Is Your Firm Losing Out on Talent? The Hiring Mistakes You’re Probably Making

EMPLOYER INSIGHTS:

Is Your Firm Losing Out on Talent? The Hiring Mistakes You’re Probably Making

The competition for talent in the ETF industry is fierce. With the industry rapidly evolving, firms need top-tier professionals to innovate, manage risks, and seize growth opportunities. But are you missing out on these skilled candidates because of common hiring mistakes?

Let’s dive into some pitfalls that could be turning off great ETF professionals – and how to fix them.

1. Posting Generic Job Descriptions

If your job listing could be swapped with any other company’s and still make sense, it’s a red flag. Candidates in the ETF space want to know exactly what makes your firm unique and what specific skills they’ll get to flex. Generic listings fail to stand out and don’t attract the specialized skills you’re looking for.

Quick Fix: Make job descriptions compelling and detailed. Go beyond listing qualifications – talk about the projects they’ll tackle, the tools they’ll use, and the outcomes you’re aiming for. Show candidates what makes your team special.

2. Overvaluing Experience, Undervaluing Potential

Yes, experience matters, especially for technical roles. But focusing only on years in the industry can mean missing out on people with incredible potential and adaptability. The ETF industry thrives on innovation; sometimes, the best people to drive that innovation aren’t the ones who check every box on your list.


Quick Fix:
Create a hiring framework that values curiosity, problem-solving, and a hunger for learning. Look for candidates who bring new perspectives – these people can bring fresh energy to your team and adapt to industry changes faster.

3. Making Candidates Jump Through Hoops

Long, complex hiring processes can be a huge deterrent. Top talent isn’t waiting around for weeks while you schedule five rounds of interviews. Talented ETF professionals, especially those with in-demand skills like data analysis, quantitative modeling, or regulatory expertise, have options. If your process is too slow or cumbersome, they’ll move on.

Quick Fix: Streamline your hiring process. Limit the number of interviews, use assessment tools wisely, and be transparent with candidates about the timeline. Speed and efficiency will impress candidates and demonstrate that your firm values their time.

4. Failing to Showcase Company Culture

Culture fit is critical in today’s job market. In the ETF industry, where teamwork and collaboration are essential, candidates want to know what your team values, how you support career growth, and what the day-to-day looks like. If you’re not sharing this information, candidates may hesitate to make the leap.

Quick Fix: During interviews, talk about your firm’s values, growth opportunities, and work environment. Share stories about your team’s achievements, events, and how you support work-life balance. Candidates will be more engaged if they can picture themselves thriving at your company.

5. Ignoring Soft Skills

Technical skills are only half the equation. The ETF industry often requires cross-functional collaboration, especially between investment and operations teams. Professionals who excel in this space know how to communicate complex ideas, work under pressure, and manage client expectations. By focusing only on hard skills, you may be passing over candidates who would be excellent team players.

Quick Fix: Look for candidates with strong interpersonal skills. During the interview, ask situational questions that reveal how they work under pressure, how they collaborate, and how they handle client communication. These soft skills are often the key to long-term success.

6. Offering a Subpar Candidate Experience

Remember, hiring is a two-way street. Talented candidates want to feel valued and respected throughout the hiring process. If your communication is inconsistent, interviewers are unprepared, or feedback is lacking, candidates will see these as indicators of what it might be like to work at your firm.

Quick Fix: Be communicative and respectful throughout the process. Send timely updates, keep interviews on schedule, and provide feedback if possible. A positive candidate experience can leave a lasting impression, even if you don’t end up hiring that person this time.

7. Underestimating the Power of Employer Branding

The ETF industry may be niche, but it’s also competitive, and word gets around. If candidates don’t know what your company stands for, or if they’ve heard negative things about your hiring process, they might not apply at all.

Quick Fix: Build your employer brand by sharing stories on LinkedIn, celebrating employee successes, and highlighting what makes your team unique. Engaged employees and enthusiastic candidate endorsements will make your firm a magnet for top talent.

Wrapping Up

In an industry as dynamic as ETFs, your hiring practices need to evolve constantly. By addressing these common hiring mistakes, you can attract high-caliber candidates who are as invested in the industry’s future as you are.

Ready to up your hiring game? By focusing on clear communication, showcasing your unique culture, and valuing potential, you can make sure your firm is capturing – not losing – the talent it needs to grow.

Don’t let the best talent slip through the cracks – make the changes now to set your team and your firm up for long-term success.