How to hire in finance and banking : the case of a human resources consulting firm
Autor(a) principal: | |
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Data de Publicação: | 2021 |
Tipo de documento: | Dissertação |
Idioma: | eng |
Título da fonte: | Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
Texto Completo: | http://hdl.handle.net/10400.14/36914 |
Resumo: | The aim of this case study is to evaluate what is the profile and main hard and soft skills of the professionals in finance and banking (F&B) that the market values the most, and what recruitment and selection (R&S) practices are applied by a Portuguese human resources (HR) consulting firm in these two sectors, and if they are in line with the scientific literature. Therefore, a qualitative analysis was conducted through researching existing literature, participant observation in the field by the researcher and through interviews with recruiters, managers, and customers of a human resources consulting firm. The results show that new roles and competencies have emerged compared to the past, mostly due to the digitalization in the industries. Nowadays, professionals are required to have both expertise in finance and information technologies (IT) in order to remain competitive, having knowledge of programming software and languages, such as Structured Query Language (SQL) and Visual Basic for Applications (VBA). In addition, with the decrease of banking branches, and with the growth of electronic banking (E-Banking) operations, roles connected to commercial banking are disappearing, leading to an increase in the demand for professionals working in backoffice operations, such as, roles that track electronic payments, perform credit and risk analysis and evaluate financial fraud. Furthermore, when evaluating the R&S process of the firm in the sectors of F&B, some suggestions are presented in order to address the gaps identified. One of the suggestions is to customize the recruitment process for the different business areas. Although the company recruits for several business sectors, the recruitment process is always the same, which can make it difficult to identify the right talent. In addition, the proposal of using recruitment metrics, establishing recruitment objectives, and assessing candidates by multiple options that provide more reliable and valid information are also suggested. |
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How to hire in finance and banking : the case of a human resources consulting firmFinance and bankingHard and soft skillsRecruitment and selectionHuman resources consulting firmSetor financeiro e setor bancárioCompetênciasRecrutamento e seleçãoConsultoria de recursos humanosDomínio/Área Científica::Ciências Sociais::Economia e GestãoThe aim of this case study is to evaluate what is the profile and main hard and soft skills of the professionals in finance and banking (F&B) that the market values the most, and what recruitment and selection (R&S) practices are applied by a Portuguese human resources (HR) consulting firm in these two sectors, and if they are in line with the scientific literature. Therefore, a qualitative analysis was conducted through researching existing literature, participant observation in the field by the researcher and through interviews with recruiters, managers, and customers of a human resources consulting firm. The results show that new roles and competencies have emerged compared to the past, mostly due to the digitalization in the industries. Nowadays, professionals are required to have both expertise in finance and information technologies (IT) in order to remain competitive, having knowledge of programming software and languages, such as Structured Query Language (SQL) and Visual Basic for Applications (VBA). In addition, with the decrease of banking branches, and with the growth of electronic banking (E-Banking) operations, roles connected to commercial banking are disappearing, leading to an increase in the demand for professionals working in backoffice operations, such as, roles that track electronic payments, perform credit and risk analysis and evaluate financial fraud. Furthermore, when evaluating the R&S process of the firm in the sectors of F&B, some suggestions are presented in order to address the gaps identified. One of the suggestions is to customize the recruitment process for the different business areas. Although the company recruits for several business sectors, the recruitment process is always the same, which can make it difficult to identify the right talent. In addition, the proposal of using recruitment metrics, establishing recruitment objectives, and assessing candidates by multiple options that provide more reliable and valid information are also suggested.O presente estudo de caso visa analisar o perfil e as principais competências que o mercado de trabalho mais valoriza nos profissionais do setor financeiro e do setor bancário. Na concretização das suas finalidades, é efetuada uma análise às práticas de recrutamento e seleção aplicadas por uma consultora portuguesa de recursos humanos (RH) nestes dois setores, tomando como referencial as conceções e as práticas identificadas pela literatura científica neste domínio. As opções metodológicas consistiram numa abordagem qualitativa através de um estudo de caso que envolveu observação-participante no terreno realizada pela investigadora e o recurso a entrevistas aos consultores, gestores e clientes de uma empresa de consultoria especializada em processos de recrutamento e seleção. De acordo com os resultados obtidos, têm emergido novas funções e competências em comparação com o passado, principalmente devido à digitalização do setor financeiro e do setor bancário. Atualmente, é importante que os profissionais possuam conhecimentos não só em finanças, como também em tecnologias da informação (TI), de modo a permanecerem competitivos no mercado de trabalho. Verifica-se cada vez mais a relevância de possuir conhecimentos de softwares e de linguagens de programação como o Structured Query Language (SQL) e o Visual Basic for Applications (VBA). Constata-se ainda que, com o crescente encerramento de agências bancárias, e com o aumento das operações de serviços bancários online (E-Banking), as funções ligadas à banca comercial estão a desaparecer. Consequentemente, constata-se um aumento da procura de profissionais que trabalham em operações de Backoffice, tais como, funções que acompanham os pagamentos eletrónicos, realizam análises de risco e de crédito, e avaliam a fraude financeira. Para finalizar, ao avaliar o processo de recrutamento e seleção da consultora de recursos humanos nos setores financeiro e bancário, são apresentadas algumas sugestões para colmatar eventuais limitações. Uma das sugestões, é a personalização do processo de recrutamento para as diferentes áreas de negócio. Apesar de a empresa recrutar para diversos setores de atividade, o processo de recrutamento é sempre igual, o que pode limitar a melhor identificação do potencial dos candidatos. Destaca-se também a proposta de utilização de métricas de recrutamento, o estabelecimento de objetivos de recrutamento, e a avaliação de candidatos através de múltiplas opções que fornecem informações mais fiáveis e válidas.Valverde, Camilo José LopesVeritati - Repositório Institucional da Universidade Católica PortuguesaCosta, Marta Maria Miranda da2022-09-07T00:30:30Z2021-12-1620212021-12-16T00:00:00Zinfo:eu-repo/semantics/publishedVersioninfo:eu-repo/semantics/masterThesisapplication/pdfhttp://hdl.handle.net/10400.14/36914TID:202894550enginfo:eu-repo/semantics/openAccessreponame:Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)instname:Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãoinstacron:RCAAP2023-07-12T17:42:21Zoai:repositorio.ucp.pt:10400.14/36914Portal AgregadorONGhttps://www.rcaap.pt/oai/openaireopendoar:71602024-03-19T18:30:00.969429Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) - Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãofalse |
dc.title.none.fl_str_mv |
How to hire in finance and banking : the case of a human resources consulting firm |
title |
How to hire in finance and banking : the case of a human resources consulting firm |
spellingShingle |
How to hire in finance and banking : the case of a human resources consulting firm Costa, Marta Maria Miranda da Finance and banking Hard and soft skills Recruitment and selection Human resources consulting firm Setor financeiro e setor bancário Competências Recrutamento e seleção Consultoria de recursos humanos Domínio/Área Científica::Ciências Sociais::Economia e Gestão |
title_short |
How to hire in finance and banking : the case of a human resources consulting firm |
title_full |
How to hire in finance and banking : the case of a human resources consulting firm |
title_fullStr |
How to hire in finance and banking : the case of a human resources consulting firm |
title_full_unstemmed |
How to hire in finance and banking : the case of a human resources consulting firm |
title_sort |
How to hire in finance and banking : the case of a human resources consulting firm |
author |
Costa, Marta Maria Miranda da |
author_facet |
Costa, Marta Maria Miranda da |
author_role |
author |
dc.contributor.none.fl_str_mv |
Valverde, Camilo José Lopes Veritati - Repositório Institucional da Universidade Católica Portuguesa |
dc.contributor.author.fl_str_mv |
Costa, Marta Maria Miranda da |
dc.subject.por.fl_str_mv |
Finance and banking Hard and soft skills Recruitment and selection Human resources consulting firm Setor financeiro e setor bancário Competências Recrutamento e seleção Consultoria de recursos humanos Domínio/Área Científica::Ciências Sociais::Economia e Gestão |
topic |
Finance and banking Hard and soft skills Recruitment and selection Human resources consulting firm Setor financeiro e setor bancário Competências Recrutamento e seleção Consultoria de recursos humanos Domínio/Área Científica::Ciências Sociais::Economia e Gestão |
description |
The aim of this case study is to evaluate what is the profile and main hard and soft skills of the professionals in finance and banking (F&B) that the market values the most, and what recruitment and selection (R&S) practices are applied by a Portuguese human resources (HR) consulting firm in these two sectors, and if they are in line with the scientific literature. Therefore, a qualitative analysis was conducted through researching existing literature, participant observation in the field by the researcher and through interviews with recruiters, managers, and customers of a human resources consulting firm. The results show that new roles and competencies have emerged compared to the past, mostly due to the digitalization in the industries. Nowadays, professionals are required to have both expertise in finance and information technologies (IT) in order to remain competitive, having knowledge of programming software and languages, such as Structured Query Language (SQL) and Visual Basic for Applications (VBA). In addition, with the decrease of banking branches, and with the growth of electronic banking (E-Banking) operations, roles connected to commercial banking are disappearing, leading to an increase in the demand for professionals working in backoffice operations, such as, roles that track electronic payments, perform credit and risk analysis and evaluate financial fraud. Furthermore, when evaluating the R&S process of the firm in the sectors of F&B, some suggestions are presented in order to address the gaps identified. One of the suggestions is to customize the recruitment process for the different business areas. Although the company recruits for several business sectors, the recruitment process is always the same, which can make it difficult to identify the right talent. In addition, the proposal of using recruitment metrics, establishing recruitment objectives, and assessing candidates by multiple options that provide more reliable and valid information are also suggested. |
publishDate |
2021 |
dc.date.none.fl_str_mv |
2021-12-16 2021 2021-12-16T00:00:00Z 2022-09-07T00:30:30Z |
dc.type.status.fl_str_mv |
info:eu-repo/semantics/publishedVersion |
dc.type.driver.fl_str_mv |
info:eu-repo/semantics/masterThesis |
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masterThesis |
status_str |
publishedVersion |
dc.identifier.uri.fl_str_mv |
http://hdl.handle.net/10400.14/36914 TID:202894550 |
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http://hdl.handle.net/10400.14/36914 |
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TID:202894550 |
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eng |
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eng |
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info:eu-repo/semantics/openAccess |
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openAccess |
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application/pdf |
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Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
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Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) - Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação |
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