Monthly Archives: March 2012

The Dream Job Delusion – Talent Drain versus Recruitment Pain

Its everywhere I look, BBC, Sky News, CNN, The Times, The Daily Mail and even political satire shows and those neanderthal useless, feckless TV presenters like Jeremy Paxman (who has no interest in the truth beyond his own personal welfare and ego) shower me with pie charts and graphs outlining the plight of the unemployed. So many people of all ages, all walks of life and all degrees of experience wandering the country aimlessly, like zombies out of some apocalyptic movie searching frantically not for food but for a source of income, for some self respect, for a means to keep the roof over their head and to support their families.

So where are all these people? Why don’t they respond to job postings? Why don’t they pick up the phone and call? What are their skill sets? What experience do they have to offer?

Why are they not calling me? Is there really a massive skills shortage as reported in the Telegraph?

I am currently recruiting for a number of vacancies which I personally (okay so I am biased) believe to be exceptional opportunities. Instead of my usual approach which normally consists of almost 90% headhunting in a bid to identify and secure passive talent, I decided to test the market and advertise these positions extensively. To give those people who are actively as opposed to passively seeking a new position the opportunity to apply, to open the door to some of this vast landscape of talent, approximately 2.7million apparently.

So where are they all? Maybe they are frightened by the challenges inherent in these positions. After all, who wants to take a job that has some form of challenge within it. Maybe it is the travel, not everyone wants to spend a couple of weeks a year in Chicago at company expense, we don’t all dream of having to visit vendors in Berlin, Milan, Paris and Dubai after all do we.

Maybe it is the fact that I can no longer use terms such as vibrant, youthful dynamic, creative, buzzy, energetic in a job advert for fear of implying that it might be for those under 50. Or is it because I can’t define the role as being mid management and requiring circa 6 years business experience for fear of offending and restriciting applications from graduates who don’t have the required skills and experience (something only acquired through the actual work place) but should be able to apply and waste everyones (including their own) time anyway?

I can’t even specify a nationality, although this is incredibly important for one of these vacancies. It is important because the successful candidate may have to travel at short notice to Saudi Arabia, Jordan, Qatar, Bahrain and the USA on business. These countries have rigid restrictions on nationality. Some of them don’t give two hoots if you are an EU citizen, if they have blacklisted your country, you are not getting in. Some nationalities require visas which can take weeks if not months to secure, in advance to visit Kuwait, Bahrain, Saudi Arabia and of course the USA. But I’m not allowed to caution this in the job advert, for fear of offending someone. It doesn’t matter that it may be a total waste of time for everyone, as long as we all feel okay about ourselves.

But basically I have 2 great job vacancies, one based in Dubai for Regional Sales Manager for a UK national with experience selling solutions, hardware, tech, IT or similar into retail and retail property developers. The other is UK based for an Implementation Manager, someone with project management experience within hardware installation, a desire to travel, great client management skills and a high degree of charisma and a fun loving personality (note that those attributes are not in the adverts, in case I offend the miserable, Jack Dee).

In my opinion they are dream jobs for those mid level professionals with ambition, desire, energy, a love of autonomy, a willingness to work in a global environment.

5 job boards, all over Linkedin, twitter, facebook.

200+ applicants from India, Malaysia, Russia, Poland – all credit to these people, someone is at least awake and many of them are great applicants with great potential, just not for these positions. But not one single application from a UK national living within 100miles of High Wycombe for jobs paying £50K+ basics and OTE’s £70K+. If you consider where High Wycombe is, 100 miles is a hell of a radius.

Is this whole credit crisis, unemployment and recession stuff a conspiracy to control the masses?

Do we have a talent drain, has all our ambitious flexible and dynamic talent disappeared to places that can ask for what they want, to locations that can be more explicit about who fits within their culture, what the intended dynamic and ethos of their business identity is?

Or is my idea of a dream job, one that offers great rewards, career progression, personal development, travel and state of the art market defining technology 2.7million people wide of the mark?

In the event that you feel you meet the above criteria, please do get in touch with me

Exquisite Vacancy – Implementation & Project Support Manager

Based in UK – Extensive travel across EMEA region

Global Leader in Retail Analytics and Retail Customer Measurement Solutions

Exceptional Package – Exceptional Product Training – Exceptional Opportunity

The Sector

Retail Analytics and Customer Measurement Solutions  as a sector underpin the ability to understand, determine and influence what generates customer traffic and retail buying habits, it is the lifeblood of the retail environment and a shopping centres success. As retailers and retail property businesses focus on how to increase conversion rates, customer spend value and to generate a higher yield from their marketing and advertising budgets the footfall measurement and customer analytics technology sector is set for rapid and continued growth.

The Company

Few other operators and solution providers in this sector can claim the client base this organisation retains. High value, top end branded retailers and international retail property developers and management organisations have become trusted clients and value this company’s services as an integral part of their business strategy.

Probably the only organisation in the sector that can be truly described as offering a global capability and undoubtedly No1 in the USA and Asia they have a clearly defined vision and strategy to establish their business as No1 in the European and Middle East market place.

The Culture

Recognised by their admirers for demonstrating true innovative approaches to technology and the interpretation and implementation of analytical results this business thrives on entrepreneurialism, creativity and objectivity. This is demonstrated from the top down by the fresh outlook and influence of the CEO to the technical teams and their service and delivery capability.

The Opportunity

This is an exceptional opportunity for an individual who wants to work on a truly international basis, liaising and co-ordinating the EMEA aspects of product installations and on-going support. You will act as the Client and Installation Team interface, managing budgets, installation program, issues / risks and general service delivery for the organisation.

This role will provide an opportunity to work with diverse teams in a broad range of locations from Central & Eastern Europe, Southern Europe, Middle East and Africa. It is challenging, rewarding and an exhilarating career opportunity which will also entail travel to the USA.

The Candidate

You will be:

  • Degree educated, possibly with an MBA and a demonstrable track record of managing complex, multi-faceted projects and deliverables.
  • Experienced team leader able to motivate, coach and direct remotely.
  • A clear strategic thinker with a passion for maximising the efficiency and application of resources and capability effectively.
  • A change aficionado who relishes challenge, loves working in adversarial environments and can influence and create buy-in top down, bottom up.

You must have:

  • Exceptional communication skills
  • Experience of budgetary management of resources and manpower
  • Proven track record of experience within Client Services and Operations
  • Exceptional project management skills and certification PMBOK / PMP methodology or similar is a must.
  • Preferably a 2nd language in either Spanish and / or French
  • A genuine desire to travel

To apply for this exceptional opportunity in total confidence contact:

Darren Ledger – International Search – Active Solutions (UK)

 +44 (0) 1924 371333 or email

Darren@solutions.uk.net

The English Premier League and Islamic Banking May Have More in Common Than We Think!

The English Premier League and Islamic Banking May Have More in Common Than We Think Encouraging Compliance as a Virtue and an Obligation

“Should Islamic Banking & Finance Companies, source service providers who meet some form of ethical or moral code?”

On the 22nd February I attended the last in a series of absolutely excellent lectures at the London School of Economics; this one was titled Global Calls for Economic Justice: the potential of Islamic finance. The general air of anticipation was electric, the attendance exceeded expectations and the organisation and content was exceptional. Speakers were Mr Mukhtar Hussain, CEO of HSBC Malaysia and Professor Volker Nienhaus, visiting Professor at Reading University.

I was sitting next to a very charming Lady from Vietnam who was undertaking Doctoral Research at Southampton University. During the lecture she asked me a very interesting question;

“Surely if all of these organisations operate under such a strict code of practice and with such a keen focus on their moral compass, they should source and use suppliers and service providers who meet a similar criteria or at least comply in some similar way?”

I had no ready response or clever retort. All I could do was agree with her sentiment. Why wouldn’t I? It seems so simple really. If this was the case imagine the impact the whole industry and its related service providers could have on communities.

Imagine if all businesses and organisations within the Islamic Banking & Finance sector were compelled to undertake a certain code. Imagine if all the training and certification providers, all the event organisers, all the magazine publishers, business consultants, technology and systems solutions providers and everyone else who essentially operates within this industry or on the periphery of it and as such profits from it, had to agree to a simple set of virtues and operational protocols?

So I began to think about this scenario and even asked on various social media sites specialising in recruitment what elements, attributes or endeavours would a recruitment company need to develop to appeal on this basis to an Islamic Finance Institution who wanted to work with service providers sharing similar virtues and morals.

There were few answers. No surprise really as people don’t generally like being asked moral questions, the old adage ‘If it isn’t broken don’t fix it’ springs to mind. However, I sat back and I considered the business I work within and what we do.

We have a preferred charity; in fact we have 2 which we donate a % of profits to. This year we didn’t send out thank you cards and pointless gifts to clients in December. Instead we bought a whole bunch of presents, wrapped them all up and donated them to a local Orphanage. We sponsor a young athlete who has great potential and we do volunteer work in the community with the unemployed, one of my colleagues even visited a women’s prison to coach them on how to find work when they were released.

It sounds like I am blowing our trumpet, and I am. When I sat and considered these things, it became apparent that inadvertently we do stand firmly on a moral context and have a positive social impact. Many companies do of course. You look at major football clubs in the Premier League in the UK for example and you don’t see the community schemes they are involved in, such as Arsenal’s support for the Teenage Cancer Trust. Okay so not all footballers and not all football organisations are virtuous or shining examples of how to live your life and be the best person you can. But many of them are, research Didier Drogba, David Beckham, Zinedine Zidane and Lionel Messi and read about what they do. I also appreciate that connecting the principles of Shariah Compliance and the Teachings of Islam to football maybe flippant, please forgive me. But I am trying to reach a broad audience.

None of this is actually that radical, in many ways lots of sectors and organisations operate policies of this sort. In the UK for example Public Sector organisations will and can only work with service providers who comply with ISO 9000 / 9002 to ensure standards and a minimum level of compliance. Supermarkets such as Walmart, Tesco, Carrefour and others will only work with suppliers who meet strict food safety or agricultural policies.

So why is this necessarily so different?

We may not even come close to the kind of compliance and scrutiny undertaken by those truly Shariah Compliant Institutions, but we can at least try.

How much good would be achieved? How much wealth would be shared more appropriately? What could we change positively? How many people’s lives could we impact forever?

I would be interested in any comments that can add to this discussion, elucidate ways in which this kind of idea could be achieved or of course valid points which indicate that this could never work.

“You Want to do What? Skype Interview Me?” A Quick Guide To Video / Telephone Interviews – Part 1

After registering with 80 job boards who all have a different password format to ensure that you will never be able to log-in again, you have applied for 3,000 jobs and finally a response. Youare moved almost to tears at the sheer ecstasy of securing an interview, until you are told that it will be a video interview using skype. Panic sets in. Sweat runs down your brow, you are not very photogenic, you are the kind of person who gets nervous watching other people have photos taken, your nose looks big on video, what if they don’t like your wallpaper….

Relax and follow this guide to help smooth the whole thing out:

Avoid the fatal error, avoid complacency!

The first mistake many people make is the assumption that well at least I’m in a comfortable and familiar environment, so I can relax. No you cannot. I know people who have undertaken video interviews with a shirt and tie on their top half and pyjamas on the bottom. It doesn’t work, it is a psychological thing, it is a mind thing. You have to treat this exactly the same way you would a face to face formal interview. There is no room for complacency.

The Preparation

When you accept and confirm your telephone interview time, ensure if possible that they are calling you on a landline and ideally whilst you are at home, or at the very least where you have absolute privacy and peace and quiet with no distractions. Cell phones can be unreliable and you can guarantee that just when the interview is going really well, the network will crash.

Treat the telephone or video interview just as you would a face to face in their office, sorry I know I’m repeating myself, but it is critical. Research the company, their culture, their successes, their history. Visit social media sites such as  Linkedin and Facebook to see who works there, what they are saying, what their professional backgrounds are. It is a great feeling when you notice that their staff retention is well above average, that all the feedback, all the chatter is really positive and especially when you realise that many of them seem to be like you. Visit websites such as Glassdoor and see if anyone has posted a review about the organisation and the culture.

Read the job spec, understand it. If you haven’t got one then find one from a similar type of firm. If the one you have is limited in terms of detail then get on facebook or Linkedin and check out what people in that company are doing in that type of job, what have they got on their profiles.

Check Twitter to see what other noise or chatter is coming out of that organisation.

Really important is to check news and press releases. If the organisation has just announced a huge acquisition or an expansion plan, maybe an IPO you need to know and you need to show in the interview that you know.

Set the Stage

Okay so you have all the information, you have done the preparation and you are raring to go. If it is a video interview check your PC and make sure that your webcam works, get someone to skype test you and tell you how the setting looks. Move your desk or PC if you have to, you only have one chance to get this absolutely right.

If it is a telephone interview, choose somewhere to sit or stand where you are going to be comfortable. My preference is to stand, it prevents you from slouching, makes you more alert and in my case I always walk around when I am on the phone (it may be nervous energy or maybe it is just energy). It is very common for telephone interviews to run well over their allocated time, especially if they are going well, providing of course that you aren’t the one doing all the talking. So make sure you have some water available.

You equipment works, you have set up the location, you have notes to hand,there is a jug of water to one side. What next?

You and your personal appearance. Yes, regardless of whether it is a telephone or a video interview you need to prepare yourself. Have an early night the evening before, look good and feel sharp. Have a shower, dress appropriately, if you work in a suit and tie or a less formal environment then dress accordingly. It has a psychological impact, it works. If you are a guy, have a shave, comb your hair.

Finally do some facial and oral stretching execises. Sing a song, hum a tune, pull faces, stretch those muscles, laugh out loud and relaaaaaaaaax… People always look at me strangely when I recommend they pull faces at themselves in the mirror. It is however virtually impossible to do so without laughing, laughter releases hormones and peptides which relax you, make you feel better, look better and respond more better.

Here we go, you are all set….

More information on this subject can be found here: BBC – Skype Interviews

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Please feel free to share any ideas or suggestions that may improve this post and help people get the best results out of their interviews.

Preferred Client Lists – A Recruiters Perspective

Preferred Supplier Lists are the bane of many a recruiter’s life. Those 3 little words can be so powerful, indeed be so counterproductive even. Don’t get me wrong, I understand the commercial and strategic reasons for organisations to operate a PSL; usually they are about consistency, streamlining, efficiency and to ensure operational uniformity throughout a business or organisation. But, very often they can undermine competition, be detrimental to success in the recruitment process. They can restrict an organisations or an individual hiring manager’s ability to act in the best interests of everyone.

What few organisations realise however is that there are many recruiters who similarly operate a ‘Preferred Client List’. When you hear about exceptional service levels, significant added value services which are inclusive, consultative recruiting, solution recruiting and client partnering in recruitment circles, it is these Preferred Clients who are usually talking about them. Their experience of recruitment is verging on sublime, regardless of whether they have an in-house capability or a PSL; they view and work with their recruiters in the same way as they would work with business consultants, accountants and so on. As an extension of their business, their recruiters are integral to their strategy, vision and corporate success.

So, how do you become a Preferred Client and get on that PCL? How do you ensure that you and your organisation are getting more value, more services, more attention and essentially a more successful recruitment solution?

Follow these simple steps:

  1. Be honest about the nature or stature of the requirement.

    Success only (contingent) recruiters focus on the requirements that have a high and genuine chance of producing a result, a fee. Ensure that you explain to your recruiter that the vacancy has been fully signed off, the budget approved and agreed and that the timelines are genuine.

    If you are perusing the market for different reasons, maybe in consideration of growth, or contingency planning then tell your recruiter this up front. They should still be keen to provide you with a service, but at least they can prioritise accordingly and have realistic expectations. As a Manager I ask my Consultants what the % is of success on their vacancies. The number of times I’ve heard answers quoting 90% and then 8mths later the same vacancy has still been live. If you are window shopping, tell us, there are good valid reasons for this activity and we will help if we can.
     

  2. Reveal any potential internal or existing candidates.

    Very often you may have a number of internal candidates, or your line manager may know someone they want to approach directly. This is always the preferred option of course. But if you really want to ensure that you are being objective and getting the absolutely best candidate for the job, then get your recruiter to include these candidates in their process. You will have to agree a fee for this in the event that your existing candidates secure the role. I usually agree 25% of the original fee as an example.

     Everyone thus feels inclusive; the process has consistency and transparency. If the internal candidate is successful, at least everyone knows including the candidate that they have secured the job on merit. Okay, you may have to pay for this inclusive service, but it usually is worth it.

  3. Exclusivity creates win / win situations and naturally leans towards a premium level of service.

    By engaging a recruiter on an exclusivity basis you are upping the ante, so to speak. The recruiter knows that they have a guaranteed fee but they also know that you are relying on them to get the result you and your organisation needs. The pressure to deliver should create a positive urgency and a high degree of focus. Ensure that you agree an assignment brief which outlines everything in detail (2 pages will suffice) and includes things such as timescales, interview schedule, the process (this should include any elements such as video interviewing, testing and so forth) to ensure that there is measureable activity and visibility throughout.
  4. Do not be afraid of retainers.

    Retainers can be a brilliant and unique tool if utilised correctly. If you have strategically critical positions vacant within your organisation and effectively everyday those desks are vacant is costing you money, then retain a recruiter to fill those seats and to fill them quickly.

    By paying a retainer you can basically jump the queue and dictate a recruiters work schedule. If you want them to dedicate 50% of their working day to your needs everyday for the next 3 weeks to get you fast, focused and successful results then retain.

    Okay, many of us have had some form of negative experience, so agree some assurances up front. Personally I prefer a 2 stage retained approach on a 25% Assignment Fee and Final Completion Fee. The initial or up-front payment demonstrates your commitment to the agreed process, it pays for my time, my expenses and mitigates any risk in terms of my work allocation.

    If you go down the 3 stage retainer route which is more traditional, don’t pay any 2nd stage until such a time as you have actually interviewed your short-list and acknowledged that they are of the standard requested. If you pay it, then interview and discover that none of them are suitable for consideration you may be in trouble. Effectively you have paid circa 66% of the total fee and have nothing but a fistful of useless CVs.

  5. Work with your recruiter to enable them to create and develop a candidate briefing pack and also get involved with any advertising copy.

    Many organisations overlook how critical it is to ensure that prospective candidates are fully and accurately briefed especially at application stage, and informed about an opportunity and an organisation. Many recruiters will do what I do before finalising a short-list. They will request prospective candidates to research and then demonstrate why they want to work for your organisation, what challenges and opportunities the role will offer, what makes them a good match for the position. It is difficult for them to do this if the have an out of date job spec and the ‘About Us’ page on the website. I recently received a job specification from a client that was ‘revision 3 – 21st February 2001’. Imagine the changes to that organisation in terms of size, technology and market place over that 10yrs period. Your recruiter to can research and re-write the job specification, let them talk to the hiring manager for 10-20mins to articulate what you really need.

    Encourage your recruiter to develop a Company Briefing document so the candidates get a flavour that may not be so easily visible on the internet. Things like non confidential vision and strategy are important, a brief outline if recent growth and the reasons why for example. Finally, ask your recruiter if you can have some input into the advertising copy. Advertising is a huge PR and Branding opportunity, assuming the vacancy isn’t confidential. Use this opportunity to reach another audience, shout about your success, let your competitors and their employees know how great you are.

  6. Regular reporting and communication.

    Agree a schedule for progress reports, this is critical. You do not want to be sitting there after 6 weeks waiting for a short-list only to find that your recruiter hasn’t got one. Agree to an email or telephone report once a week. Ask for a benchmark candidate early in the process so you can both agree that everyone is on the same page. If not, at least any confusion or misinterpretation can be rectified early. If the schedule is slipping you can address it then, as opposed to when it is too late.

    Commit in advance to a date for short-list discussion and approval, 1st interviews, and 2nd interviews. You will be amazed at how efficient the whole process becomes when everyone knows precisely what timelines they are working towards, including the candidates.

  7. Trust your recruiters and listen to their advice.

    Professional recruiters will advise you objectively, they should give you any additional information that they think pertinent, they should highlight any particular areas of concern that they think you should focus on in terms of particular candidates. Good recruiters will counsel objectively on which candidates they think stand-out. Listen to this advice. I recently had a client who was determined to not 2nd interview a candidate, the candidate who I thought was the stand-out star. I finally persuaded them that for the sake of an hour, what did they have to lose. They did 3, 2nd interviews instead of 2, and offered the candidate they were going to eliminate 24hrs later.

    Your recruiter may not always be right, but at least listen to what they have to say, this is a significant part of the expertise you are paying for. Remember it is as much in the recruiters interest to ensure that you get the absolutely best candidate, they don’t want to repeat the whole exercise for free.

  8. Agree fees in advance.

    Personally regardless of whether an assignment is retained or contingent I prefer fees that are flat as opposed to % of salary. Flat fees enable everyone to budget and cost in advance. If you are paying a recruiter 27% of salary on a position that could pay anything from US$80,000 to US$120’000 the potential difference in the fee is over US$10,000.  Discuss mutually agreeable fees up front, ensure they are in writing and signed.

  9. Guarantees, Contingency Planning.

    Even the best recruiters just like the best HR Directors don’t get it right every time. Make sure that contingency plans are agreed and transparent. What happens if the candidate doesn’t start, leaves within their probationary period or just does not fit in. My advice is to initially have it agreed that your recruiter will find a replacement within a specific timescale for free (maybe sometimes expenses are valid). In the unlikely event they fail to achieve this, then a scale of rebate should be in place.

As a recruiter with over 20yrs experience and having recruited on 6 continents I absolutely relish the whole process. I love exceeding client expectations, get genuine pleasure from placing candidates and usually enhancing their career and opportunities.

But it is the combined wins that make the job really rewarding. Any good recruiter should thrive on enabling your business to be better equipped to achieve its strategic goals. Work with them and encourage them to want to work with you.

Remember great hires reflect on you as the hiring manager or HR Representative. A really good recruiter should effectively make you look great as well.

For additional information or to discuss in more detail contact Darren Ledger on

+44 (0) 1924 371333 or email darren@solutions.uk.net

 

 

Does the ‘F’ in IFI’s Mean Futile for Graduates?

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I was recently recommended to read some articles written by Mohammed Khnifer a well-known journalist with an intricate knowledge of Islamic Finance & Banking. One of the articles I read was titled Voices of the Unheard – Salvaging the Next Generation of Islamic Bankers which was a heartfelt and illuminating insight into the frustrations of those hard-working, diligent graduates who had invested time and money in attaining Islamic Finance qualifications. Often these graduates have an underlying passion and belief similar to that demonstrated by those who study medicine or theology. An instinct that not only is a career in Islamic Finance potentially well rewarded financially, it is morally, ethically and socially the right thing to do.

It should be exciting times for individuals such as Haseeb Muhammad, who is the principle focus of the original article. This is an individual who having studied and attained an MSc, Islamic Banking and Finance found himself working for an International Hotel Chain. He describes himself as “Depressed and Demoralised”

The story shocked me, and if I am honest as a seasoned recruiter the reference to the lack of support from the recruitment industry actually made me cringe a little. Okay, I’m a Headhunter or an Executive Search & Selection Consultant as we are more commonly known, but I know that recruitment companies are usually brilliant at providing resources and advice to Graduates. Many of them have built reputations and businesses upon their graduate recruitment schemes.

It would appear that despite all the exuberant claims that the Islamic Finance industry will grow exponentially over the coming years as both Muslim and non-Muslim investors around the World look for more ethical and socially acceptable products and services, the demand for new talent is if anything stagnant. It would seem that the emerging talent is finding their entry to the emerging market a little futile. Why?

The Test

I spent an hour searching through a multitude of website and job boards (the best of which was Sharia Appointments ) for graduate / entry-level positions into Islamic Finance organisations, focusing on locations such as Saudi Arabia, United Kingdom and Central Europe. It was hard work, maybe even futile. Literally hundreds of recruiters out there advertising jobs but almost all were senior management or executive level roles. More often than not every link that even closely resembled a potential job opportunity turned out to be an organisation wanting to sell me a course or an event.

Mohammed Khnifer quotes a research paper by the Global International Centre for Education in Islamic Finance (INCEIF) which concludes that within the next decade the industry is going to require c50’000 graduates. So demand should be there and visible for all to see right now. But if the current generation are experiencing these difficulties in terms of pursuing their careers, gradually the fascination and / or the inclination to pursue these courses of study will deteriorate. The next generation may not exist!

What Next

What can be done to rectify this situation? Is this a Human Resources issue or a recruitment companies opportunity?

Maybe if a Global Corporate Recruiter created a graduate recruitment division aimed firmly and squarely at Islamic Banking & Finance Graduates and the IF sector they could make a difference? Maybe if additional services were offered to students and graduates by this Recruitment Company such as interview coaching and preparation, CV writing and job search advice individuals such as Haseeb Muhammad would not feel so frustrated?

Or maybe the Islamic Banking and Finance education sector should create a specific Milk Round so that the best organisations within this exciting and rapidly growing emerging market can engage and select the best emerging talent?

I have loads of ideas on how we can address or at least begin to change this situation. But I am only one man with limited time. Like many people in the recruitment industry I find the expectation, the excitement and the anticipation of the Islamic Banking and Finance sector exhilarating. I’ve been involved to one extent or another in this sector for over 6yrs and have seen the immense development of banks and financial systems in places such as Saudi Arabia first hand. To that extent it is the responsibility of all who participate, engage and wish to be part of this industry to help it attain its potential. To make sure that the talent, the innovation and the passion that will secure its future is ready and available.