CANDIDATE ZONE

We are passionate about delivering exceptional service. Whether you are looking for a permanent, contract or interim role in either a full or part time capacity, our consultants will go the extra mile to find the right position for you.

 

Wherever possible we will meet you face-to-face, ensuring we fully understand your skills, capabilities, qualifications and of course your aspirations before we put you forward for a role. We will support you with every step of your job search from registration, to preparing you for interviews, to remuneration negotiation to post placement communication. You can look forward to a fully consultative approach and rest assured we give our clients the same level of attention ensuring we make the perfect match time after time.

 

Due to our longevity and success, we have many established relationships with reputable clients throughout the payments sector and work on a range of opportunities around the world in functions such as:

COMMERCIAL

  • Business Development, Account Management, Relationship Management, Sales
  • Product and Marketing
  • Area Management, Country Management
  • Sales Analysis, Sales Support

OPERATIONS

  • Finance, HR, Legal
  • Fraud, Risk, Compliance & Regulatory

TECHNICAL

  • Systems Engineering, Software Engineering, Programmers
  • Business Analysts, Support, Implementation
  • Project and Programme Management
CV TIPS

Your CV is basically a ticket to an interview. In itself it cannot get you the job, but it can lose you the chance of an interview. A well-presented CV should convince an employer that you have the skills and experience necessary to be successful in this specific role and to want to meet you. You do not have much time to impress with your CV, research shows that employers scan over rather than read through CVs and often make up their mind in the first half-page!

 

You can follow these basic tips to ensure your CV provides the best possible opportunity to impress.

 

  • Present your CV clearly and succinctly. Fancy fonts and elaborate styles can detract from the content
  • One size does not fit all so don’t be afraid to highlight certain skills if the job you are applying to asks for them. A good place to do this is in the “Profile” or “Overview” section at the start.
  • Be honest and don’t be afraid to highlight your achievements
  • Avoid jargon and acronyms that other people might not understand
  • Include a brief synopsis of your previous employment
  • Include your name, full address, contact telephone numbers and email address
  • List both academic and non-academic qualifications in chronological order with relevant details
  • Begin your employment history with your more recent job, including your responsibilities, duration of employment and reasons for leaving
  • Do not omit any period of employment for whatever reason as this will certainly come out during an interview and might become problematic
  • Do not generalise on personal interests: lists of hobbies do not tell a prospective employer anywhere near enough about you. Detail what you do and what you have achieved in one or two particular fields
  • Before submitting your CV, ensure you check it thoroughly to ensure it accurately represents you and your skills, is relevant to the role and will encourage the employer to contact you.
  • Spell check!
INTERVIEW TIPS

If the employer has decided they wish to see you, you will be invited to an interview. This could be face-to-face, over the phone or via a video link such as Skype. The basics are the same whatever the scenario.

 

  • Research the company. Most interviewers will ask the question “what do you know about us already?” If the answer is little or nothing, it is highly unlikely you will be successful, and the interview is likely to be short
  • Research the job. Make sure you fully understand the role and responsibilities and be ready to ask questions.
  • Dress appropriately
  • Arrive on time, or ideally 10 minutes early. Anticipate traffic or public transport issues. It is better to be an hour early and go for a coffee than to be late and beginning the interview on the back foot with an apology
  • First impressions are very important – greet the interviewer with a firm, dry handshake and a smile ?
  • If they initiate some small talk, join in – you may be nervous (so might they) and talking about the weather or your journey is a good way to break the ice.
  • Ask questions – some interviewers will encourage you to ask questions throughout the interview or will ask you if you have any questions at the end. Always prepare some questions in advance (don’t be afraid to write them down and read them out at the end)

 

Competency Interviews

 

At least part of the interview is likely to be competency-based. Competency interviews are also known as skills-based, behavioural or structured interviews and work on the principle that past performance is the best predictor of future performance. The interviewer will be seeking examples of past behaviour that provide concrete evidence that you have the necessary competencies to succeed in the role.

 

Required competencies will vary according to the role but interviewers are interested in your capacity to communicate, negotiate, persuade and plan effectively. You will also be required to demonstrate your ability when working as part of a team, whether you possess strong decision marking and problem-solving skills and can thrive under pressure.

 

How to prepare for Competency-Based Questions

 

Ensure you have researched the company and job description thoroughly, noting the key skills and competencies required. Note down any examples of when you have put these competencies into practice. Relevant examples could relate to your time in a previous role, university, clubs and societies, voluntary work, travel or personal experiences. Compose a paragraph for each example, outlining the situation, how you approached it and the outcome. The STAR format should help you structure these examples effectively:

 

Situation: What was the situation in which you found yourself?

Task: What was the specific task you had to achieve?

Action: What action did you take?

Result: What was the outcome of your actions? You should focus on what you did, even if the situation involved a group of people.

 

Interviewers will want to know about the specific role you adopted to achieve the desired results. Select the examples you believe best illustrate a required competency.

GDPR - How we handle your personal data

Data Privacy Notice

How We Handle Your Personal Data – Your data and privacy are important and we will handle them securely, fairly and legally at all times. TalentPro complies fully with the General Data Protection Regulation (GDPR) and below we tell you about what data we collect and how we store and use it.

What Information Do We Collect?

We keep all the data that you give us when you register with us. These are things like your name, address, email, telephone number and of course your CV.

We record email exchanges and make notes following telephone calls with you.

We never share your data with any third party for the purposes of marketing

What Information Do We Not Collect?

We do not collect or store any payment information, including credit/debit card information or security number (CVV).

Where We Keep Your Data – Security

The security of your personal data is a very major concern for us. We have legal obligations to keep it safe and handle it with care and the penalties for not doing so are very high.

We store your personal data securely via our database, RSS and it’s backed up  so that it cannot be lost in the event of a failure in our data centres or systems.

How Do We Use Your Information?

The GDPR says that we are allowed to use and share your personal data only where we have a proper reason for doing so.

The permitted Legal Bases for processing are set out in article 6 of the GDPR. At least one of these must apply whenever we process your personal data:

Consent: you have given clear consent for us to process your personal data for a specific purpose (for example, sharing with a client for a job)
Contract: the processing is necessary for a contract we have with you, or because you have asked us to take specific steps before entering into a contract.
Legal obligation: the processing is necessary for us to comply with the law (not including contractual obligations).
Vital interests: the processing is necessary to protect someone’s life.
Public task: the processing is necessary for us to perform a task in the public interest or for our official functions, and the task or function has a clear basis in law.
Legitimate interests: the processing is necessary for our legitimate interests or the legitimate interests of a third party unless there is a good reason to protect your personal data which overrides those legitimate interests.

We believe the following apply in the circumstances of a recruitment business holding information on candidates and/or contractors:

Contract

Where we enter into a contract for services between you and one of our clients

Legitimate Interests

Where we send your CV to one of our clients in order to represent you for a job. In this scenario, we will always ask your permission before doing so.

Consent

We will always secure your permission before sharing your CV or any other detail with one of our clients.

What Are Your Rights?

You have the following rights under the GDPR:

  • The right to be informed. Individuals have the right to be informed about the collection and use of their personal data. This privacy notice fulfils that requirement.
  • The right of access. You may request to view the information we hold about you at any time
  • The right to rectification. If you find an error in your data, please
     contact us on +44 (0)20 3174 0002
  • The right to erasure. In certain circumstances, you have the right to request that we delete personal data held on you. This does not apply if we have a legal reason for retaining it.
  • The right to restrict processing. In certain circumstances, you have the right to ask us to ‘restrict processing of data’. This means we would need to secure your data but not otherwise use it. In practice this would involve never contacting you about suitable opportunities.
  • The right to data portability. You have a right to obtain some of the personal data we hold on you in a ‘structured machine-readable’ format.
  • The right to object. You have the right to opt-out of any marketing communications that we may wish to send you.
  • Rights related to automated decision-making including profiling. TalentPro does not apply any automated decision-making or profiling to any of your personal data.

If you have any questions about how TalentPro uses your personal data that are not answered here, or if you want to exercise your rights regarding your personal data, please contact us.