This area is intended as a centralised resource, where we can collect advice for fund management companies on how to make their hiring processes more effective; and advice for job seekers with tips on how to manage their job hunting process and careers.
Although Godliman focuses on Executive Search for the Investment Management industry, we will try to keep the information here generic, so we hope it should be useful to people in any sector or industry, not just Asset Management.
In addition, we will collate various articles on trends that we see across the Institutional, Wholesale and Retail Asset Management sectors in the EMEA region, as well as thoughts on best practice and pitfalls for Diversity and Inclusion hiring; and more information about Godliman and our Best-Fit Search process.
A few weeks ago, I received an InMail message on LinkedIn from an HR professional working for a $287bn aum Sovereign Wealth Fund, with an offer of introduction to the Head of HR, to develop a relationship with Godliman. Unfortunately, it turned out to be a scam – and the tip of a scamming iceberg on LinkedIn.
Hiring more women, particularly in asset management, could be a determining factor in your company’s ability to remain relevant and competitive in the war for talent. Are you ready?
Godliman’s study of over 8,500 distribution professionals within the Asset Management sector across the EMEA region shows that, despite the focus on diversity hiring in recent years, women still only comprise 27% of the workforce.
On this day in 2003, Sarah Rogerson and Rupert Reed set up Godliman Partners as a values-driven Executive Search firm focusing on the Asset Management market, so Godliman is 20 years old today!
I am a female headhunter, but I think I might be unconsciously gender-biased toward men!
Have I been inadvertently using language that discourages people from recommending female candidates, or even deters female candidates from considering themselves for the role?
Are there any examples of successful Job Sharers in the Asset Management sector? If so, I would like to hear of them.
Based on my own experience of the sector, it is very rare – particularly at a senior level: I do not think that I have met even one person in a formal job share position. Which is odd, when job sharing presents such a good potential option to increase diversity at senior levels.
In the one of the classic scene’s from the BBC comedy series ‘Only Fools and Horses’, Trigger, a gormless and dim-witted but close friend of Del-Boy Trotter, claims that he’s had his road sweeper’s broom for 20 years. But then he adds that the broom has had 17 new heads and 14 new handles. “So how can it be the same bloody broom then?” asks his friend Sid.
Sometimes the same logic can apply to headhunters’ track record…
Anyone who knows me well knows that I lack the sporting gene. That’s not to say that I don’t sometimes enjoy playing sports; but I almost never watch sports on TV and only follow sports people or events that make it to the front of the newspaper.
So how did Godliman come to model our “Godliman Rule” for diversity hiring on the US National Football League (NFL)?
Imagine you are out for an evening stroll in Pacific Palisades and, lying under some shrubs near the sidewalk, you see a leather-bound filofax, almost hidden from view. You pick it up and, with rising astonishment and excitement, realise that it belongs to Stephen Spielberg. It contains his calendar, to do lists and his address book, listing hundreds of his contacts in Hollywood. Could this be your ticket to fame and fortune?
We are pleased to announce that Deborah Pridemore has joined Godliman Partners as an Associate Consultant, based in the US.
