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Financial Service Sales Job Description

How to Hire a Financial Service Sales

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Financial Service Sales Job Description

We are recruiting for a highly driven Financial Service Sales person who will buy and sell securities on the company’s behalf. As a Financial Service Salesperson your responsibilities include analysing short-term economic trends, assessing the risks of securities, and informing the relevant departments of recent trends as well as the face value of securities. You should also be able to evaluate the performance of trading strategies to assess whether they need to be implemented.

To succeed you should have in-depth knowledge of financial markets. A high performing Financial Service Sales candidates will make accurate judgement calls in respect of buying and selling securities.

Financial Service Sales Duties and Responsibilities

  • Strong business acumen.
  • Proven trading experience.
  • Work well under stress.
  • Comprehensive understanding of financial markets.
  • Excellent analytical skills.
  • The ability to work long hours in a fast-paced environment.
  • Bachelor’s degree in Finance, Accounting, Economics or related field.

Financial Service Sales Skills and Requirements

  • Buy and sell securities on behalf of the company.
  • Execute effective trading strategies.
  • Evaluate trading algorithms.
  • Work with quantitative researchers to improve trading strategies.
  • Report each day’s profit and loss.
  • Monitor portfolios to ensure that they are guideline compliant.
  • Keep abreast with changes in the financial market.
  • Assist the company to attract new clients by maintaining and enhancing marketing materials.
  • Strong business acumen.
  • Proven trading experience.
  • Work well under stress.
  • Comprehensive understanding of financial markets.
  • Excellent analytical skills.
  • The ability to work long hours in a fast-paced environment.
  • Bachelor’s degree in Finance, Accounting, Economics or related field.

Personalising Your Financial Service Sales Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.


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