Future Financial Analyst

at a Hedge Fund
 Background
I would like to be a financial analyst

Financial analysts deal with corporation finances

They plan, analyse and predict future incomes

A financial analyst should have strong accounting and compliance

expertise
 Sources to Attract Potential Applicants

Applicant’s credibility

Compensation packages

Non-monetary factors

Strong employer brand

Data Collection and Evaluation of Candidates

Employment application

Create a hiring system

Collect employee resume

Screen application forms

Select the best candidate

Data Collection and Evaluation of Candidates
Telephone Interviews
It is a quick and cost-effective method
Use of telephone will help in familiarizing with the applicant
It will help in assessing their communication skills
The interview will determine if the candidate meets the job
requirements
The applicant expectations will also be understood
Data Collection and Evaluation of Candidates
In-Person Interview
This interview will determine what the candidate knows
Their skills will be tested based on how they can apply them
Question will be structured to determine their strengths and weaknesses
Applicants will respond to all the questions asked
Reponses will be used to determine the best candidate
Data Collection and Evaluation of Candidates
Verification of work performances
Employer’s prior performance will help test their reliability
Performance review assesses a client’s capability
The assessment can be used as a valid predictor
The review determines the applicant’s behaviour
Referrals help to understand ways of dealing

with clients
 Selection Criteria for Suitable Candidates
An analytical and critical-thinking test

Look for a somebody who has a strong sense of professional

commitment.

Compatibility is a must

Get in touch with the candidates via social media

When hiring a new employee, make use of a checklist.

 Laws and Regulations that Affect the
Selection Process
Age Discrimination in Employment Act

Americans with Disabilities Act (ADA)

Equal Pay Act

Immigration Reform and Control Act (IRCA)

Pregnancy Discrimination Act of 1978

 References
Baykal, E. (2020). Digital era and new methods for employee
recruitment. In Handbook of Research on Strategic Fit and Design in
Business Ecosystems (pp. 412-430). IGI Global.
CDC. (2021). Regulations, Guidance and Policy. CDC | Office of Equal
Employment Opportunity (OEEO). Retrieved 19 May 2022, from
https://www.cdc.gov/eeo/eoguidance/policy.htm.
Karam, S., Nagahi, M., Dayarathna, V. L., Ma, J., Jaradat, R., &
Hamilton, M. (2020). Integrating systems thinking skills with multi-
criteria decision-making technology to recruit employee
candidates. Expert Systems with Applications, 160, 113585.
https://doi.org/10.1016/j.eswa.2020.113585
Feedback
• Your first section is title "Sources to Attract Potential Applicants" but
you're not talking about sources, you're talking about what makes this
an appealing job. This should be focusing on WHERE you are
recruiting talent from. You're missing this part of the assigned topics
completely. Please make sure that you add this in when revising this
for the Final Project.
• Beyond that, you did an EXCELLENT job on the other three content
areas of this assignment. You explained how to collect information
from candidates, how to evaluate it to decide who to hire, and how to
remain complaint with key employment laws.