Technical Deployment Consultant

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Even though it appears that the world has turned on its head right now, surprisingly we have seen an increase in the number of professionals who have decided now is the time to make a move. Why now!? … well along with all the other changes lately, candidates are experiencing a range of changes to their roles, and for some, the negatives are outweighing the positives. In order to ascertain whether a candidate is ready to move, I have look for the five P’s in my conversations. What are these five P’s I hear you say?, (or maybe not, and lockdown is getting to me already!):Payment – It’s usually the first reason I get from a person looking for a new role, but the truth of it is that although payment or feeling you are being paid fairly is important, it’s only ever part of the reason you look to change your job. There is more to life than money and being in a very well paid job that you hate will never last! With people currently working from home and saving on travel, lunches and the extortionate amount of coffee we purchase – payment is only ever part of the puzzle! I regularly speak to candidates who are being paid up to 20% below the market average salary and when I ask them about making a move and tell them the disparity, they often respond with, ‘but I’m happy in my job’. This might sound crazy to some, but another ‘p’ is priorities, and everyone’s are different! People – Now, more than ever, people’s relationships with their colleagues are being tested. But not how you might think - I have spoken to professionals who are no longer searching for their new role to escape interpersonal challenges at the office, because rather than sitting beside someone for eight hours a day, it’s now virtual meetings a couple of times a week! Similarly, I have other candidates who were staying in roles just because they had very strong relationships with their colleagues, and that was the most positive aspect of their working day. Plateau – Growth is important and feeling like you are learning and growing year on year is an integral part of your career happiness. However, if this doesn’t go hand in hand with at least some of my other ‘P’s’, it’s unlikely that you will see a professional leave when they have hit the glass ceiling in a company they love working for. Often these candidates will actively seek out other opportunities for growth within their organisation. Sometimes candidates will give lack of progression as the reason when in fact they are unhappy with other aspects of their role. Place – Location and commuting are less relevant at the moment than ever before. Having to battle the traffic on the stairs in the morning is the most many of us have been doing recently. However, one consideration under this point at the moment is - has your employer made your ‘place’ any better for you? I spoke to a candidate recently and part of their reason for wanting to make a move was because their company did not provide them with a monitor to work from home comfortably. A monitor is a relatively small thing, but it helped the employee to work more efficiently. This was the last straw for them and gave them the drive they needed to look for a new role. I have also spoken to candidates who have praised their companies for sending a desk, supplies, treats and anything to make their working from home life better.  These acts of kindness by employers are earning loyalty points with employees. " Praise – People who feel appreciated by their colleagues and managers for the work they do generally work harder to continue this circle of praise. It’s human nature to seek positive reinforcement that we are good at our job and really appreciated for the work we do.So what can we take from this? That you can be well paid and feel you are developing within a company, and still be motivated to move. Similarly we can have great work colleagues and feel valued in our role, and still seek something more in our careers. However, in my opinion and experience, if your job ticks most of the P’s then are you really looking for a new job, or just testing the waters?I think we will see an even bigger focus on being content at work going forward, because although our work life balance might be a bit better these days, our job is still a big part of our lives. I would be very interested to hear if you think there are other strong motivators that drive professionals to leave, or stay in a role?

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Looking forward to the end of the year, it is unfortunate to state that the Covid crisis is still a huge part of our lives, and with this comes the expanding impact on the global economy. True, a few sectors have done well under lockdown conditions but they have been the exception. It has been suggested that by the time this crisis is over, it could, through the destruction of the economy, cause much more harm to the financial system than the 2007 financial crisis, with talk of a V-shape recovery becoming muted. The future is somewhat unknown, and with no vaccine, the virus will continue to change the world we know.The financial sectorOne particular sector which has weathered the storm is banks and other financial intermediaries. They did this by being quick to react and adjust to the new business environment. An environment that requires more attention to liquidity management, conducting business over a long distance, and offering more time and support to their clients. However, the real test will come when the debt moratorium ends. Banks will need to have a clear picture of the outlook of their clients and their new risk profile. " Brexit in the backgroundThere is also no forgetting Brexit, rearing its head in the background of the pandemic. While we wait for a negotiated deal, the outlook is still concerning, as things will not be the same for most businesses moving forward. A new normal and a new kind of relationship with the EU requires a full-scale reassessment of risk. Banks and other financial intermediaries will need to upgrade their risk management systems, just like they did post the 2007 financial crisis. Like before, banks that stay ahead of the game will emerge as clear winners. Safeguarding for the futureRisk - when the ceiling has been lowered on the revenue front, it makes sense for banks to focus their attention on risk, and to put in more efforts to minimise foreseeable loss. Among other things, banks will want to recalibrate their credit risk models, taking into account the varied impact of Covid on all the economic sectors.Credit quality - financial institutions will need to reassess the credit quality of their clients after they emerge from the crisis; paying particular attention to those in sectors that had been more exposed to the fall out. New data and assumptions will have to be incorporated into the model in order to determine EBITDA, free cash flow and costs.Technology - This will, of course, play an important role in risk management. Banks will employ new technologies to help manage operational risk, credit risk as well as market risk. If the 2007 crisis is any indication of things to come, a lot of hard work will have to be put into the management of credit and operational risks, employing new technologies to monitor banking operations, review data and reconfigure risk models.Talent insightFor now and for a long time to come, talented risk managers and professionals are what banks will continually need - people with the right set of skills and experience. Unfortunately, the talent pool of risk managers has not been expanding in line with the new demand.Over the past decade as regulatory demands were on the rise, becoming increasingly more complex, no meaningful efforts were made to attract more talented people into the field of risk management. This has led to a shortage of skilled risk managers even before the emergence of the pandemic. Given the urgency of our current climate banks will not have the time to train people and will need to recruit. This is where we come in, if you're a professional within risk, please get in touch now.