The financial technology industry, FinTech, is one of the fastest growing and most in-demand in terms of qualified specialists today, mainly since the digital age requirements are increasing the need for innovation in the financial sector. Plus, both consumers and financial services businesses seek more convenient, faster, and more secure ways to send and receive money.
The Fintech Control Tower estimates the number of FinTech companies worldwide at over 26,000. This ever-increasing demand for FinTech attracts huge investments in start-ups and promising enterprises. At the same time, according to the latest statistics reports, 48% of all jobs in the financial industry require their workers to have digital and technological skills.
Therefore, it is not surprising that thriving FinTech companies, in order to stay ahead of the competition in the industry and keep up with the times, place great emphasis on recruiting FinTech specialists and hiring the best talent in the field.
So, this article will let you take a closer look at what peculiarities FinTech recruitment has these days and what recruitment strategies can be used to maximize its quality and efficiency.
The concept of FinTech refers to all technologies involved in the financial sector. Although currently, the latest advances in financial technology are aimed at making financial transactions more efficient for consumers and more profitable for companies providing these services, for instance, contactless transactions, online payments, or mobile banking. Thus, one of the earliest examples of FinTech can be considered the introduction of the first credit card into circulation.
In short, FinTech is any kind of technology designed to improve and automate the use of financial services. And a FinTech company is any business using technology to enhance, change or automate financial services for consumers or other businesses.
Recruiting in FinTech, or financial technology, can be a unique and challenging process, especially nowadays, when the well-formed staff determines the further success of the entire business.
Here are some specifics of recruitment in FinTech:
FinTech companies typically require candidates with strong technical skills, such as programming languages, data analysis, and database management. Therefore, recruiting in FinTech often involves assessing technical skills and experience.
FinTech companies operate in a highly regulated industry. As such, they require candidates with a strong understanding of financial regulations and compliance. Thus, recruiting in FinTech also involves evaluating a candidate's knowledge of regulatory requirements.
FinTech companies often look for candidates with prior financial industry experience. This could include working in banking, investment, or other financial services. Industry experience is valuable because it gives candidates a deep understanding of financial systems and processes.
The FinTech industry is constantly evolving, and companies have to be able to adapt to new technologies and trends quickly. So, recruiting in FinTech means looking for adaptable candidates who can learn new skills and technologies quickly.
Like any other companies, FinTech companies also look for candidates who fit their culture well. This implies evaluating a candidate's values, work ethic, and communication skills to determine whether they would fit the company's culture and team well.
Overall, recruiting in FinTech requires a careful balance of technical skills, regulatory knowledge, industry experience, adaptability, and cultural fit. Companies that can find and hire the right talent will be better positioned to succeed in this rapidly growing industry.
FinTech recruitment comes with unique challenges that make it different from recruiting for other industries. Here are some of the biggest challenges FinTech recruiters may face:
The demand for skilled talent in FinTech is high, but a limited pool of qualified candidates is available. The fierce competition for top talent makes it challenging for companies to find and attract the right candidates.
FinTech is a rapidly evolving field, which signifies that skill gaps need to be addressed. For example, there is currently a shortage of candidates with blockchain and machine learning expertise, which are critical for many FinTech applications.
The FinTech industry is continuously changing and developing, which means that companies need to be able to hire talent that can adapt and learn quickly. This can be challenging since many candidates may not have experience working with the latest technologies or in new areas such as cryptocurrency or blockchain.
The financial industry is heavily regulated, and FinTech companies must comply with a wide range of laws and regulations. This can make it challenging for companies to find candidates with the necessary knowledge and expertise to navigate the complex regulatory landscape.
Retaining talent in the FinTech industry can be tricky since there is a high demand for skilled professionals. Additionally, the work can be demanding and stressful, which may lead to burnout or turnover.
Because of the demand for skilled talent, candidates in FinTech often have high compensation expectations. This can make it challenging for companies to attract and retain the right talent within their budget.
FinTech companies face stiff competition from established financial institutions investing heavily in technology. This can make it challenging for FinTech companies to attract top talent away from larger, more established firms.
The tech industry, in general, has been criticized for its lack of diversity and inclusion. This is also a challenge in FinTech, where women and people of color are underrepresented. It can be challenging for FinTech companies to attract a diverse range of candidates and create an inclusive work environment.
As FinTech companies increasingly rely on technology, cybersecurity becomes a critical concern. Candidates with cybersecurity expertise are in high demand, and companies must ensure that their employees are up to date with the latest threats and security measures.
FinTech companies often operate globally, which denotes they need to attract talent from different regions and cultures. This can be challenging, as candidates may have different expectations around work culture and compensation.
Some specific strategies that companies can use to hire specialists in the FinTech industry are as follows:
Attending FinTech events and conferences can be an effective way to network with potential candidates. These events are often attended by experts in the field looking for new opportunities, making them a great place to find talent.
Universities and educational institutions can be a great source of talent for FinTech companies. Companies can partner with these institutions to offer internships, mentorship programs, or other initiatives that provide students with valuable experience and help build relationships with potential candidates.
FinTech is a rapidly developing industry, and companies can attract top talent by proposing training and development opportunities that allow employees to stay updated with the latest technologies and trends.
Many candidates in the FinTech industry value flexibility and work-life balance. Companies can attract top talent by offering flexible work arrangements such as remote work or flexible schedules.
Referral programs can be an effective way to tap into the networks of current employees and identify potential candidates. Companies can offer incentives to employees who refer candidates who are ultimately hired.
Data-driven recruiting techniques like predictive analytics and machine learning algorithms can help companies find the most promising candidates and make more informed hiring decisions.
Candidates in the FinTech industry are often highly motivated and ambitious. Companies can attract top talent by offering a clear path for career advancement, with promotion and professional development opportunities.
Hackathons and coding challenges are a great way to find top talent in the FinTech industry. Companies can participate in these events as sponsors or judges and use them as an opportunity to identify potential candidates with the necessary skills and experience.
Gamification techniques, such as creating challenges or games related to the company's products or services, can effectively attract top talent and identify candidates with the necessary skills and expertise.
Companies can build a talent community by engaging with potential candidates through social media, online forums, or other online communities. This can help create a pipeline of potential candidates and build relationships with individuals who may be interested in working for the company.
Companies can attract top talent by offering unique perks and benefits that differentiate them from other employers. For example, offering sabbaticals, unlimited vacation time, or other unique benefits can help companies stand out and attract top talent.
Social media can be a powerful tool for recruiting in the FinTech industry. Companies can create a strong social media presence by sharing content related to the industry, highlighting the company's culture and values, and engaging with potential candidates.
Virtual networking events can be a great way to connect with potential candidates in the FinTech industry, especially when in-person events are not possible. Companies can host virtual networking events through online platforms such as LinkedIn and use them to build relationships with potential candidates and share information about the company and its job openings.
As can be seen, the increase in job opportunities in FinTech companies entails more competition to attract the best candidates for emerging roles. And if you want to consistently be ahead of your competitors in your field and remain a thriving company, you should keep a close eye on the current hiring trends in the market to be able to recruit the best talent for your team. Another great option is to know for sure which of the professional recruitment agencies to address not to miscalculate.