The worst candidates in Australian banking: part II
In part II of a two-part series, we give you some more examples of candidates who've made silly mistakes in their job search. If you haven't read part I, click here.
The recruiter abuser
Candidates who are represented by multiple agencies for the same role are a headhunter's worst nightmare, says Trevor Bradley, divisional manager, banking and financial services, Chandler Macleod Group.
"Job seekers need to ask recruiters exactly who their details are going to. It's not satisfactory for a recruiter to simply say 'I will send your details to bank A' because the CV could go literally anywhere within that organisation. Candidates need to be completely transparent in all dealings with agencies in order to avoid duplication."
The meandering mission-statement maker
There's nothing worse in the banking sector than opening a CV and seeing the first page inundated with narrative fluff, says Kevin Jarvis, associate director of Robert Half.
"The candidate may be a 'dynamic leader' or a 'results-driven' individual, but it's best to show, rather than tell, those attributes. On average, a recruiter will make up his or her mind about a candidate within seven seconds when reading a CV, so a very concise mission statement, followed by a straightforward reverse-chronology work history, is the best pattern," adds Jarvis.
The wretched researcher
Surprisingly, in an information-dependent sector like banking, some people still fail to do their homework on the firm that's interviewing them. These candidates think having a fancy CV is enough to land them a job, says Jane McNeill, senior regional director of Hays Banking.
"You need to spend time thoroughly preparing for a face-to-face job interview. The 'about us' or 'media' sections of a firm's website, as well as your recruitment consultant, can provide a wealth of information that allows you to gain a better understanding of the business and how your experience and skills match," she adds.
It's a competitive environment for candidates at the moment and you have to demonstrate that you can stand out in a crowd, adds Ben Shields, manager, banking & financial services, Ambition. "You need to prove that you want the position more than the next candidate, and demonstrating your knowledge of the company will go a long way."
The generalist
"One of the most common mistakes we see banking candidates make at interviews is really a sin of omission: when asked to describe responsibilities or achievements, the unsuccessful candidate will provide an answer that's too general," says Jarvis.
Hiring managers in financial services tend to be brief and general in their questions, so candidates may be tempted to give equally broad answers in reply. "My advice is always the same: give details. Be thorough and succinct. Explain by offering solid examples from your own background and experience. And keep going until you know the question has been answered."
The Gordon Gekko
Ric Nilson, senior consultant, Manpower Professional, recalls a meeting with an unscrupulous banker: "Her resume was faultless, as was her appearance and manners. Everything was looking good for a senior placement with a major Australian bank. I was almost counting the commission."
During an interview, he asked her to expand on her attitude towards ethics in banking. "Her answer blew me away: 'it's everyone for themselves and I'm making so much money for the bank that no one cares about ethics'. She was even perplexed by my negative reaction. I live in hope that she has learnt from this experience that good ethics are critical to banking."
