Conor Larkin - Recruiter Profile | Harnham Recruitment

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Conor Larkin

Senior Recruitment Consultant

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Conor began his career at Harnham when he joined the Credit Risk team as a Recruitment Consultant in 2016. He earned promotion to Senior Consultant after a very successful first year working across Risk Analytics

His consultative approach to recruitment enables Conor to understand the needs of his clients and candidates so he can provide tailored staffing and career solutions in the Risk Analytics space.

My jobs

Credit Strategy Analyst

Salary

£35000 - £47000 per annum + Competitive Benefits

Location

Northamptonshire

Description

A challenging, fast paced environment within a highly productive Credit Strategy team at a company that value employee well-being!

Reference:

37302N/-cl.

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Credit Risk Analyst (Customer Strategies)

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£50000 - £67000 per annum + Competitive Benefits

Location

London

Description

A varied customer credit strategy role at a fast paced, progressive and tech-forward unsecured lender. Highly analytical and strategic!

Reference:

47213/cl

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ICAAP Stress Testing Analyst

Salary

£40000 - £65000 per annum + Competitive Benefits

Location

West London, London

Description

ICAAP Stress Testing contract in West London at a a start-up retail lender!

Reference:

47370/cl

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Credit Risk Manager

Salary

£90000 - £100000 per annum + Competitive Benefits

Location

London

Description

Rare Credit Risk Manager role building out the Credit Risk function at a big-brand fin-tech! Managing analysts but also hands on setting credit strategies.

Reference:

48210../cl

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Harnham blog & news

With over 10 years experience working solely in the Data & Analytics sector our consultants are able to offer detailed insights into the industry.

Visit our Blogs & News portal or check out our recent posts below.

Being Human: How the Interview Process is Evolving

Should we make our interview processes more like a talent show? That’s what a job centre in France thought when they introduced ‘This Is The Job’, an interview more in the style of ‘The Voice’ than a traditional Q&A session. Complete with spinning chairs and buzzers, this ‘technique’ has been swiftly brought to an end following public outcry. But whilst it might not be the best idea to base the recruitment process on a popular TV show (let’s not use ‘Bodyguard’ as an inspiration for problem-solving tasks), we are seeing an evolution in how interviews are conducted. Here’s a look at some of the most popular trends we’re seeing businesses apply to their recruitment processes. Cultivating a culture Perhaps the most significant change we’re seeing at the moment is the increased prominence placed on cultural fit. No longer an afterthought, this is now a make or break factor for most employers. Interview panels are looking for a candidate’s personality to come through when they discuss previous projects they’ve worked on. They’re keen to know that they can explain their findings to a wider audience. This includes being open about where they can improve and showing a level of humility. We’ve seen candidates rejected for being overly-defensive when receiving critiques of their technical work. Alongside this, businesses are adapting their interviewing techniques to reflect this more human approach. First-round telephone interviews are being replaced by video calls, offering an experience closer to face-to-face. Agencies, in particular, are taking interviews out of the office and into coffee shops, with the ambition of creating a more social interaction. All of these changes should mean that both businesses and candidates have a better understanding of what they’re signing up for before an offer is made or accepted. Ironing out the creases Given the fast pace of working life, finding time to dedicate to an interview process is a challenge for businesses and candidates alike. Fortunately, we’re seeing processes streamlined. Whereas we had seen a trend for employers sending out time-consuming tasks to thoroughly test people’s abilities, the amount time required led to delayed processes and candidates dropping out. As a result, businesses are now including technical screenings within the interview itself, alongside short demos, presentations of work and online coding sessions. By keeping things simple, we’re now seeing less candidate drop off early in the process. This, alongside combining technical and competency questions, has resulted in a more concentrated, yet just as detailed, way of assessing an applicant’s suitability for a role. Getting hands on Employers have always looked for someone who can walk the walk, as well as talk the talk. Now they’re taking matters into their own hands by requiring candidates to react to real world examples. Most commonly, we’re seeing these take the form of case studies, generally falling into one of two categories: Quantitative, where a relevant business situation and data are provided and need to be addressed. Conceptual, where there are no figures, and the interviewer is trying to gain an insight into the candidate’s approach and thought processes. On top of this, we’re beginning to see new methods introduced that test applicants even further. Job Auditions are becoming an increasingly popular way of assessing how well a candidate can perform in a real-world situation. There’s even talk of introducing Virtual Reality to push this idea even further within a controlled simulation. Regardless of what the future may hold, companies are clearer than ever with what they’re looking for in the interview process. Don’t be surprised if we continue to see innovations that offer more depth into a candidate’s true behaviour, personality and working styles. If you’re on the lookout for a new role, we can support and guide you through the interviewing process. We have a variety of roles in both Junior and Senior positions, both Contract and Permanent. Take a look at our latest roles or get in touch with one of our expert consultants to see how we can help you progress you career.

by Conor Larkin

25. October 2018

The fight for senior risk analysts

If you have had difficulties hiring a Senior Risk Analyst recently, and you’re scratching your head as to why – this article should hopefully shed some light on the matter. Year on year we have seen the demand for Senior Risk Analysts skyrocket, making them the most sought after analysts in the ever-evolving world of risk. It’s no surprise that since 2012, the growth of challenger banks and the subprime sector means hiring candidates with experience in risk/FS alongside experience of SAS, has become even more challenging.The growth in demand just can’t be matched by supply. Risk analysts with 2-5 years’ experience are the golden eggs within this rapidly growing and advancing market and it seems that everyone wants them. If a strong Senior Risk Analyst comes on the market, they can have as many as 15 roles to consider at any one time – now this is great for the candidate but it is a recruitment nightmare for the companies looking to get this person on board. I have seen the good, the bad and the ugly when it comes to recruitment processes and these 5 tips below will give you a huge advantage in securing your perfect candidate in the face of fierce competition!1. You must have a slick and efficient recruitment processThe days of a 3+ stage recruitment process for Senior Analysts are over. Why do three one-hour interviews when you can cover it all in one stage and send a message of intent to the candidate? If the recruitment process is slow, unorganised and laborious, a candidate will perceive that this is what it is like to work for the company. Ultimately, the quicker the process, the more chance you will have of securing your perfect candidate.2. Sell, sell, sellAt the end of the day, the purpose of an interview is for the candidate to show off their skills in front of a prospective employer. But as the interviewer, you have a duty to sell the role as much as possible because if you don’t, I can guarantee your competitors will. Another big sell is skipping any testing at the first stage – face-to-face interaction as a first stage is such a good way to get a candidate engaged in a process. Sometimes, there may be 2-3 stages before candidates have even met anyone in the company!3. It’s the little things that make a big differenceBelieve it or not, some people don’t like regular contact from recruiters requesting updates on their situation (I couldn’t believe it!). One really nice touch I have seen work is a hiring manager calling their preferred candidate from their personal mobile in between interviews to check in and see how things were going – little things like this can make a big difference in the long run, and only take a couple of minutes.4. Best offer firstThis is the most frustrating thing that I come across in recruitment. Companies sift through a huge number of CVs sent through by recruiters/direct applicants, spend countless hours interviewing candidates, and when they finally find the perfect candidate, they under-offer them to see whether they can get them slightly cheaper… It all comes back to intent, and by offering the best possible offer first time, it sends a positive and decisive message to any prospective candidates.5. Flexing on skills – have you considered it?Although it may not always be ideal to begin with, employers flexing on skills and experience is something I have seen work a number of times over the past 12 months. For example, a role may be open for 6 months whilst the employer is trying to find their perfect candidate but within that time, they could have hired someone who didn’t quite tick all of the boxes, trained them up in 3 months and saved themselves a lot of time and money! If you think the candidate can pick things up quickly, definitely consider them.It’s never going to be a seamless process when attempting to hire a Senior Risk Analyst so don’t make it harder for yourself!

by Conor Larkin

27. July 2016

Callcredit win Nationwide Business

Callcredit to support Nationwide's new credit application functionality. Nationwide, an international building society, has decided to integrate Callcredit Information Group’s credit and affordability suite into its new credit application functionality. Nationwide will be able to effectively identify the credit risk associated with each applicant through the real time data solution supplied by Callcredit. This solution was created to deliver a credit data summary of a customer’s credit file, accompanied by a credit risk score. By automating applications to Callcredit’s affordability suite, Nationwide will be enabled to validate an applicant’s income and affordability when considering personal loan applications. This affordability check is intended to simplify responsible lending decisions as it regards over-indebtedness rather than just assessing a customer’s credit history. Ian Laing, chief risk officer at Nationwide, said: “In reviewing suppliers of credit and affordability data, we have consistently found Callcredit’s approach to be collaborative and client-focused, with the result that we get incremental value from using their data.” Kaye Rickards, business development manager at Callcredit, said: “Credit checks and robust affordability assessments are a crucial part of the application process. “As consumers continue to feel the squeeze on their disposable income it is reassuring that Nationwide are actively seeking the means to ensure they continue to lend responsibly.” Click here for the article on the web.

by Conor Larkin

02. December 2013

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