Knowing what an employer wants from candidates can make it easier to determine if you’re interested in a particular job. We talk to Fidelity International to find out what they’re looking for.
When you’re applying for a job at a particular company, there are a number of different areas you want to explore. Things like diversity and inclusion policies, employee development programmes and company culture are of increasing importance.
But, first and foremost, you want to find out what the organisation looks for from its employees. Of course, that can vary from company to company, and even from role to role.
At Fidelity International, the criteria are potentially exciting for those interested in the creative side of tech.
According to Frederik Visser, director of global data services and technology infrastructure services Ireland, people who are passionate about technology, innovative and obsessed with client services will get snapped up by the company.
“[We’re looking for] people that are really curious, inquisitive and really great problem solvers,” said Visser, when we sat down with him and his colleagues last year.
And, once you’re in the door at Fidelity, your career doesn’t stop. A number of programmes offer different avenues for career development both personally and as part of the Fidelity organisation.
Career and company development
Chris Quinlan, regional head of shared services, APAC, spoke to us about a forum where employees can post ideas and suggestions about how Fidelity could change for the better, and about a survey that allows employees to anonymously let upper management know what could be done to improve.
Furthermore, a reverse mentoring programme allows younger employees to impart some of their knowledge to more seasoned staff members – a mutually beneficial arrangement that brings a fresh perspective.
“For some of us who have been around a little while, it’s a really good opportunity to hear how people use technology in a different age group,” said Stuart Warner, head of technology.
But, of course, Fidelity International also has a diversity and inclusion policy designed to improve the company on a number of different fronts.
“Diversity is going to help us compete. It’s going to mean that’s much more in line with our customers. And, actually, we will also get a better outcome if we have diverse opinions and views and cultures in the organisation,” said Warner.
Considering the global nature of Fidelity International, diversity within the organisation is almost a given.
With more than 20 offices around the world, opportunities to experience different cultures are common.
“A lot of us are very fortunate,” said Warner. “We get to talk to different cultures every day.”
Such a geographically scattered workforce can present its own challenges. Faced with multiple backgrounds, cultures and working styles, uniting a global staff can take something special.
“The glue that really unifies our people across the world is our core values of innovation, integrity and excellence,” said Quinlan.
Which brings us full circle. Because what is Fidelity International really looking for?
“[We’re] looking for people to come and implement great ideas,” said Visser.
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