Month: November 2023

Introduction

We are pleased to welcome Tom, the newest member of the Signia team, as he assumes the role of Talent Partner. Tom’s journey is a unique tale of passion and perseverance, culminating in his arrival at this key position within Signia. In his own words, Tom shares his personal experiences, challenges, and the remarkable path that has led him here.

Tell us about yourself

I was born in the UK to an Irish mother and an English father and spent my childhood in the countryside of Norfolk. I had the privilege of experiencing rural life while also witnessing my father’s dedication to his career as a stockbroker in London, which ingrained in me the true meaning of hard work. After school in Norfolk, I moved from one coastal area to another, this time to the south coast to study at Plymouth University. I had convinced myself that Sandhurst and the military were next, but life has a funny way of changing your path. I met my future wife in the second year, and we have been inseparable ever since. She is a clinical physiotherapist specialising in trauma. We relocated from the UK to South Africa in late 2021; Southern Africa has held a special place in our hearts, so we took the leap and have never looked back.

We now live in the shadow of Table Mountain in Cape Town and spend weekends hiking, surfing, trail running, and cycling.

Challenges and Overcoming Them

I was diagnosed with dyslexia at 11, which initially felt like a significant handicap. Traditional academics were a struggle, but this challenge led me to develop essential coping mechanisms, from calligraphy classes to touch-typing, to becoming a prolific reader. Dyslexia affected my ability to write lengthy exams, a monumental task for a young student, and expressing linear arguments and thoughts in a time-pressured environment was literal hell for quite some time. However, my perspective shifted when a special needs teacher encouraged me to find new ways to reach the same goals, teaching me the value of problem-solving and adaptability at a key developmental stage in my life.

A crucial lesson learned was that I wasn’t alone. Public figures like Richard Branson openly discussed their own battles with dyslexia, and this encouraged me to view it as a unique learning tool rather than a limitation. This perspective shift was possible thanks to the presence of role models, supportive teachers, and my family.

Dyslexia moulded me more than anything into a resilient problem-solver. I think if I hadn’t embraced my condition, I would not have got very far. The sheer number of clients I have spoken to who went through their own journeys highlighted to me how little it is spoken about or hidden from others.

Starting my career in recruitment

I have been in the recruitment and executive search field for almost a decade. I’ve made hundreds of placements in various sectors, including technology, operations, banking, wealth management, and insurance. What I love most about this job is the diversity of people I interact with and the impact I can have on their careers and lives. While some might see the field as transactional, I have built lasting relationships with senior professionals over the years, helping them progress in their careers.

Notable highlights

My personal highlight has been supporting a candidate in landing two roles, including one that allowed her to provide her daughters with a private school education as well as entering onto a senior management team. Our professional relationship has grown into a genuine friendship, and you can see the impact a fulfilling career can have, even more so when you assist in attaining it.

Why I joined Signia

My journey through different recruitment firms led me to Signia. This company values client relationships and offers more than just transactional engagements. We provide additional services, consultations, and value beyond what a typical PSL agreement offers. Our depth of relationships with both clients and candidates sets us apart. Signia is committed to delivering value, not just making transactions, and this approach extends to our candidates as well. We provide extensive support, whether through podcast series, interviews with industry leaders, white papers, or our upcoming festival of people.

The future at Signia

Well, we have clear long-term goals for the business, and I’m excited to contribute my experience to match the expertise of Neil and Tom. Signia doesn’t compare itself to major industry players but focuses on delivering tailored solutions based on client needs. With the launch of our new website and the addition of senior industry figures, I really think that the business is having an impact on our field. It’s hard really to argue against that given the client feedback that we get; it is a really great journey to be a part of.

Competency-based interviews are a cornerstone of the recruitment process for senior-level positions in the UK’s Wealth Management market. These interviews aim to delve deep into your professional experiences, behaviours, and skills to evaluate your suitability for the role. At Signia, we’ve crafted a comprehensive guide to help you excel in competency-based interviews and secure that coveted executive position.

Research the Competencies

Start your journey by gaining a firm understanding of the key competencies relevant to the role you’re pursuing. Sometimes, these competencies are explicitly mentioned in the role profile. However, if they’re not, you can employ the following techniques:

– Analyse the job description to identify hints about required competencies.

– Connect with the company’s values and culture to discern the competencies that align with their ethos.

– Reflect on the initial interview stage; consider what aspects were emphasised during that conversation.

– Consult with your dedicated recruitment professional at Signia for their insights on the essential competencies.

The goal is to pinpoint the specific skills and behaviours that are likely to be evaluated during the interview.

Reflect on Past Experiences

Draw from your professional journey and reflect on instances where you’ve demonstrated the desired competencies. Your focus should be on real examples that showcase your achievements, problem-solving abilities, leadership skills, teamwork, and adaptability.

Remember, competency-based interviews are all about illustrating your competence through concrete experiences.

Utilise the STAR Technique

When structuring your responses during the interview, make use of the STAR technique. This approach helps you provide a comprehensive answer:

Situation: Begin by describing the context and the challenges you faced.

Task: Explain your responsibilities and objectives in that particular situation.

Action: Delve into the actions you took to address the challenge.

Result: Share the outcome of your actions, and if possible, quantify the impact of your decisions.

In the interview, pay close attention to the questions. Try to discern which competencies the interviewer is interested in exploring. Respond by highlighting relevant skills, past experiences, and achievements that demonstrate your ability to excel in the role.

Detail Matters

Our experience at Signia suggests that a response should ideally last around 5 to 7 minutes. Striking the right balance between conciseness and providing enough detail is crucial. Remember that your goal is to convey your competencies effectively without overwhelming the interviewer.

Practise, Practise, Practise

To refine your competency-based interview skills, engage in mock interviews with a trusted friend or mentor. This practice will help you articulate your responses confidently and showcase your expertise seamlessly. Work through the STAR format in these practice sessions and get comfortable with the structure of your answers.

Be Yourself

While thorough preparation is essential, don’t forget to be genuine and let your unique qualities shine. Employers want to understand how you’d fit into their corporate culture. Be honest, enthusiastic, and authentic in your responses. Your individuality can be a powerful asset during these interviews.

Avoid Common Mistakes

One common misstep to avoid is using the word ‘We’ too often. Phrases like “We were tasked with” or “I was part of a team, and we carried out” can dilute your personal contribution. Remember, you are being interviewed, not the team. Focus on your individual actions and accomplishments.

By following these steps, you’ll be well-prepared for competency-based interviews and ready to showcase your unique competencies effectively. At Signia, we’re here to support your journey towards securing that senior-level position in the Wealth Management sector.

At Signia, we understand the challenges SMEs face when it comes to retaining their most valuable assets – their employees. We’ve gathered insights that go beyond the norm to create a comprehensive guide for nuturing your talent across all vertical functions of a growing wealth management firm. In this blog, we’ll explore strategic approaches that can assist your business in retaining top-notch professionals.

Company Values and Mission:

The Power of a North Star. It is critical to understand the power of well-defined company values and a strong mission. These aspects, when aligned with employees’ personal values, can motivate them to stay with your organisation for the long term. When employees resonate with your mission, they are more likely to feel a sense of belonging and purpose within the company.

Cultivating a Supportive Work Environment:

Building a warm and nurturing workplace is paramount. At Signia, we advocate for a culture that prioritises transparent communication, collaborative teamwork, and employee well-being. Such an environment not only makes your team feel valued but also encourages them to stay and contribute effectively.

Nurturing Professional Growth:

Continuous learning and development are essential for employees in any role. Signia recommends fostering a culture of growth by offering training opportunities, skill enhancement programmes, and a cross-department exposure. An environment that values and supports ongoing development is more likely to retain and empower its employees.

Clear Career Paths:

Defining and communicating clear career progression plans is crucial in any domain. At Signia, we stress the importance of ensuring employees understand the potential growth opportunities within your organisation. Whether they aspire to advance within their current role or switch to different positions, a well-defined path fosters loyalty and ambition.

Flexibility in Career Opportunities:

Signia recognises the significance of providing flexible career development options. Employees often have diverse career aspirations, and providing different paths within the organisation accommodates their needs, resulting in a more satisfied and engaged workforce.

Regular Feedback and Communication:

Maintaining consistent, open lines of communication with employees is vital in any work context. Regular feedback sessions help employees understand their performance and areas for improvement. Signia encourages a culture of continuous improvement and engagement through effective communication.

Employee Well-Being:

Promoting employee well-being is a top priority at Signia. We advocate for initiatives such as mental health support, stress management, and wellness programmes to ensure a healthier and more productive workforce.

Work-Life Balance:

Promoting a healthy work-life balance is critical, regardless of the job. Signia encourages policies like flexible working hours, remote work options, and generous paid leave to support a balanced life. Prioritising work-life balance helps employees maintain their well-being and is a key factor in retaining top talent.

Diversity and Inclusion:

Signia emphasises the importance of fostering a diverse and inclusive workplace. Promoting equal opportunities for all employees not only attracts top talent but also enhances creativity and innovation within the organisation.

Employee retention is an ongoing effort, and implementing these strategies will equip your organisation to build a loyal and motivated workforce. Whether you choose to implement all or some of these ideas, our goal is to help you create a workplace that values its employees, promotes growth, and fosters long-term success.