pandemic receded and we started returning to work, the ‘Culture’ of a company has become foremost in employees’ minds. Having worked at home, in a less pressurised, more informal environment, and spending more time with family, employees are now as concerned with the work environment, team dynamic, and company values, if not more, as they are with career progression and salary when it comes to moving job.
Melissa Twigg’s recent article in The Telegraph “Managers are everywhere and they’re mostly bad” caught my attention, as it not only summed up how important hiring is, but also how easy it is to get it wrong – meet the “Accidental Manager.”
There have been many articles published recently around a push to return to the office, based primarily on concerns by employers surrounding a decline in team spirit, productivity, social engagement, and innovation. Resume Builder surveyed 1,000 corporate decision-makers in August 2023 and reported that only 2% of companies plan to not require their employees to return in person to the office.
