Do you want to excel the next time you have a job interview? Focusing on the next few tips will increase the probability of getting hired for your dream job!
To be able to leave a lasting impression it is crucial to research the company.
You have to be able to answer any question regarding the company; what they do, the industries in which they are active, their major competitors. There is good chance that they will not ask for all this information, but being unable to answer these questions or quickly anticipate the next path of the conversation makes you seem less prepared and less likely to ace the interview.
TIP: Practice a 60-second elevator pitch about the company. This teaches you to explain what the company does in an uncomplicated way.
This complements our first tip, as it requires researching the company, but knowing the company culture is of vital importance, hence it’s own spot on this list.
The 3 key aspects of company culture that matter for a job interview:
Having gained knowledge about these 3 key aspects before you go for a job interview will show your intent to join the organisation, and on the flip side, not preparing will definitely make you vulnerable for severe criticism.
Preparing questions for the interviewer is essential for a successful job interview. A single question can show your capability of understanding the business and the tasks that you will be doing. Essentially, a company is hiring you to solve their problems, and the moment you can ask questions is the moment you can truly find out the company’s pain points, and explain how you would be the right person to solve them.
Here is one powerful question you can ask (even more relevant in Payments/FinTech):
“Given the pace of technological change, how do you think my role will change in next 12 months?”
You have to be able to sell yourself to the interviewer, by knowing the right things about yourself that are relevant to the role and the organisation. Preparing a 1-2 minute pitch about yourself is a great way to present your most important capabilities and experience. In doing so, stay true to who you are and don’t embellish your achievements. The truth always comes out!
Be prepared to give very detailed descriptions of your past triumphs. It’s good to have 3 examples of relevant projects that you have worked on recently.
As simple as it sounds, your first impression counts. Coming late to an interview accounts for 58% of disqualifications. This is an absolute deal-breaker, so you simply cannot afford to show up late.
In the fifth episode of our new podcast “Voices In Payments” our host, Diederik Klopper discusses The Future of Human Resources (HR) in Payments with Stefan Berndt, Head of HR at TIS (Treasury Intelligence Solutions)
In the world of Payments & FinTech, expansion isn’t just an opportunity - it’s a necessity. Whether you’re entering a newly regulated market, expanding your product offerings, or setting up operations in a high-growth region, success depends on one critical factor: having the right people in place at the right time.
Technological developments, regulatory changes, and ever-evolving consumer expectations mean the FinTech and Payments sector is in constant flux. As digital financial services become the norm, businesses are in a fierce competition to secure top talent with the right blend of technical expertise, regulatory knowledge, and innovation-driven thinking.
The rise of AI and automation is transforming every corner of the FinTech and Payments industry. From fraud detection to personalised financial products, regulatory compliance to algorithmic trading, AI is driving efficiency, innovation, and smarter decision-making at scale. But while most FinTech leaders are focused on how AI is revolutionising their products and operations, fewer are paying close attention to how it is fundamentally changing another critical aspect of business success - hiring.Talent acquisition is the backbone of innovation in FinTech. The companies that win market share, drive profitability, and stay ahead of disruption are those that can attract and retain the best minds - whether in AI, blockchain, cybersecurity, embedded finance, or product leadership. Yet, hiring in FinTech is a challenge: competition for talent is fierce, niche skills are in high demand, and scaling teams quickly without compromising quality is easier said than done. The solution? AI-powered hiring processes that allow forward-thinking FinTech firms to identify, secure, and retain top talent faster than the competition - all while improving efficiency, reducing bias, and enhancing the candidate experience.From sourcing to onboarding, technology is optimising processes, accelerating hiring, and delivering deeper insights - but it’s not a magic bullet. It’s a tool that, when used strategically, empowers hiring managers and HR teams to work smarter, not harder.So, how exactly is AI revolutionising the hiring process? Let’s walk through it step by step.