Recruitment and Talent Acquisition for Banking, Financial Services and Insurance
Requisition to joining, the same way every time.
What this looks like in banking, financial services and insurance
The parts of recruitment and talent acquisition that are specific to this sector, rather than general.
Hiring a Sales Force at Scale
Volume recruitment with verification gates.
What this coversHide
Hiring a Sales Force at Scale
Volume recruitment with verification gates.
What this coversHideFinancial services recruits sales staff continuously and at volume, against high early attrition. The process has to be fast and cannot skip verification, which are in direct tension.
- Sourcing channels matched to the role and territory
- Structured assessment for sales aptitude, not only interview impression
- Background and reference verification before joining
- Previous-employer clearance where the role requires it
- Realistic job preview covering targets and incentive structure
- Certification requirements planned into the joining timeline
- Early attrition tracked back to source and to hiring manager
- Referral programme from the existing field force
Tracking early attrition back to the hiring manager and the source is the discipline that improves quality fastest, because it makes a cost that is currently invisible visible to the person creating it.
The general method — what recruitment and talent acquisition covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the workforce and recruitment process page. What is above is the part that differs for banking, financial services and insurance.
Other HR topics for banking, financial services and insurance
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.
See all HR topics for banking, financial services and insurance, or another industry.