How to effectively work with external executive recruiters for global head of treasury roles in MENA banks
“How do you ensure that the executive recruitment process aligns with your strategic goals?” When it comes to appointing a Global Head of Treasury for banks in the MENA region, this question is not just rhetorical—it’s essential. The role is not just about managing financial assets and liabilities; it’s about steering the financial ship through varying regulatory and economic landscapes unique to MENA. Collaborating with external executive recruiters can greatly enhance your recruitment process, but achieving this requires a finely-tuned strategy.
Before diving into the intricacies of working with recruiters, it’s crucial to understand the landscape you’re operating in. Two critical elements shape this landscape: the pivotal role of a Global Head of Treasury and the specific market conditions in MENA. For this reason, it’s vital to partner with recruiters who have their fingers on the pulse of regional nuances. How do you find such recruiters, build robust relationships with them, and set clear expectations? Read on to discover more.
What you’ll learn:
Understanding the role and market dynamics
Leveraging executive search firms
Building strong relationships
Setting clear expectations
Engaging in thorough candidate assessment
Utilising technology and data
Continuous feedback and improvement
Understanding the role and market dynamics
Picture this: you’re a bank navigating the financial seas of the MENA region. Your Global Head of Treasury is the captain, ensuring liquidity and mitigating risks against the backdrop of diverse regulatory waters. This role demands someone who understands not just treasury functions but also the broader economic tapestry of MENA. Look for recruiters who are equally savvy and can offer candidates who match these demands.
Leveraging executive search firms
Executive search firms are your secret weapon for finding top-tier candidates. With access to an expansive network, these firms can tap into a well of passive candidates who are not actively seeking new opportunities. In the MENA region, where demand for skilled treasury professionals is soaring, this capability is invaluable. Think of it as having a backstage pass to a talent pool that others can’t access (Warner Scott).
Building strong relationships
Trust is the currency of any successful relationship, including those with external executive recruiters. Approach them as partners in your journey rather than mere service providers. Share your organisation’s culture, goals, and specific role requirements. When recruiters feel invested in your mission, they become more than just intermediaries—they become allies.
Setting clear expectations
Setting expectations is like setting the GPS for your recruitment journey. Define your ideal candidate’s competencies, experiences, and any unique cultural or regional considerations. This clarity helps recruiters pinpoint candidates who are not just qualified on paper but are also a good fit for your organisation.
Engaging in thorough candidate assessment
A resume and an interview only scratch the surface. Dive deeper with comprehensive assessments of a candidate’s leadership capabilities and adaptability to the MENA banking environment. Psychometric testing and in-depth reference checks can reveal insights that traditional methods may miss. It’s not just about finding someone who can do the job; it’s about finding someone who can thrive.
Utilising technology and data
Incorporating technology into your recruitment process can be a game-changer. Data-driven insights allow you to spot trends in candidate behaviour, helping tailor your strategy to attract top talent. Technology can also streamline the recruitment process, making it both efficient and effective. Think of it as having a digital assistant that helps you make smarter decisions.
Continuous feedback and improvement
A recruitment process should be a living, breathing system. Continuous feedback between you and your recruiter allows for real-time adjustments, keeping the process aligned with your organisation’s needs. Regular debriefs after candidate interviews can provide valuable insights, helping refine your search strategy.
Key takeaways
Value the role of executive search firms to access a hidden talent pool.
Build strong, trust-based relationships with recruiters to ensure alignment.
Set clear expectations to guide the recruitment process effectively.
Use comprehensive assessments to identify candidates who will thrive.
Leverage technology and feedback for a smarter, more effective recruitment strategy.
Working effectively with external executive recruiters requires a strategic approach that aligns with your organisation’s goals and the specific demands of the role. By valuing the expertise of executive search firms, building strong relationships, and using technology and data, you can enhance your ability to attract and secure top talent for Global Head of Treasury roles in the MENA region. How will you further refine your recruitment strategy to meet the unique challenges of the MENA banking sector?
FAQ: Effectively Working with External Executive Recruiters for Global Head of Treasury Roles in MENA Banks
Q: How can we ensure our recruitment process aligns with our strategic goals?
A: Start by clearly communicating your organisation’s goals, culture, and specific requirements for the role to the recruiters. This ensures they understand the strategic objectives and align their search accordingly.
Q: Why is it important to work with recruiters who understand the MENA region?
A: The MENA region has diverse regulatory environments and economic conditions. Recruiters with regional expertise can better navigate these complexities, ensuring candidates are well-suited to meet these unique challenges.
Q: How do executive search firms enhance the recruitment process?
A: They provide access to an extensive network of professionals and can tap into passive candidate pools. This is crucial in the MENA region, where the demand for skilled treasury professionals is high.
Q: What should we focus on when building relationships with external recruiters?
A: Focus on establishing strong, trust-based relationships. View recruiters as partners invested in the success of the placement, rather than just service providers. Clear and open communication is key.
Q: How should we set expectations with the recruitment firm?
A: Establish clear expectations from the outset regarding timelines, candidate profiles, and the recruitment process. Define required competencies and experiences, along with any cultural or regional considerations.
Q: What additional assessments should be included in the candidate evaluation process?
A: Go beyond resumes and interviews by incorporating comprehensive evaluations of leadership capabilities, strategic thinking, and adaptability. Utilise psychometric testing and in-depth reference checks for deeper insights.
Q: How can technology and data improve the recruitment process?
A: Use data analytics to identify trends in candidate behaviour and preferences, tailoring the recruitment strategy to attract top talent. Technology can also streamline the process, making it more efficient and effective.
About
Based in London and Dubai, Warner Scott is a premier global executive recruitment specialist focused on Banking & Investments, Accounting & Finance, and Digital & Fintech. With over 18 years of experience, they have cultivated robust relationships with top-tier banks, financial institutions, and accountancies. Their strength lies in these enduring connections with hiring managers and internal recruiters, a vast candidate network, and continuous engagement. This combination places them in a unique market position, trusted by both talent and hiring managers. Their expertise allows them to understand recruitment needs deeply and uncover senior C-suite, EVP, SVP, and MD-level hidden, ready-to-move talent that others can’t access.
Warner Scott offers bespoke recruitment solutions for both international and regional clients, collaborating as genuine business partners. Their services include retained, exclusive, and contingency searches, as well as permanent, contract, and interim staffing options.
In Banking and Investments, they work with international and regional banks and investment houses in London and the Middle East, including conventional and Islamic banks. They cover a wide range of areas such as Private Equity, Asset Management, Investment Banking, Treasury & Global Markets, Wholesale Banking, Digital & Technology, Risk Management & Compliance, and C-Suite Appointments.
In Accounting and Finance, Warner Scott collaborates with The Big 4 and Top 50 accounting firms, along with globally recognised consultancies. They specialise in Audit, Risk & Compliance, Tax (Private Client, Expatriate, and Corporate Tax), Corporate Finance, Transaction Advisory, Restructuring, Turnaround, Insolvency, Forensic Accounting, Disputes & Investigations, Forensic Technology, eDiscovery, Cyber Security, and Management Consultancy.
In Digital & Fintech, they support large banks, digital startups, and innovative Fintechs. Their expertise spans FinTech innovations including AI, Blockchain, Cloud Computing, Big Data, InfoSec/Cybersecurity in Application, Infrastructure, Network, Cloud, IoT securities, Digital Leadership, Transformation, Software Development, IT Project/Program management, Data Science & Analytics, Data Privacy, and Data Architecture.