Each issue, we talk to an executive who gives us an insight into the graduate recruitment process of their organisation. Here we talk to Jo Briscoe, who is the human resources officer at TTT Moneycorp, the London-based foreign currencies group which employs 540 staff.
What is your role in recruitment?
I'm the principal recruiter in the corporate division of the business, which involves hiring currency traders. I also recruit individuals to our marketing and customer service division based in Victoria.
What chief characteristics do you look for when recruiting employees?
As my job mostly entails recruiting people into sales-based roles, graduate employees require a varied skill set. These include a tenacious and driven attitude, qualities which we think will benefit our company, plus evidence of achievements or interests outside academic life. Successful graduate applicants will also ideally have a degree relevant to the financial sector, so a business or economics qualification would be advantageous. Candidates should be confident, outgoing and possess the requisite focus to work in what is a fast-paced business environment.
How does TTT Moneycorp find new recruits?
We use online recruitment services such as Monster, City Jobs and eFinancialCareers which are always useful. Our system of referrals from staff members who are already working for our company can also prove to be highly effective. Firstly, they are cost effective and also provide us with more certainty about the quality of a candidate because somebody already working for TTT Moneycorp is putting them forward for a job. Advertising at graduate careers fairs in London also enables us to secure the services of hungry and talented young graduates.
What does the hiring process involve?
Graduates whose CVs are to our liking will first be asked to undertake a telephone screening interview, for which I will ask questions appropriate for sales roles. Afterwards, I will carry out a first interview to gain a greater insight as to the candidate's competency. Individuals going for corporate-orientated jobs, such as currency traders, will be asked to undertake various role-play tasks to assess aptitude. We would also introduce them to a desk manager and perhaps even team members. Finally, successful candidates would have the opportunity to take on a trial shift and experience the business environment and TTT Moneycorp's working culture firsthand.
Do you use unusual or secretive methods to assess candidates?
I wouldn't say unusual or secretive as such! But when I first meet an interviewee, I do ask them whether they found our offices without any difficulties. We send them a map with really clear directions so if they can't find us it definitely alerts me!
I'm also likely to carry out check on social networking sites such as Facebook, which is a pretty standard procedure these days. Basically, I've been interviewing candidates for a number of years so I think I've developed a pretty good instinct for separating the wheat from the chaff.
What makes a good CV in your opinion – what makes you sit up and take notice?
Apart from being well laid out, easy-to-read and of appropriate length, I look for those CVs which highlight notable achievements effectively. Also, with a CV you should be painting a personal picture of yourself and so the better you do this the more I will take notice. This increases your chance of getting to the next stage.
What tips could you give for someone preparing for an interview with you?
Research your prospective position thoroughly. There is nothing worse than somebody who does not have a clear understanding of what a role will entail. People should also be aware of their CVs' details. You'd be surprised how many are left floundering by questions about their past experiences!
Do you have any pet peeves at the interview stage?
Limp handshakes always taint my first impressions of a candidate – in the business environment a firm, professional handshake is crucial. At the other extreme, the knuckle-breaking handshake could betray undesirable personality traits. I also recommend that you don't bring a mobile phones or scraps of note paper into the interview room.
What's the oddest/funniest interview you've ever participated in?
One interviewee came in munching on a bagel, kept munching as he introduced himself to our receptionist, and asked her to throw away his half-eaten snack just before coming in for an interview. He kept snivelling throughout and had no idea about the job he was being interviewed for. When I drew a hasty conclusion to our meeting, he couldn't understand why and stormed out, causing a massive scene! Needless to say he was not employed.
On a more comic note, another first-time interviewee sitting at reception was accidentally mistaken for someone else and was led through to a high-powered business meeting on his very first trip to our offices!
