Recruiting and retaining new talent

Man is fundamentally a people business. Attracting, motivating and retaining talented individuals are core to the sustainability of our business model.

We support a number of graduate schemes, enabling us to select talented individuals and support their rapid development. Our rotational programme exposes these individuals to many parts of the organisation, helping both the individual and Man determine which role they enjoy the most and where they can add the most value. We provide an in-depth induction programme, with both technical and soft-skills training, and mentoring and coaching throughout the course of the programme. Our 90% rate of conversion to permanent roles last year is testament to the success of our approach.

 

Global recruitment sourcing and selection

Man uses a customised web-based talent management solution that enables us to source people globally, either through our internal talent pool or external recruitment channels. Advertising roles through a single portal both enhances our employer brand and simplifies recruitment administration and candidate selection. The management information that is derived enables us to manage third party providers, control costs and monitor candidate calibre and time to hire.

Our focus on risk management is reflected in our hiring process, which incorporates robust referencing and screening. Psychometric and skill-based assessments are central to candidate selection, helping ensure that those we recruit will endorse our culture and bring the technical skills the company needs to succeed.

 

Temporary recruitment outsourcing

Man has a dedicated onsite managed service provider to manage all temporary recruitment in the UK. This gives us wider access to the market, enables targeted use of agencies and helps us hire at market competitive rates. We gain improved time and cost efficiencies through consolidated payment processing, while the use of web-based technology throughout the temporary labour hiring lifecycle enhances efficiency and delivers better quality management information.

Over 80% of Man AHL employees have a postgraduate qualification

 

Training and development

We encourage our employees to take responsibility for their own development and work closely with their managers when setting goals. Whether for a graduate or a senior manager, training programmes are structured to suit each individual and to ensure everyone is fully able to realise their potential. We take care to recognise, and give accelerated development to, key performers at all levels.

We offer a variety of development programmes including global leadership, technical training, language and IT skills. Our training offers networking and cross-functional activities to emphasise the multi-disciplinary and global nature of our business. We leverage our partnership with Oxford University with opportunities to attend their mathematical, finance and business-related lectures.

Continuing people development remains critical for employee engagement and business longevity. Over 80% of Man AHL employees have a postgraduate qualification.

The Educational Assistance Programme (EAP) is our commitment to support our people through relevant professional qualifications. These include CIMA, IMC, CFA, ACCA and CAIA.

 

Performance agreements

The 2012 Performance Agreement has been designed to provide a simple, flexible tool which equips managers to drive performance, monitor conduct, and ensure the Firm is aligned with regulatory and legislative requirements. Performance against objectives is assessed both at the midway and year end points and these assessments play an important part in determining an individual’s compensation and career path.

 

Continuous succession planning and sustainability

Key to business sustainability, our continuous succession planning process is designed to mitigate continuity risks and identify key individuals for further development.

 

Global mobility

Our Global Mobility Programme assists us in attracting, retaining and developing our people, whilst ensuring we meet specific business needs within given markets or business areas. This helps employees develop their skills and achieve progress in their careers and gives Man a competitive edge in the marketplace. The strengthening of our geographic footprint creates a diverse talent pool with varied perspectives and enhanced sharing of our knowledge base. During the last financial year our globally mobile population was 8%, primarily between Switzerland, the UK, Hong Kong and the US.