Working as a financial technologist has never been so tough – not only do you need excellent programming skills in a wide range of languages such as C/C++, C#, and Java, but this has to be combined with knowledge about particular asset classes or financial sector domains.  In addition for anyone beyond a junior role it is now essential that you’re business savvy.

The most ‘critical’ skill needed to work with in IT within the banking and securities industry is the ability to ‘align business and technology goals’, according to a new survey by Information Week and Bank Systems and Technology.  This is followed by ‘integrating enterprise applications’ and ‘collaborating with internal stakeholders’.  As the table below shows, developing applications comes pretty far down the list of skills.

Lower down the ranks it’s rare that a bank will recruit at technologist without an understanding of how IT will fit into business needs, but at the senior end it’s moving the other way.  Banks want to recruit people at executive director and above who have an understanding of the operational issues, can manage outsourcing projects and think strategically about technology, but they also need a technical background.  They don’t just want managers any more – most senior recruits have a background in development or engineering and need to understand the technical requirements of the systems their teams are developing.

Married to the amazing Sarah and raising Jakey, Daniel, Amelia, Josh & Jonah in our blended family. Passionate for Jesus, social work & sport.

One thought on “Are Recruitment Consultants racist?”

  1. I think that recruitment agencies are especially racist and overall ethnicity is a definitely a very significant recruitment consideration, irrespective of experience.

    I achieved a distinction in my post-grad, achieving the highest marks more or less in every examination. Yet along with a lady of Afro-Caribbean heritage, I am amongst the only two students of that year, who are not in gainful employment in our sector also being the only two ethnic minorities.

    A similar trend emerges where I find persons who are equally or less qualified than I (yet not so ethnically challenged) finding jobs through particular recruiters, so much so that they the candidates (in a number of instances) have recommended that particular recruiter to me, only for me to find that they are not as forthcoming in my case.

    I have actually had a recruiter tell me (off the record) that I might have better luck getting to interview with a recruitment company, if I were to change my name. Her reasoning was that they would discover my “normality” (in spite of my ethnicity) for meeting them in the flesh.

    It also seems to me that such racism is not “casual” at all and is in fact driven by employers who “outsource” their discriminatory policies to recruitment companies.

    There is also a very conscious effort on the part of recruiters to deny and obscure the full extent of racial bias in their industry, which is aggravated by the reluctance or inability of ethnic minority candidates to come forward, complain or litigate for fear of limiting the few chances that they have by being labeled troublemakers. Additionally this state of affairs is further perpetuated by white majority candidates who are not prepared to consider themselves the beneficiaries of discrimination and prefer to imagine they enjoy their positions exclusively for merit and qualification.

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