1. Look Beyond the Resume

While qualifications and experience are essential, they don't always paint the full picture. A candidate's potential often lies in their soft skills, adaptability, and cultural fit. As highlighted by our managing director, hiring for potential rather than just experience can lead to innovative solutions and a more adaptable workforce.

2. Understand Their Drive

High performers in sales, for instance, often have more than just a 'paycheck mentality'. They're driven by a passion to deliver results, streamline workflows, and bring creativity to the table. Asking candidates what makes them stand out among their peers can provide insights into their commercial thinking and confidence.

3. Assess Their Ability

The finance and fintech sectors are ever evolving. High performers in these industries are those who can quickly adapt to change. They're open to coaching, eager to learn, and can jump into new challenges without being held back by ingrained habits.

4. Gauge Their Creative Achievements

Innovation is the lifeblood of fintech and sales. By asking candidates about their most creative achievements at work, you can identify those who think outside the box. These individuals often bring fresh perspectives, leading to new directions and smart approaches.

5. Determine Their Alignment with Company Goals

Open channels of communication where employees can voice their concerns, provide feedback, or suggest improvements. Regular check-ins or surveys can offer insights into employee sentiments and areas of improvement.

6. Prioritise Cultural Fit

Cultural fit is paramount. Employees who gel with the company culture are more productive and produce higher-quality work. A candidate might have extensive experience, but if they lack passion or alignment with your company's values, they might not be the best fit.

7. Use Strategic Interview Questions

Two particularly effective questions to gauge a candidate's performance level are:

• Reference Calls with Managers: Ask if they'd be willing to arrange calls with managers they've reported to in the past. High performers will likely agree, confident in the positive feedback they'll receive.
• Manager's Feedback Prediction: After discussing their previous roles, ask candidates how they believe their past managers would rate their performance and identify their strengths and weaknesses. Their predictions often align with actual feedback, providing a clear insight into their self-awareness and performance.

8. Value Growth Mindset and Resilience

High performers in finance and fintech are often characterised by a growth mindset, a hunger for learning, and resilience. They're problem solvers, creative thinkers, and collaborative team players.

9. Rethink Your Job Adverts

Consider the skills genuinely needed for the role. Are you focusing on essential skills, or are you anchored to traditional requirements? Sometimes, the best candidates are those who bring a fresh approach, even if they don't tick every conventional box.

10. Partner with Specialist Recruitment Agencies

Engaging with specialist recruitment agencies like Valor Recruitment can streamline the hiring process. They understand the nuances of the finance, fintech, and sales sectors, ensuring you get candidates who not only fit the role but also bring immense potential.

In conclusion, while skills and experience are vital, the true value lies in a candidate's potential. By broadening your search criteria and focusing on adaptability, creativity, and cultural fit, you can ensure that you're bringing onboard individuals who will drive your business forward in the competitive landscapes of finance, fintech, and sales.

If you're interested in learning more about how Valor Recruitment may be able to help, reach out to us to speak to one our specialist consultant today!