From support to optimisation: The challenges of a recruitment manager

In recent years iCredit has known a firm growth. To continue this trend, we are looking for a recruitment manager. An ambitious professional who can streamline our processes and improves our recruitment, for customers as well as internal functions. Which challenges are expected? We like to give a short explanation!

What does it mean to be a recruitment manager?

We created the role of recruitment manager to concur our growth. The main task of our new colleague? Evaluating the recruitment process and enhancing it, so we can guarantee an even better service in the future. This is from employer branding to retention. iCredit occupies a unique position in the recruitment market. We distinguish ourselves thanks to a focus on finance profiles. Moreover, we guarantee a close follow-up and a range of training courses. That human character is 100% anchored in our DNA.

What trends are active in the labor market and in recruitment?

iCredit focuses on the recruitment of finance profiles. We are specifically looking for people with a strong interest in finance, but also with decent communication skills and a good knowledge of languages. They do not end up in a classic accountant role, but form the link between finance and sales, for example as a credit controller or credit analyst. On the one hand, they take on analytical tasks, on the other hand, they are in direct contact with customers, suppliers, the branch network at financial institutions, etc. Fortunately, we focus on a niche market, where the number of major players is limited. As a result, there are more opportunities for us to recruit financial talent

But there are also several internal vacancies on the shelf. For example, we are actively looking for internal recruiters to strengthen our team. We also target business developers and inside sales talent, who ideally have an affinity with finance. Recruiting these specific professionals is also a challenge.

How will this evolve in the future?

In terms of recruitment, we clearly see the shift to a hybrid model. The first conversations often take place online: simple, fast and without travelling. In a later phase of the application process, for example during the second screening, a switch is made to face-to-face contact. That is not unimportant, because good recruiters make the difference by responding to non-verbal communication and body language.

Secondly, at iCredit we are fully committed to thorough assessments, both for consultants and internal employees. For example, a French language test is standard in the application process. In this way we can correctly map their knowledge and draw up a personal training plan. Thanks to these objective tests, the quality of the job interviews improves enormously. We look beyond the CV and talk in depth about interests and competences.

How does iCredit anticipate on this?

Even though we have grown, we keep our communicational lines short. A big plus! Now it is important to optimize our recruitment processes, with an eye on more efficiency. We want the right candidates, quickly, without losing prescious time. Besides that we want to keep improving our marketshare. By growing our visibility, we will be noticed by financial talent quicker.

We notice that iCredit is a reliable career partner for many candidates. Some relationships extend over 10 years already. The advantage of our nichemarket is that we keep relationships easily and follow the candidates on foot. Sometimes our paths cross again; Then it is easy to place profiles. We already know what they are good at and we what they look for in a job. A big plus!

What skills does a recruitment manager display?

A passion for recruitment is a must. A recruitment manager takes new recruiters under his or her wing and coaches them in their development. But (s)he also remains strongly involved in our recruitment and has great empathy. For example, (s)he is well aware that a credit analyst in a bank has different accents than the same profile in a large chemical company. Finally, (s)he takes an expert look at our processes and reporting. How is the influx of new candidates progressing? What’s going well? What can be done better? By diving into the available data, (s)he lifts our operation to a higher level.

Is recruitment manager written for you? Do you want to perfectionize our internal processes? Are you a reach coach to our team? Contact us. We look forward to meeting you!