Q&A: Do you have what it takes to make it on to Citi’s fast-track graduate scheme?
Every year, Citigroup’s transaction services division scours local universities for students to take on to its Dubai-based graduate scheme. Unlike most graduate schemes, however, after two years candidates have the potential to be fast-tracked into an AVP position. We spoke to Sue Stevens, CAO Middle East at Citi Global Transaction Services, to find out what they look for in graduate recruits.
How many people does Citi Global Transaction Services take on each year for its graduate programme?
For the class of 2012, joining in September, we’re taking on three. In 2011, we recruited seven people.
What’s the competition like?
There’s a lot of competition for places; this year we received 578 applications for three vacancies.
Is the main aim to recruit local candidates?
Not necessarily, we accept applications from all over the world for people who want to work in the Middle East. We do, however, target local universities, but usually candidates come from across the GCC countries.
The roles are based in Dubai however we send the analysts to other countries in the region for their rotations. We’d like to attract UAE nationals into the programme. We have, however, struggled in the past to even get applications from local candidates. We have had some feedback that the application procedure is quite lengthy – involving online numerical reasoning tests, multiple interviews and an assessment centre – and some may have been put off by that.
This is a global programme and the application and selection process is standard across all regions.
Would you say that there’s a shortage of Emirati talent?
It’s not necessarily a shortage, but it seems that the banking sector is competing against other industries for a limited supply of talent. Banking is also a competitive industry, and often the university careers centres in the UAE don’t do enough to prepare local students for the interview and application process. The result is that candidates from other parts of the world often come across better because careers services will have spent a considerable amount of time preparing students for these sort of selection processes.
Tell us about the structure of the programme
It’s a 28-month programme, during which students are required to undertake three nine-month rotations, plus induction training which is held in London. Over the course of the programme we would aim for the analysts to have two of their rotations in the Middle East and then one international rotation. This could be in Europe or Africa or possibly to the US.
Once they complete the programme, they are appointed to roles at assistant vice president level. This is not an insignificant position, so the programme does provide a fast-track although all promotions are based on merit.
How tough is the application process?
Initially, students will have to achieve a score above the 50th percentile in an online numerical reasoning test. This is followed by a phone or face to face interview and then successful applicants are invited to our assessment centre. The interviews are competency based so the key is coming armed with practical examples of how you’ve performed in a variety of situations, which makes extra-curricular activities very important. In one interview a candidate was asked to tell me about a time they worked in a team and the response was simply “I have worked in a lot of teams”. Remember, examples are integral.
At the assessment centre, they’re given more numerical reasoning tests, will be required to complete a written exercise based on a case study, make a presentation to a senior manager, a group exercise and then interviews with people from the business. There are four interviews, with people from different areas of CTS and they’re all looking for something different – planning and organisation, or teamwork, for example.
So, what do you look for your recruits?
There are some absolute academics – a 2.1 degree, for example – but the main thing we’re looking for is leadership potential and the ability to grow and learn.
We’re not necessarily looking for people with a deep understanding of our business, but we would expect them to have researched the activities of global transaction services and to know what we do. Ultimately, we’re looking for a spark that sets them apart from the competition.
