New York, NY (PRWEB) July 20, 2011
C-suite executives at Wall Street’s largest investment banks say that attracting and retaining top talent within their organization ranks among HR’s greatest challenges today. The same is true for smaller companies within the financial services sector such as hedge funds, service providers, and other entities on the buy-side of the industry. This is according to experts at Harris Allied, a premier executive search, technology and quant analyst placement service to the financial services and tech industries.
“Historically, these smaller firms would have been no match to the big guys. But today, these smaller companies are competing very aggressively for technology pros and, in many cases, present even more attractive options to job seekers in this sector,” explained Kathy Harris, managing director at Harris Allied. “The events of the last few years have leveled the playing field in some ways, and job seekers now have a different set of priorities. While the smaller firms are indeed paying top salaries right now, we are seeing more and more that it’s not just about the money.
“It’s really about a company’s culture, but not the kind that is best characterized by a bring -your-dog-to-work policy or having beer in the refrigerator. Today, technology pros are most interested in how the next move will impact and bolster their careers by affording them the opportunity to work on unique projects, learn a whole new technology or development language, or layout a career plan,” said Harris. “Work Life balance and generous benefits packages also factor into a decision to join a firm today.”
Harris noted some creative ways small companies are attracting and retaining their top tech talent that include:
- Sending a bottle of wine with their offer package and a handwritten note welcoming the new employee.
- Inviting candidates in for in-person “get to know us” lunches or cocktail hours.
- Immediately putting the new hire in touch with their new colleagues to foster bonding at the onset.
- Creating a “people first” culture with an open-door policy to leadership where people can have an impact. One of the advantages to working for a smaller firm is having access to leadership. The chance to work in an innovative environment where ideas are heard by key decision-makers is very compelling for candidates these days.
- Creating flatter organizational structures and eliminating unnecessary bureaucracy.
- Creating work-life balance by allowing telecommuting, flexible work schedules and four weeks vacation to start.
- Creating work environments that encourage collaboration and say “we value you” to the candidate. Smaller companies are creating employee-centric physical work spaces that encourage casual meetings such as warm, fun spaces where employees have free snacks and can collaborate – somewhere between a college student center and beautiful public space. It says a lot to a candidate about the firm when employees mingle with leadership in a collaborative environment.
About Harris Allied
Harris Allied provides premier Executive Search, Technology and Quant Analyst placement services to the financial services and tech industries. The firm represents technology and quant professionals to clients who are at a variety of growth stages: from tech start-ups to established industry leaders including small buy-side firms and global investment banks. Harris Allied’s client-centric approach allows the firm to objectively assess the strengths of qualified candidates and thoughtfully match them with the right opportunities. For more information visit http://www.harrisallied.com.
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