It is important to understand how you fit into the talent management scheme at your organization. Not because it is important to chase the “HiPo” label, but rather because it’s vital that you take responsibility for aligning the perception your organization has of you with your own career goals.
Are you respected within your industry? What do your peers think of you? What can you do about it? These questions are at the heart of the personal branding and reinvention process, according to Dorie Clark, a marketing strategy consultant.
At the end of the year, we get the privilege of looking back over the past 12 months and calling attention to some of the more interesting content we've encountered. Here are 10 of the most compelling career management articles I have encountered this year.
One of the main takeaways from a career panel we cohosted with several CFA societies this spring was "do not work for a bank." Judging from the recent announcements out of some of the largest European banks, the warning seems eerily accurate and timely.
When is the right time to reach out to a recruiter? If you are being recruited for a particular job, how long can you realistically expect the process to take? Debra Brown, a New York-based recruiter for Russell Reynolds’s asset and wealth management practice, sheds some light on these and other questions and offers career management advice tailored specifically for investment professionals.
The endgame of salary negotiation is a fair arrangement with your employer where the terms of your employment — the work you will do, the goals you will accomplish, the metrics that define success, and the way you will be compensated — set you up for long-term achievement. So how do you get there?
Most wealth managers’ organizational charts have very little padding. Consequently, it’s important to make good hiring decisions the first time around and to avoid the hire-fire-hire cycle, but some firms lack a methodical approach to hiring.
As part of the Future of Finance initiative, CFA Institute recently held an online forum to discuss the high cost of the gender imbalance in finance. Two of the questions that were discussed were: (1) Would it be good for the end investor if women represented more of the industry? and (2) Greater diversity of thought processes can often lead to better end results. But is the finance industry attracting and, perhaps more importantly, retaining women?
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