Considering a career in Risk & Compliance? Here’s why it’s worth the leap
Jennifer Jones • December 4, 2024
Are you at a career crossroads, perhaps a recent graduate, or someone currently in finance, internal audit, or business operations who’s curious about a move into Risk & Compliance?
From my experience, I’ve seen many people thrive in roles ranging from entry-level positions to analysts and managers within this field. If you bring an inquisitive mind, a knack for collaboration, and a strong communication style, Risk & Compliance offers a rewarding path—one where soft skills are just as essential as technical know-how.
Here’s why you might want to consider taking the leap:
Why Choose a Career in Risk & Compliance?
Broad Impact
Working in Risk & Compliance means being at the heart of preserving your organisation's integrity and reputation. This role touches every corner of the business, providing a unique opportunity to gain an in-depth understanding of both operations and the industry landscape. In short, your work has a direct impact on the organisation as a whole, making it a highly fulfilling field for those who thrive on responsibility and influence.
Constant Learning
Risk & Compliance is a field that never stands still. With regulations and compliance requirements continually evolving, you’ll find yourself at the forefront of policy changes, crafting innovative strategies to keep your organisation aligned and secure. This dynamic environment offers a career that’s not only varied but also professionally rewarding, with ample opportunities for personal growth and development.
A Valued Strategic Role
More organisations are recognising the critical role that Risk & Compliance plays. This shift means that professionals in this field are increasingly viewed as strategic partners, with insights that can shape key decisions. In these roles, your voice matters—you’ll be part of guiding the organisation in managing risk, upholding standards, and fostering resilience.
No matter your background, transitioning into Risk & Compliance is achievable with a solid grasp of the basics and an awareness of industry trends. If you’re considering this path, here are a few tips to help you get started:
- Invest in Building Your Knowledge: Understanding the fundamentals of risk management, compliance frameworks, and industry regulations is key to standing out.
- Develop Strong Soft Skills: Communication, collaboration, and critical thinking are indispensable in Risk & Compliance roles, where engaging with diverse teams is part of the daily routine.
- Stay Updated: The field is constantly changing, so staying informed on trends, regulations, and compliance standards can give you an edge.
Ready to explore opportunities in Risk & Compliance?
At Ink Recruitment, we’re here to guide you toward roles where your skills and potential can truly make an impact.
Contact the Ink Recruitment team today, and let’s find the right fit for you in this exciting field.
Imagine this scenario . You’ve made it through multiple rounds of interviews, and suddenly the final stage involves psychometric testing. For some, this feels like uncharted territory. But what if we told you it didn’t have to be daunting? Whether you’re a candidate preparing for the test or a client determining the best-fit hire, understanding psychometric assessments is key. Last week, one of our clients faced a crucial hiring decision. Two candidates were at the 3rd stage interview and final interview was the testing phase. Initially, the preference leaned toward one candidate. However, after the psychometric test results came in, the offer was extended to the other candidate, who excelled during this phase. That’s how insightful and game-changing these assessments can be. This blog will break down psychometric testing, its key components, and how to best prepare, whether you’re a professional looking for guidance or a client seeking clarity on the process. What Is Psychometric Testing? Psychometric tests are tools designed to measure a person’s capabilities, personality traits, and suitability for a specific job role. Unlike traditional exams, these assessments focus less on what you’ve learned and more on who you inherently are and how you think. They’re invaluable for employers to identify the best fit for their teams and for candidates to show their strengths beyond résumés and interviews. Types of Psychometric Assessments Psychometric tests come in various formats, each targeting different attributes and competencies. Here's what you might encounter: 1. Personality Questionnaires These tests focus on identifying personality traits linked to success in specific roles. Are you an analytical thinker? A collaborative team player? Personality quizzes aim to highlight these inherent traits. 2. Ability Tests Designed to evaluate competencies like verbal reasoning, numerical analysis, and logical thinking, these tests are commonly used because they’re strong predictors of job performance potential. 3. Situational Judgment Tests (SJTs) These assessments present real-life workplace scenarios to evaluate your decision-making and problem-solving skills. 4. Motivation and Values-Based Assessments These aim to measure what emotionally drives you in a professional setting. Are you motivated by growth opportunities or inspired by a company’s core values? These evaluations are helpful for both candidates and employers in ensuring alignment. 5. Competency-Based Assessments Often used early in the recruitment process, these tests determine if a candidate’s skills match the role's requirements, focusing on technical and behavioural competencies. How Clients Benefit From Psychometric Testing For clients, psychometric tests provide objective and data-driven insights. They allow employers to make informed hiring decisions by looking beyond surface-level qualifications and interviews. By incorporating these assessments, clients can: Reduce hiring risks by identifying candidates who align with long-term company objectives. Ensure a fair recruitment process free of biases. Evaluate team dynamics by better understanding personality types and work motivations. How to Prepare for Psychometric Tests If you’re a candidate, preparation isn’t about cramming or memorising, as it would be for traditional exams. It’s about familiarising yourself with the test format and sharpening relevant skills. Here’s a breakdown of some key strategies: 1. Sharpen Your Mind While psychometric tests measure innate traits and abilities, brushing up on reasoning and logic can be beneficial. Engage in activities like: Word games Puzzles Sudoku Crosswords Reading extensively can also boost vocabulary and comprehension. 2. Practice, Practice, Practice Many test creators (like SHL, Hogan, or Talent Q) offer sample questions on their websites. Familiarising yourself with these sample questions will help you feel comfortable when the actual test begins. Practice frequently and track your progress. 3. Know the Test Format On test day, understanding the structure of the test can save time and improve your performance. Tips for tackling psychometric tests include: Reading all instructions carefully. Balancing speed with accuracy. Moving past difficult questions to return to them if time allows. 4. Communicate Any Needs If you have specific requirements, such as accommodations for disabilities, it’s important to raise this with your recruiter or test administrator beforehand. Ensuring these needs are met will help you perform at your best. 5. Create the Right Environment Taking the test in a quiet, comfortable space helps minimize distractions. Being in the right headspace can significantly impact your results. 6. Be Authentic Many tests, particularly personality assessments, work best when you’re honest. Instead of answering with what you think the employer wants to hear, be yourself. These tests aim to measure who you truly are, so showing your genuine self will lead to a better job fit. For Employers Wondering how to introduce psychometric tests seamlessly? Start by choosing tests that align with the role's requirements and offering clear guidance to candidates. Transparency about how these assessments work will reduce applicant anxiety and create a positive hiring experience. Myth-Busting Psychometric Testing There are plenty of myths surrounding psychometric tests. Here are three we’ve debunked: “You can’t prepare for them.” While you can’t change your personality, familiarising yourself with test formats and sharpening your abilities can lead to better outcomes. “The tests are biased.” When used correctly, psychometric assessments are among the fairest ways to evaluate candidates, leveling the playing field for everyone. “They’re not useful for companies.” On the contrary, these tests allow organisations to hire candidates whose skills and values align with their business goals, ultimately improving performance and retention. Next Steps Psychometric assessments offer a win-win opportunity. Candidates gain insights into their strengths while clients make hiring decisions with confidence. By taking the time to practice and understand these tools, candidates can improve their chances, and clients can build stronger, more cohesive teams. For clients , if you’re ready to incorporate psychometric testing into your hiring process, ensure the tests align with your organisational goals and job requirements. A seamless integration starts with clear communication and the right tools. For candidates , don’t hesitate to ask for guidance if you’re uncertain about what to expect. Whether it’s understanding the purpose of the test or getting clarity on the skills being assessed, having a little extra information can go a long way in helping you prepare. On top of that, practicing with sample questions or timed tests can boost your confidence and give you a better sense of the pacing. At the end of the day, preparation isn’t just about studying—it’s about feeling empowered and ready to showcase your strengths! Have questions about psychometric testing or want tailored advice? Our team is here to guide you every step of the way.
Lately, one common question has been surfacing across the board: Should I accept a role with a title that’s seemingly less senior than my current one? This dilemma isn’t limited to a particular level; it’s something that can affect professionals at all stages, from a Chief Risk Officer (CRO) considering a General Manager (GM) role, to a Senior Manager contemplating a Manager position. While in some scenarios, it might not be the best move, it’s essential to understand the context and consider the potential value beyond the title. Why titles vary—and why that matters Across industries, titles vary significantly between companies. A “Manager” in one organisation may hold responsibilities equivalent to a “Senior Manager” or even a “Director” in another. Accepting a position with a slightly different title can open doors to new skills, varied experiences, or even a transition into a different sector or specialisation. What matters most is how that role aligns with your long-term career aspirations, not just the title on paper. Here are some key considerations to keep in mind: 1. Build your career progression narrative Creating a strong story around your career journey is powerful. Think of this as an opportunity to communicate how this role aligns with your broader goals, highlighting the skills you aim to develop, the impact you want to make, and the value you bring. By framing your decision as a strategic career step, you can show employers that the title is secondary to the experience and growth the role provides. 2. Focus on accomplishments and impact Regardless of title, it’s the results you deliver that speak volumes. Emphasise the accomplishments you achieve in each role, whether it’s spearheading a high-impact project, leading a team, or driving successful outcomes. Highlighting your tangible contributions within the role will showcase your capabilities beyond the label of the title, reinforcing your professional strengths. 3. Transparency and context matter When it comes to interviews or networking, transparency about your career choices helps eliminate misconceptions. Clearly articulate why you chose to accept the role, focusing on the growth opportunities and alignment with your career goals. This approach demonstrates strategic thinking and foresight, showing that you’ve made an intentional move rather than a step back. 4. Know the industry norms and stay flexible Titles aren’t one-size-fits-all, and understanding industry norms can provide valuable context. Some sectors place high value on skills and achievements, while others stick more closely to traditional hierarchies. Being adaptable to these nuances helps you effectively navigate how titles may impact your CV and opens the door to a broader range of opportunities. Ultimately, reframing the potential impact of a “junior” title allows you to highlight your adaptability, strategic thinking, and dedication to professional growth. By addressing these considerations, you can shift the focus from the title itself to the meaningful steps you’re taking in your career. Looking for your next career move? At Ink Recruitment, we specialise in connecting professionals with roles that align with their skills and aspirations, regardless of the title. Let’s find a position that truly fits you - get in touch today to explore your options!
Prue Fellowes, MRMIA CPRA; David Clancy, MRMIA CPRM; and Ink Recruitment Co-Founders Karen Thorne and Jennifer Jones explore how RMIA certification supports professional growth and benefits the risk management community.
A common topic of discussion among our clients has been the challenge of determining if a candidate genuinely aligns with a company’s culture. While working with a specialist recruiter can ease this concern - offering a shortlist of candidates who meet both technical requirements and cultural fit - there are additional steps you can take during the hiring process to ensure a strong alignment. Here are some ideas to consider: Define your company culture Start by clearly defining your company’s values, mission, and work environment. Knowing what makes your culture unique allows you to evaluate candidates based on these criteria, ensuring a consistent fit across your team. Incorporate cultural fit questions During interviews, ask questions that directly address cultural alignment. Consider topics like work style, preferred environment, values, and approaches to collaboration and teamwork to gauge how well a candidate might fit in. Conduct behavioural interviews Behavioural interviews provide insight into a candidate’s past actions and decisions, revealing how they might respond in your company’s environment. Ask about their experiences with team dynamics, conflict resolution, and adaptability to gain a clearer picture of their approach. Assess soft skills Evaluating soft skills such as communication, adaptability, problem-solving, and emotional intelligence can indicate a candidate’s potential to integrate smoothly into your team. These skills often highlight how well they’ll connect with colleagues and contribute positively to the culture. Seek cultural references Request references who can speak to the candidate’s cultural fit in previous workplaces. Former managers or colleagues can offer valuable insights into how the candidate interacts with others and adapts to different environments. Include team members in the process Involve current team members in the interview process to assess how the candidate meshes with the team’s personalities and work styles. Their input provides a well-rounded perspective on the candidate’s potential fit within existing dynamics. Evaluate values alignment A candidate’s personal values should align with your company’s core principles. Look for genuine interest in your organisation’s vision and mission, along with a passion for the work you do. Observe cultural fit in action Consider informal activities such as team lunches or casual meetings as part of the interview process. These relaxed settings can reveal how naturally the candidate interacts with potential coworkers. Provide realistic job previews Offer candidates an honest preview of the job’s responsibilities and the work environment. This transparency enables them to self-assess whether they truly align with your organisation. Remember, cultural fit goes beyond skills and experience - it’s about finding someone who shares your company values and enhances the workplace culture. Aligning on these elements builds a cohesive, productive, and engaged team. Ready to explore how Ink Recruitment can support your hiring needs? Connect with the Ink Recruitment team to discuss finding the perfect fit for your company’s unique culture.
