Cadwalader Corner Q&A: Raphael Mokades from Rare Recruitment – Financial Services

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Raphael Mokades is the Founder and Managing Director of Rare, an award-winning leader in diversity graduate recruitment. Rare works with over 80 of the world’s most prestigious employers, with a particular focus on the UK financial services sector, has some 10,000 candidates on its books and develops cutting-edge software that makes a real difference for businesses and the people they hire.

What do companies/organizations need to know about recruitment and retention today?

Compiling and analyzing data is essential for effective recruitment and retention and can provide an important early warning system of issues that could potentially come to the surface.

For example: our applicant tracking system, Candid, provides real-time, score-adjusted negative impact reports. Simply put, this tells companies how well they are achieving in reaching a pool of qualified and diverse candidates.

Today, all industries, including financial services, emphasize active hiring programs that focus on diversity. What advice do you give to your clients?

We regularly advise our clients to do targeted outreach to underrepresented groups. As mentioned before, we emphasize how important it is to use data when recruiting, but also to continue to use data-driven analytics even when they are not actively recruiting in order to find trends on what to do. what high potential candidates look like. To do this, companies need to invest in suitable applicant tracking and HR information systems for this purpose.

In our opinion, an organization that says it can’t afford the software it needs to perform proper data analysis should suspend hiring and put its money in a piggy bank until it can. This process is really critical. We also help our clients understand that hires from underrepresented groups will experience their work culture differently, which, in turn, creates important opportunities to have conversations about work culture, equity, and workplace culture. other workplace imperatives.

What advice would you give to companies and organizations that have not fully integrated this organizational imperative?

Align yourself with industry leaders, who have concluded that investing here produces significant results and avoids a number of potential negative outcomes. These leaders are using targeted outreach and data-driven assessment to make real progress in this area.

As a company, we have thought long and hard about these critical issues and share our philosophy at www.racefairnesscommitment.com.

What’s the best advice you’ve ever received?

When I started my business in 2005, I met a man named Martin who advised me on the first steps of starting the thing. “If you haven’t put on ten pounds of weight by Christmas,” he told me, “you will have done wrong.” He told me to take everyone I could for lunch – potential customers, suppliers, employees, etc. Relationships are different and stronger when you break bread together and people tend to be more open and willing to collaborate. He was right, and “food” actually became one of Rare’s six values ​​(the others are fun, flexibility, friendliness, fairness, and focus).

What are you most proud of?

The honest answer is the family I created. When I think of how my wife and my parents grew up, and the jump between their childhood and the one we created for our children, I feel deeply proud. Professionally, it sure feels good to have built a business that has benefited the customers we serve for the better part of two decades. The fact that we have a smart, diverse and happy team and that the company is a commercial success are definite bonuses!

The content of this article is intended to provide a general guide on the subject. Specialist advice should be sought regarding your particular situation.

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