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Transcript

The Loan Consultant Who Wasn’t · Roast the Post Podcast

0:01
SPEAKER_00: Hey, I'm Paul.
0:01
SPEAKER_00: Welcome to Roast the Post, the story behind the bullet points.
0:04
SPEAKER_00: I read job postings like an x-ray for how a company actually works.
0:09
SPEAKER_00: And every week,
0:10
Jen and I take a real one apart to see what it's really asking
0:13
and what lurks
0:14
SPEAKER_00: beneath the surface.
0:15
SPEAKER_00: Let's roast this post.
0:21
SPEAKER_00: Oh boy.
0:24
SPEAKER_00: What's that?
0:25
SPEAKER_00: Are you ready to get going?
0:27
SPEAKER_00: I figured today we would do something a little bit different.
0:31
I figured we would take a trip out to The Rock and visit the
0:34
Maritimes from our virtual studio.
0:37
SPEAKER_00: How much fun is that going to be?
0:39
SPEAKER_00: Are you ready for that?
0:41
SPEAKER_02: I'm ready for it.
0:42
SPEAKER_02: Absolutely.
0:44
SPEAKER_00: Sweet.
0:45
SPEAKER_00: All right.
0:45
SPEAKER_00: So for the folks at home,
0:47
SPEAKER_00: we are going to put in the show notes,
0:49
SPEAKER_00: a link to the job description so you can follow along if you want to.
0:53
SPEAKER_00: And there will also be some other goodies in there.
0:55
SPEAKER_00: Like if you're looking for a job and this kind of resonates with you,
0:58
we put in things like questions that you might want to ask if
1:03
you're applying for a
1:03
SPEAKER_00: job like this.
1:04
SPEAKER_00: And on the other side of the table,
1:06
SPEAKER_00: if you're writing job ads,
1:07
SPEAKER_00: we also put in the show notes in the show episode page.
1:12
SPEAKER_00: some suggestions on how you can avoid some of the problems that come up.
1:16
SPEAKER_00: So make sure to check that out too.
1:18
And as always,
1:19
if you like this,
1:20
share it with friends and hit the subscribe button.
1:22
SPEAKER_00: Get more of that goodness in your inbox every week.
1:26
SPEAKER_00: For today, let's get going though.
1:29
SPEAKER_00: Roasty profile.
1:30
SPEAKER_00: So this job is for a loan consultant.
1:35
SPEAKER_00: We don't know who they are reporting to.
1:39
SPEAKER_00: Size of the company is 1,001 to 5,000 people.
1:43
SPEAKER_00: It's in the financial services industry.
1:47
SPEAKER_00: And what do they do?
1:48
SPEAKER_00: This is an alternative banking organization.
1:52
They do consumer lending,
1:53
residential and commercial mortgages,
1:55
consumer deposits and GICs.
1:57
SPEAKER_00: credit cards,
1:58
SPEAKER_00: rewards programs,
2:00
SPEAKER_00: retail financing,
2:02
SPEAKER_00: automobile financing,
2:03
SPEAKER_00: personal loans,
2:04
SPEAKER_00: digital lending.
2:06
They do pretty much everything in the consumer finance space
2:10
except for actually
2:10
SPEAKER_00: have bank accounts.
2:14
SPEAKER_00: So I forget what the classification of those types of banks is.
2:17
SPEAKER_00: It's like Schedule 2 or something.
2:19
It's not the same as a bank that you might go to to open a
2:24
checking account like an
2:25
SPEAKER_00: RBC or a Scotiabank.
2:26
Head office,
2:27
they are located in Toronto,
2:29
but this job is for a position in St.
2:34
SPEAKER_00: John's, Newfoundland, Canada.
2:36
SPEAKER_00: The company as a whole operates across the country, coast to coast.
2:40
SPEAKER_00: And the type of job is a permanent full-time job onsite.
2:46
SPEAKER_00: And it doesn't say what the working days are,
2:50
SPEAKER_00: but it's an onsite job,
2:52
SPEAKER_00: which as we get into will kind of make sense.
2:55
SPEAKER_00: So as with all of our other episodes,
2:58
SPEAKER_00: I'm gonna read out as the host this week,
3:00
SPEAKER_00: the job post and we'll take some breaks at various points.
3:03
So Jen and I can get into it and back and forth about what this
3:07
job smells like.
3:09
SPEAKER_00: Let's get going.
3:11
SPEAKER_00: Loan consultant.
3:12
SPEAKER_00: So about this job,
3:14
who we are and this is verbatim from the job post company name
3:20
and its family of
3:21
brands are united in delivering innovative accessible and
3:25
reliable financial
3:26
SPEAKER_00: solutions that enable canadians to reach their goals
3:29
over the years our brand family has grown in 2024 company name
3:34
omitted acquired a
3:36
different company whose name we're omitting and another company
3:40
whose name we're
3:41
omitting and we do that because we don't want to get sued if we
3:44
are saying things
3:45
SPEAKER_00: that are a little bit funny and um well things that lawyers don't like
3:50
SPEAKER_00: So in 2024,
3:52
Acquired Company became part of the company name Family of
3:55
Brands alongside
3:57
SPEAKER_00: subsidiary,
3:58
SPEAKER_00: subsidiary,
3:59
SPEAKER_00: and subsidiary.
4:02
SPEAKER_00: Together, we are the leading alternative lending bank in Canada.
4:06
We have the collective experience and expertise to better serve
4:09
our customers and
4:10
SPEAKER_00: foster our partners' growth with a diverse suite of products,
4:14
SPEAKER_00: residential and commercial mortgages,
4:16
SPEAKER_00: consumer deposits and GICs,
4:17
SPEAKER_00: credit cards,
4:19
SPEAKER_00: retail and automobile financing,
4:20
SPEAKER_00: personal loans,
4:21
SPEAKER_00: and digital lending.
4:23
SPEAKER_00: We offer financial solutions tailored to all Canadians,
4:26
SPEAKER_00: including newcomers,
4:27
SPEAKER_00: small business owners,
4:28
SPEAKER_00: smart investors,
4:30
SPEAKER_00: and savvy consumers.
4:32
Backed by nearly a century of lending experience through its
4:35
legacy companies,
4:36
Company Name Omitted and its brand family are proud to be
4:39
Canada's leading
4:40
SPEAKER_00: alternative lending bank.
4:42
Join Company Name Omitted as a loan consultant and be part of
4:46
our talented and growing team.
4:49
SPEAKER_00: About the role.
4:51
SPEAKER_00: As a loan consultant,
4:52
you'll play a key part in growing our business by actively
4:56
promoting and selling
4:57
SPEAKER_00: loan and protection products in a fast paced sales driven environment,
5:02
SPEAKER_00: understanding customer needs to recommend the right financial solutions,
5:06
SPEAKER_00: managing the entire sales process,
5:08
SPEAKER_00: both in person and virtually from application to closing,
5:12
building strong relationships and earning trust through
5:15
excellent service,
5:16
SPEAKER_00: staying focused on individual and team goals,
5:20
SPEAKER_00: performing credit assessments,
5:22
SPEAKER_00: processing payments,
5:23
SPEAKER_00: and managing overdue accounts.
5:26
SPEAKER_00: What we're looking for
5:28
High school diploma,
5:29
post-secondary education in finance,
5:31
sales,
5:32
or business is an asset.
5:34
Minimum one year of sales experience with a focus on meeting or
5:37
exceeding targets.
5:39
SPEAKER_00: Strong interpersonal communication and negotiation skills.
5:44
SPEAKER_00: A customer first mindset and a passion for delivering value.
5:49
SPEAKER_00: We're going to take a pause there.
5:51
SPEAKER_00: And that seems to be a logical stopping point to have a chit chat.
5:55
SPEAKER_00: What did you think?
5:56
SPEAKER_00: Are there any flags on the play?
5:58
SPEAKER_00: Red ones, green ones, beige ones?
6:00
SPEAKER_00: What's up?
6:02
SPEAKER_02: You know, the about us was really from like a business
6:07
standpoint,
6:09
there wasn't really very much culturally that they were
6:12
sharing.
6:12
I don't know if maybe that's down the road on the job post or
6:16
if that was it.
6:17
SPEAKER_02: But it told me a lot about kind of the business side of things,
6:22
SPEAKER_02: but nothing really culturally or what it would be like to work there yet,
6:27
SPEAKER_02: in my opinion.
6:30
SPEAKER_02: It's good,
6:30
SPEAKER_02: though,
6:30
because that also does give insight into what this company is
6:34
doing and like some
6:34
SPEAKER_02: of their strategic direction,
6:36
SPEAKER_02: which might be interesting for some people.
6:39
SPEAKER_02: And then otherwise, I mean, it's a sales job.
6:46
It's very sales forward,
6:50
fast paced,
6:51
sales driven,
6:53
managing overdue accounts.
6:56
That was like,
6:57
that made me feel a little bit nauseous and nervous at the same
7:02
time.
7:02
SPEAKER_02: That sucks.
7:06
SPEAKER_02: I mean,
7:07
SPEAKER_02: some companies have departments specifically for that,
7:11
SPEAKER_02: specifically for that,
7:12
SPEAKER_02: or like use third party companies to help with managing overdue accounts.
7:19
SPEAKER_02: And so I wonder if this is kind of like
7:22
SPEAKER_02: dealing with some of that before it goes to that next step.
7:26
SPEAKER_02: So that's interesting to me.
7:28
SPEAKER_02: But I mean,
7:28
SPEAKER_02: so far it sounds to me typical for,
7:32
I can kind of like imagine the logo of the company I think that
7:35
this might be,
7:35
SPEAKER_02: but I could be totally wrong.
7:39
And it's just one of those companies that it wouldn't interest
7:44
me to work at,
7:46
SPEAKER_02: but it sounds typical for what I would imagine
7:51
SPEAKER_02: this job would require.
7:55
SPEAKER_00: Yeah, definitely that.
7:56
SPEAKER_00: What you brought up stuck out for me too,
7:58
SPEAKER_00: particularly the salesy nature of this role,
8:02
SPEAKER_00: like the job title,
8:02
SPEAKER_00: it's loan consultant,
8:05
SPEAKER_00: which makes you think that maybe it's not a sales job,
8:08
SPEAKER_00: but then you get into this and it's like,
8:10
SPEAKER_00: yeah,
8:10
SPEAKER_00: no,
8:10
SPEAKER_00: this is definitely a sales job.
8:12
SPEAKER_00: And it's definitely a retail banking sales job, right?
8:17
SPEAKER_00: So you kind of combine that with the fact that this is in person.
8:22
SPEAKER_00: Like I can imagine someone sitting in a branch,
8:25
right and just kind of waiting for people to come in and then
8:28
trying to sell them
8:29
stuff while the other person sits across the table from them
8:31
like really old school
8:33
retail banking sales I can picture I can picture it all in my
8:37
head that's what like
8:38
SPEAKER_02: you it was painting such a clear image of I think
8:41
SPEAKER_02: Yeah, we can all kind of imagine that situation.
8:44
SPEAKER_02: But I agree with you.
8:45
SPEAKER_02: Yeah, it's somebody sitting there in person, people walking in.
8:51
SPEAKER_02: And yeah,
8:52
interesting that it's a lone consultant that's like a
8:55
friendlier title than the
8:59
SPEAKER_02: sales aspect of it.
9:00
SPEAKER_02: But they're doing a lot of things.
9:02
SPEAKER_02: They're wearing a lot of hats.
9:04
SPEAKER_00: Yeah,
9:05
SPEAKER_00: I particularly wonder,
9:06
SPEAKER_00: and you brought up a really good point when you said,
9:08
SPEAKER_00: you know,
9:09
SPEAKER_00: they're going to be managing delinquent accounts as well as selling.
9:13
SPEAKER_00: And to me,
9:14
SPEAKER_00: that maybe creates a little bit of structural weirdness,
9:19
SPEAKER_00: because if you're kind of being an account manager,
9:23
SPEAKER_00: but you have to go chase overdue accounts,
9:27
what does that do to the relationships that you're trying to
9:29
build with customers?
9:31
SPEAKER_00: Like, is that gonna get a little bit iffy?
9:35
SPEAKER_02: I thought about that too.
9:37
SPEAKER_02: I,
9:37
SPEAKER_02: before,
9:38
SPEAKER_02: I thought of that first and I thought of it too,
9:42
SPEAKER_02: but my thought process was kind of like,
9:45
it might be beneficial to have established these good
9:48
relationships and use that to
9:50
SPEAKER_02: your advantage when you are chasing the delinquent accounts.
9:54
SPEAKER_02: Who knows, it might work in a favor.
9:56
SPEAKER_02: Reporting structure too is something interesting.
9:58
SPEAKER_02: It doesn't, it doesn't list that.
10:01
And so I wonder if this is somebody working,
10:04
you know,
10:04
are you working solo?
10:06
SPEAKER_02: in this branch or are there other team members around you?
10:11
SPEAKER_02: Yeah.
10:12
SPEAKER_02: Is there a branch manager?
10:15
SPEAKER_02: Because in my head, I would imagine there would be a branch manager.
10:18
SPEAKER_02: And so this person would report into them.
10:21
SPEAKER_02: So why isn't that listed?
10:23
SPEAKER_02: I don't know.
10:24
SPEAKER_02: Again, one of these things that we talk about
10:26
SPEAKER_02: all the time is it does a lot of good to list the reporting structure.
10:32
I think we just think job posters just overlook that and think
10:36
it's not really important.
10:37
I don't know,
10:38
to me as a job seeker,
10:39
it's a really important part of piece of the puzzle.
10:43
SPEAKER_00: Yeah.
10:44
SPEAKER_00: And in fairness,
10:45
SPEAKER_00: like we I made the assumption that this is an in branch job,
10:49
SPEAKER_00: but maybe it's not.
10:50
SPEAKER_00: You know,
10:51
SPEAKER_00: this this might be a job in a sales office where you're doing the loan
10:55
consultations over the phone or over live chat on the Internet
10:59
or something like.
11:00
SPEAKER_00: That's totally within the realm of possibility.
11:02
SPEAKER_00: You might not be in a branch.
11:03
And that's where kind of knowing who you're reporting to and
11:07
that structure really
11:09
SPEAKER_00: kind of helps give context.
11:10
Because if the job posting had said you'll be reporting to the
11:13
branch manager,
11:15
SPEAKER_00: immediately you know that you're going to be working out of a branch.
11:18
If it had said you'll be reporting to like the regional
11:21
director of sales or
11:22
SPEAKER_00: something like that,
11:24
SPEAKER_00: then that kind of suggests that maybe you wouldn't be in a branch.
11:26
Maybe you'd be in a sales office doing outside,
11:29
inside or outside sales of some sort.
11:31
SPEAKER_01: Absolutely.
11:32
SPEAKER_01: Yeah.
11:34
Let's move on to the next section,
11:38
which is what you'll love about working here.
11:41
SPEAKER_01: Oh, OK.
11:42
SPEAKER_00: And so we got a bunch of bullet points, all the cultural stuff.
11:46
SPEAKER_00: Award winning culture.
11:47
SPEAKER_00: We're proud to be recognized as a great place to work.
11:50
Canada 2025 and one of Montreal's top employers 2025 by
11:53
Canada's top 100 employers.
11:59
Compensation package,
12:00
competitive hourly rate plus an incentive plan based on
12:04
performance.
12:05
SPEAKER_00: Time to recharge,
12:07
SPEAKER_00: generous vacation based on your role,
12:09
SPEAKER_00: statutory holidays,
12:10
SPEAKER_00: plus six wellness days to prioritize your wellbeing.
12:14
SPEAKER_00: Comprehensive benefits,
12:16
SPEAKER_00: robust health and dental coverage through Manulife,
12:19
SPEAKER_00: as well as virtual healthcare through dialogue.
12:22
Future ready savings,
12:24
group retirement savings plans with up to 7% employer match.
12:29
Exclusive perks discounts from top retailers via work perks
12:33
plus location based
12:35
SPEAKER_00: perks like gym memberships and Toronto bike share.
12:39
Continuous growth education assistance program and Fairstone
12:43
Academy for training
12:45
SPEAKER_00: and skills development.
12:47
Family support parental leave top up program to help you during
12:51
life's big moments.
12:53
Community impact one paid volunteer day to give back to causes
12:57
that work for you.
12:59
SPEAKER_00: For more information on who we are as an employer, click here.
13:03
SPEAKER_00: And then there is a link that I just kind of stripped out there.
13:07
Let's pause there because I think there's some stuff in that
13:10
section that we can talk about.
13:11
SPEAKER_00: What did you think?
13:12
SPEAKER_00: Green flags, red flags, beige flags?
13:14
SPEAKER_02: I thought there were a ton of green flags here, actually.
13:17
I was very pleased to hear the level of detail at which they
13:22
listed those perks.
13:27
Even to go as far,
13:28
you don't see this often,
13:29
but to list who the benefits provider is by name.
13:34
SPEAKER_02: So they listed in Manulife and dialogue, which I don't know.
13:37
SPEAKER_02: I've never heard of that.
13:39
SPEAKER_02: I like that.
13:40
SPEAKER_02: I'm impressed by that.
13:41
SPEAKER_02: That helps.
13:42
SPEAKER_02: Again,
13:42
all the little pieces of information you can give when you're
13:45
listing out the perks
13:45
SPEAKER_02: or the benefits,
13:46
SPEAKER_02: super helpful.
13:47
SPEAKER_02: I'm impressed that they have like the educational assistance thing.
13:52
SPEAKER_02: 7% employer match is helpful.
13:57
also great savings yeah like it's it's quite generous i'm
14:00
pleasantly surprised um
14:04
SPEAKER_02: one paid volunteer day off like that is kind of a common thing
14:09
one day is not a lot but it's better than nothing uh so i i
14:15
like that there's some
14:16
really like kind souls out there who will volunteer on their
14:22
own time right so to
14:24
have a company willing to pay for that full day is really nice
14:28
especially for it
14:30
sounds like it was an hourly um paid job so i think that there
14:34
are lots of really
14:35
SPEAKER_02: good perks here um
14:38
Something that I thought was interesting was the awards,
14:41
a great place to work.
14:42
SPEAKER_02: A lot of times those are like,
14:44
SPEAKER_02: if people aren't familiar,
14:45
SPEAKER_02: it's this whole application process that the employer,
14:48
SPEAKER_02: the company will go through.
14:50
Sometimes it includes surveys from the employees just to make
14:53
sure that people
14:55
SPEAKER_02: actually do enjoy working there.
14:57
SPEAKER_02: It's an application process.
14:58
SPEAKER_02: I don't buy into them very often.
15:02
SPEAKER_02: It's not
15:03
like I've seen great places who don't that don't have any
15:08
awards and I've seen like
15:10
the worst companies ever have these awards so to me doesn't
15:14
mean anything but I
15:16
could see why if you've got it you would put it um yeah that
15:22
there was there was
15:23
another thing I made a note for myself and now I can't remember
15:26
what I was
15:27
SPEAKER_02: referring to when I wrote it down um but
15:31
SPEAKER_02: Yeah, it seems really interesting to me.
15:34
SPEAKER_02: I like that.
15:35
SPEAKER_02: What about you?
15:36
Structurally,
15:37
all of the things that are in here,
15:39
they tick some boxes,
15:40
right?
15:41
Like they're good things that give you a sense of what kind of
15:45
the total employment
15:47
SPEAKER_00: experience and compensation is going to be like.
15:49
SPEAKER_00: But there was some weird stuff in here for me.
15:52
SPEAKER_00: So the job is based in Newfoundland.
15:55
SPEAKER_00: If I'm going to get a job in Newfoundland, why do I care?
15:59
SPEAKER_00: uh if they're one of montreal's top employers um especially if they're
16:03
headquartered in toronto like you know this is obviously just a
16:06
coffee coffee paste
16:07
job right from uh some deck that somebody in recruiting um has
16:13
to draw from but
16:14
SPEAKER_00: like what's what's the relevance
16:16
SPEAKER_00: And the bike share.
16:18
SPEAKER_02: Yeah, in Toronto.
16:19
SPEAKER_02: Okay.
16:20
SPEAKER_00: But bike share was the other thing.
16:22
SPEAKER_00: Like, yeah, I'm in St.
16:23
SPEAKER_00: John's.
16:24
I'm going to hop a plane to go grab my bike share in Toronto
16:26
and then hop a plane
16:27
SPEAKER_00: back to the Rock to ride it around.
16:29
SPEAKER_00: I'm like, no.
16:30
SPEAKER_00: Yeah.
16:31
SPEAKER_00: It's kind of goofy.
16:32
SPEAKER_00: It's really kind of goofy.
16:34
SPEAKER_00: But,
16:34
SPEAKER_00: you know,
16:35
SPEAKER_00: that being said,
16:37
it's good that this stuff is here because it gives you a bit of
16:40
a picture.
16:40
SPEAKER_00: And the 7% thing that really does impress me.
16:43
um because that is that is very generous um for an rsp match
16:47
that's really generous
16:48
i don't think i've ever seen one that high for like a kind of
16:52
entry level position
16:54
um yeah let's carry on though the next section kind of gets
16:58
into stuff that's a
16:59
little bit more context for this uh and it is called what you
17:04
can expect pay and
17:07
SPEAKER_00: process
17:08
SPEAKER_00: So this is the part where we're going to guess the wages, the salary.
17:15
SPEAKER_00: Now, for context, minimum wage in Newfoundland, $16 an hour.
17:22
SPEAKER_00: So they've put down an hourly rate range.
17:26
SPEAKER_00: What do you think it is?
17:28
i feel so not ready uh to answer that question it's early it's
17:33
early in the job
17:34
post like you see these at the end most of the time yeah it's
17:37
really early in the
17:38
job posting um i i don't know like i it my i know nothing about
17:45
newfoundland i mean
17:46
i've been there but beyond that um in terms of what the pay
17:51
would be like i want to
17:52
say um i because you also have to think about things when
17:56
you're thinking about
17:58
compensation they had also mentioned some kind of um bonus
18:04
structure or incentive
18:05
right like that was in there and so usually if there is some
18:08
kind of extra pay um
18:13
usually that means that the hourly rate or the salary might be
18:17
lower to compensate
18:19
SPEAKER_02: for that so it's kind of like a little way to play around um
18:24
My,
18:24
my heart wants to tell me $24 an hour,
18:27
but I feel like that's generous.
18:28
SPEAKER_02: So I'm going to say like 18 to 21 is my guess per hour.
18:34
SPEAKER_00: You were super close, super close.
18:36
SPEAKER_00: So the, the range that they listed out was 1752 to 2250 an hour.
18:40
SPEAKER_00: 1752 to 2250.
18:40
SPEAKER_00: Okay.
18:41
SPEAKER_00: So I wasn't that far off.
18:43
SPEAKER_00: 18 to 21.
18:43
SPEAKER_00: Okay.
18:51
SPEAKER_00: Yeah, you're close.
18:53
SPEAKER_00: So rest of the section,
18:56
the bullet point that has the the wages in it says expected
18:59
based hourly rate range
19:01
SPEAKER_00: of 1752 to 2250 an hour,
19:03
plus the opportunity to earn uncapped monthly bonuses tied to
19:07
performance.
19:10
SPEAKER_00: Your success drives your earnings.
19:12
SPEAKER_00: That's all that it says about that, though.
19:17
SPEAKER_00: Next bullet point.
19:18
SPEAKER_00: This posting is for an existing vacancy within our organization.
19:23
SPEAKER_00: Artificial intelligence may be used in parts of the recruitment process.
19:27
All candidates considered for hire must successfully pass a
19:30
criminal background
19:31
SPEAKER_00: check,
19:32
SPEAKER_00: credit check,
19:33
SPEAKER_00: and validation of their work experience to qualify for hire.
19:37
SPEAKER_00: If what you read excites you, we'd like to hear from you.
19:40
Please submit your application and we'll contact you if you
19:43
become selected for
19:44
SPEAKER_00: first stages of the interview process.
19:48
SPEAKER_00: Let's pause there.
19:51
SPEAKER_00: So the bonus and performance thing.
19:55
kind of lightweight but what did you what did you think about
19:57
the rest that was in
19:58
there knowing what you know now what does that tell you about
20:02
about the pay or
20:03
SPEAKER_02: about the process um yeah I
20:09
SPEAKER_02: I want to note that this is the problem.
20:12
When I'm not the host,
20:13
I'm writing notes as you're talking to refer back to.
20:16
SPEAKER_02: And then I cannot read my writing.
20:19
SPEAKER_02: Like for those watching, this is what I've written.
20:21
SPEAKER_02: And I don't know.
20:24
SPEAKER_00: So you went to med school, did you?
20:25
SPEAKER_02: I did go to med school.
20:26
SPEAKER_02: Yes, absolutely.
20:30
SPEAKER_02: So now I'm thinking back to everything you said.
20:33
SPEAKER_02: Existing vacancy was one thing that I liked that they mentioned.
20:37
SPEAKER_02: And again,
20:38
I think both the two of us can agree that we like it when they
20:42
let us know because
20:44
SPEAKER_02: it actually like
20:46
SPEAKER_02: If you say whether it's like a net you role or existing role,
20:51
the applicant has a good idea of what to kind of expect and
20:55
what is expected of
20:56
SPEAKER_02: them.
20:57
SPEAKER_02: Are you creating processes from scratch?
20:59
SPEAKER_02: Are you building things or are you just inheriting existing systems?
21:04
SPEAKER_02: maybe tweaking them as needed to and needed or whatever.
21:07
Like it's just a very different entry point into the
21:10
organization and a very
21:11
SPEAKER_02: different like 30,
21:13
SPEAKER_02: 60,
21:15
90 day experience.
21:15
SPEAKER_02: So I do like when they explain that.
21:20
The the bonus is again going back to like sales have you
21:25
position this reminds me
21:26
of years ago I worked at a very well known large laser eye
21:33
surgery clinic.
21:35
and i had applied for a role that was listed as clinical
21:39
counselor but i didn't
21:42
know and it was never discussed during the interview process
21:45
that it was actually a
21:46
sales role um just straight up sales um and i'm not a sales
21:53
person at all like i
21:54
SPEAKER_02: would they did price matching and
21:58
it was one of those things that if somebody came in and said
22:00
like oh somewhere else
22:01
is charging this amount can you match it we would do it but
22:05
we're not going around
22:06
saying or price matching and like every person that came in i'd
22:09
be like hey did you
22:10
know that we price match go look at like this flyer or whatever
22:14
and bring it in
22:15
like i was so terrible at it um but the bonuses were there were
22:20
bonuses there was
22:20
variable compensation based on sales targets and things like
22:24
that and so um
22:27
that was a long rant just to say that i don't have much to say
22:31
about that section
22:32
it doesn't tell me much more about the role except just
22:35
validates that it is a very
22:37
sales heavy role um yeah the the performance-based model for
22:44
bonusing and stuff um
22:46
for a sales role um especially like this when you're where
22:49
you're you're basically
22:51
making minimum wage you're not making a whole lot more than
22:52
minimum wage um you you
22:55
SPEAKER_00: kind of want to know
22:57
SPEAKER_00: how much extra money you can get out of it if you're hungry.
23:02
SPEAKER_00: It feels a little bit light to me.
23:05
I would have liked to see as an applicant more about the
23:09
compensation structure.
23:10
And sure,
23:11
you can ask in the interview and they may give you a straight
23:13
answer.
23:14
SPEAKER_00: They may dance around it.
23:15
SPEAKER_00: Who knows?
23:16
But if I'm going into this,
23:17
I kind of want to know like,
23:18
hey,
23:18
can I top up my earnings?
23:21
SPEAKER_00: Can I double?
23:21
SPEAKER_00: Can I triple?
23:22
SPEAKER_00: Can I quadruple them?
23:23
And actually make a career out of this or is this basically
23:27
like a summer job for a
23:28
SPEAKER_00: student or something?
23:29
SPEAKER_00: Because if it's minimum wage and,
23:31
SPEAKER_00: you know,
23:32
SPEAKER_00: maybe your bonuses will work out to an extra 500,000 bucks a month,
23:36
SPEAKER_00: something like that.
23:38
SPEAKER_00: That's tough to make a life out of that kind of money.
23:41
SPEAKER_00: So it was a little light for me on that.
23:43
I found it interesting that they mentioned artificial
23:46
intelligence in here.
23:47
SPEAKER_00: Because in Ontario, you have to do that now.
23:48
If you're going to use AI during the analysis and screening
23:54
portion of the hiring
23:55
SPEAKER_00: phase,
23:56
SPEAKER_00: you have to disclose that during your job posting.
23:59
What kind of makes me a little bit interested about this,
24:02
though,
24:03
is the use of the word may.
24:06
SPEAKER_00: Because may is not a disclosure word.
24:08
SPEAKER_00: You know, we might do it, we might not.
24:09
SPEAKER_00: That's not a disclosure.
24:11
SPEAKER_00: So like, does this actually fall outside of the rules?
24:14
SPEAKER_00: I don't know.
24:15
SPEAKER_00: I mean,
24:16
this is one of those things that we're all going to find out
24:18
about over time as
24:20
this particular legislation is tested in the courts and tested
24:23
by fines handed down
24:25
SPEAKER_00: from the Ministry of Labour.
24:26
SPEAKER_02: Absolutely.
24:27
And I think like you were,
24:28
so you were saying that there's not a requirement there yet to,
24:32
to.
24:32
SPEAKER_00: It is.
24:33
SPEAKER_00: It is.
24:33
SPEAKER_00: Yeah.
24:34
SPEAKER_00: Yeah.
24:34
SPEAKER_00: The two,
24:35
SPEAKER_00: the two key things that came out of the,
24:40
SPEAKER_00: the,
24:41
SPEAKER_00: I forget what the act is called,
24:42
SPEAKER_00: but basically employer transparency and hiring that dropped in January,
24:48
SPEAKER_00: like a month ago,
24:49
SPEAKER_00: you know,
24:50
SPEAKER_00: big thing.
24:50
SPEAKER_00: Number one, we've got a list of salary range.
24:52
SPEAKER_00: Big thing.
24:53
SPEAKER_00: Number two, got to disclose the use of AI in the hiring process.
24:56
I just wasn't sure if that was for Newfoundland,
24:58
if it was across the board.
25:01
SPEAKER_00: Yeah, it very well may not be.
25:04
But I think that this company is probably just,
25:07
they're Toronto headquartered,
25:08
right?
25:09
SPEAKER_00: So they're probably saying,
25:10
SPEAKER_00: okay,
25:10
SPEAKER_00: we're going to apply the same standard to everything everywhere because,
25:15
SPEAKER_00: you know,
25:15
SPEAKER_00: how do we,
25:15
do we really want to keep track of which province we have to do
25:18
this and not have
25:19
SPEAKER_00: to do this?
25:19
SPEAKER_00: Like it's a lot easier just to do it.
25:21
SPEAKER_02: This is a good thing.
25:22
And we were saying this in a recent episode that we recorded
25:24
was like,
25:25
don't wait
25:27
SPEAKER_02: for your hand to be forced, just do it now.
25:29
So that's why I thought maybe adding May to that is just kind
25:33
of them being a
25:34
SPEAKER_02: little bit proactive.
25:36
Yeah,
25:37
the other thing too,
25:38
this job requires a background check and credit check,
25:41
which
25:43
uh i have i have feelings about background checks um but in
25:46
certain jobs i
25:47
understand that it's a requirement working um in like financial
25:50
industry working
25:51
with uh children elderly things like that totally get it um and
25:55
the feelings at
25:56
some point i guess maybe we need to have a solo episode just to
25:59
talk about all of
26:00
SPEAKER_02: the kind of
26:01
I don't know,
26:02
like compliance type things that go into certain job
26:07
applications.
26:09
SPEAKER_02: But,
26:10
SPEAKER_02: so I won't get into it too much right now,
26:12
SPEAKER_02: but for me,
26:13
it's not a red flag because of the nature of the work itself to
26:17
see credit checks
26:18
SPEAKER_02: and background checks to me par for course.
26:21
SPEAKER_02: So,
26:21
SPEAKER_02: whereas normally I might question it depending on the role for this one,
26:25
SPEAKER_02: it's standard and I can see the point.
26:30
SPEAKER_00: Yeah,
26:32
SPEAKER_00: you can definitely see the dotted line between a person selling loans,
26:38
SPEAKER_00: having a good credit score.
26:42
The guy with the 200 credit scores selling predatory loans,
26:46
that might not be the best thing.
26:48
SPEAKER_02: Yeah, absolutely.
26:52
SPEAKER_00: So let's move on to the rest of the post.
26:55
And there's not a whole lot left,
26:56
so I'm just going to go through everything else that we have.
27:01
SPEAKER_00: Learn more.
27:01
SPEAKER_00: And then there's the company website, which I took the URL out of.
27:06
SPEAKER_00: Follow us on LinkedIn.
27:08
SPEAKER_00: Did the same thing there.
27:10
SPEAKER_00: If you have a preferred language for communication,
27:12
please kindly inform us whether you prefer French or English on
27:16
your application.
27:17
SPEAKER_00: Company name omitted is an equal opportunity employer.
27:20
SPEAKER_00: Accordingly,
27:21
we will make reasonable accommodation to respond to the needs
27:24
of people with
27:25
SPEAKER_00: disabilities.
27:26
SPEAKER_00: Individuals who view themselves as aboriginals,
27:29
members of visible minorities and disabled people are
27:32
encouraged to apply in
27:33
SPEAKER_00: confidence.
27:35
SPEAKER_00: About the company.
27:36
Company name Omitted and its family of brands from Canada's
27:40
leading alternative
27:40
SPEAKER_00: lending bank,
27:41
SPEAKER_00: united in delivering innovative,
27:43
accessible and reliable financial solutions that enable
27:46
Canadians to reach their
27:48
SPEAKER_00: goals.
27:49
SPEAKER_00: With a diverse suite of products,
27:51
SPEAKER_00: residential and commercial mortgages,
27:53
SPEAKER_00: consumer deposits and GICs,
27:55
SPEAKER_00: credit cards and rewards programs,
27:56
SPEAKER_00: retail financing and automobile financing,
27:59
SPEAKER_00: personal loans and digital lending,
28:01
SPEAKER_00: we offer financial solutions tailored to all Canadians.
28:06
SPEAKER_00: And then we have the same thing in French.
28:10
SPEAKER_00: Should I do it?
28:10
SPEAKER_00: Can you do it?
28:17
SPEAKER_00: Let's find out.
28:20
SPEAKER_00: That's enough.
28:25
SPEAKER_00: Yeah, no, my French is terrible.
28:28
SPEAKER_00: My apologies to all of the people who speak French out there.
28:31
SPEAKER_00: Unless you had a good laugh.
28:32
SPEAKER_00: If you had a good laugh, aces.
28:34
SPEAKER_02: I had a good laugh.
28:35
SPEAKER_02: I speak French.
28:35
SPEAKER_02: I'm bilingual.
28:36
SPEAKER_02: I speak French and you didn't do well at all.
28:42
SPEAKER_02: One out of ten.
28:44
SPEAKER_02: One out of ten for effort.
28:45
SPEAKER_00: One out of ten.
28:46
SPEAKER_00: Okay.
28:46
SPEAKER_00: I'm not shocked.
28:48
SPEAKER_00: My French is horrible.
28:50
SPEAKER_00: So that's the post in its entirety.
28:53
I mean,
28:53
the very end of it was,
28:55
you know,
28:55
kind of the obligatory brand stuff.
28:58
SPEAKER_00: But with that kind of added perspective in the mix,
29:01
SPEAKER_00: like,
29:01
SPEAKER_00: does that change your opinion on anything?
29:03
SPEAKER_00: Is there anything new that comes to mind for you?
29:07
SPEAKER_02: No, I don't think so.
29:08
SPEAKER_02: I think it was pretty straightforward.
29:11
SPEAKER_02: I think that for the right person, this is an interesting role.
29:20
SPEAKER_02: I wonder what the career trajectory is like as well.
29:23
SPEAKER_02: Like you said, is this just kind of like a temporary on the way?
29:27
SPEAKER_02: Can you support yourself?
29:28
SPEAKER_02: Can you support a family on a role like this?
29:32
SPEAKER_02: No, I
29:34
SPEAKER_02: It's not for me,
29:36
but I I think they provided a lot of very useful information
29:41
that will for for what
29:42
SPEAKER_02: it is,
29:43
SPEAKER_02: right?
29:43
SPEAKER_02: Like you can only get so complex with a job like this.
29:47
SPEAKER_02: It's pretty straightforward.
29:49
SPEAKER_02: And that being said,
29:50
SPEAKER_02: they provided a lot of information to help the applicants,
29:54
SPEAKER_02: potential applicants make an informed decision.
29:56
SPEAKER_00: So, yeah.
29:58
SPEAKER_00: Yeah, it's it's a good point to to talk about the pathways like that.
30:02
SPEAKER_00: That's perhaps a bit of a missed opportunity, right?
30:04
SPEAKER_00: Like you're you're not talking in this job description about support and
30:08
SPEAKER_00: development of the people who are working at the company.
30:11
SPEAKER_00: And, you know, maybe maybe maybe you don't care, maybe you
30:14
We don't really offer anything that way in terms of education
30:18
and professional
30:19
SPEAKER_00: development and mentorship.
30:20
But it seems like a missed opportunity for me because from a
30:24
business perspective,
30:25
SPEAKER_00: if you can establish pathways within your organization
30:30
to take your entry-level talent and kind of train them up over
30:35
time like give them
30:36
SPEAKER_00: more experience more exposure and keep them in the organization um the
30:41
organizational knowledge that travels with them as they get
30:44
promoted and move
30:45
laterally into different different roles throughout the company
30:48
like that's a
30:49
SPEAKER_00: that's a very powerful thing
30:51
SPEAKER_00: You know,
30:51
lack of organizational knowledge in hiring new people from
30:55
outside the company
30:57
SPEAKER_00: really makes the the learning curve a lot longer.
31:01
SPEAKER_00: You know,
31:01
we all talk about that kind of ramp up period where when you
31:05
hire someone new,
31:06
SPEAKER_00: like,
31:07
SPEAKER_00: you know,
31:07
don't expect them to be highly productive or whatever for six
31:11
months or eight
31:11
SPEAKER_00: months or whatever it is like.
31:13
SPEAKER_00: I see lots of different numbers kind of thrown around about that.
31:17
SPEAKER_00: But if you if you hire people from within,
31:20
SPEAKER_00: That period is a lot less painful.
31:24
SPEAKER_00: So it was kind of lacking in that,
31:26
SPEAKER_00: like there wasn't really much evidence of it,
31:27
which I found kind of weird for a large structured organization
31:32
like a like a bank,
31:33
SPEAKER_00: you know,
31:33
that operates coast to coast to coast missed opportunity for me
31:36
for that for sure.
31:37
They did mention something about like edu assist or something,
31:41
educational assistance.
31:43
I don't know what that is,
31:44
and I don't know if that's something that's internal or
31:46
external.
31:46
SPEAKER_00: Like a training academy.
31:48
SPEAKER_00: It's like online courses and whatever, that sort of thing.
31:51
SPEAKER_02: Yeah,
31:52
SPEAKER_02: so there's something there,
31:53
but whether that's specific to them developing to move through
31:59
the organization
32:00
SPEAKER_02: internally versus,
32:03
SPEAKER_02: you know,
32:04
SPEAKER_02: just getting that education and then piecing out.
32:08
SPEAKER_02: But there's something to be said about having opportunities,
32:12
SPEAKER_02: like you said,
32:12
SPEAKER_02: for people to progress at the organization and really move up.
32:17
SPEAKER_02: I love hearing stories about people who started at a company
32:21
very much entry level position and then made it really far up
32:26
the chain,
32:26
if you will.
32:27
SPEAKER_02: I love that.
32:28
SPEAKER_02: It's really cool.
32:29
And I love companies that are willing to support employees
32:32
through that process as well.
32:34
SPEAKER_02: Like that's exactly what you said.
32:36
SPEAKER_02: It's a very cool and mutually beneficial initiative for sure.
32:43
SPEAKER_00: Yeah.
32:44
SPEAKER_00: Well, bottom line, what would you score this post?
32:48
SPEAKER_02: For what it is, like I said, it's not very complicated.
32:51
SPEAKER_02: It's not very complex.
32:52
SPEAKER_02: They gave a lot of information.
32:53
I I'm trying to think why I wouldn't like what's lacking
33:00
besides naming the
33:01
reporting structure and like career progression and a couple of
33:04
other things.
33:05
SPEAKER_02: Would I like it to be paid more?
33:06
SPEAKER_02: I would like all jobs to be paid a little bit more.
33:10
SPEAKER_02: So it's I can't really fault them.
33:13
SPEAKER_02: They posted all the information that they can.
33:16
SPEAKER_02: I'd say it's
33:19
SPEAKER_02: I don't know, like a seven, eight out of 10 for me.
33:25
SPEAKER_00: Yeah, I was in the same ballpark.
33:28
SPEAKER_00: I would give this one an eight out of ten, you know, same thing.
33:31
SPEAKER_00: Be nice if it was more money, but it is what it is.
33:34
And if we go back to kind of thinking about like the the
33:39
education that they
33:40
SPEAKER_00: listed,
33:40
SPEAKER_00: like this is a job that you can get with just a high school diploma.
33:44
SPEAKER_00: Right.
33:44
SPEAKER_00: You don't need a college or university education,
33:47
SPEAKER_00: even though they said that they're considered assets.
33:50
SPEAKER_00: Right.
33:52
SPEAKER_00: So this isn't going to be, you know, like $150,000 a year job.
33:56
SPEAKER_00: And they're honest about that.
33:58
SPEAKER_00: They were pretty clear about everything all the way through.
34:00
SPEAKER_00: In the grand scheme of things,
34:02
like maybe this was a bad one for me to bring to the table
34:05
because it was so good.
34:06
SPEAKER_00: Like it was a little boring.
34:07
SPEAKER_02: You know,
34:08
what's interesting is that what I appreciate about this job
34:11
posting is that,
34:12
SPEAKER_02: like you mentioned,
34:12
SPEAKER_02: this is a job posting that has a low barrier to entry.
34:16
It doesn't have a lot of wild requirements and yet they're
34:21
treating it with the
34:22
SPEAKER_02: respect of a job that is a higher area to entry.
34:27
SPEAKER_02: We've seen other jobs,
34:29
SPEAKER_02: job postings,
34:30
SPEAKER_02: we've roasted other postings that have a way higher barrier to entry.
34:34
SPEAKER_02: And the job posting is just shit.
34:37
SPEAKER_02: It's like almost rude and disrespectful.
34:40
SPEAKER_02: This is a very respectful job posting.
34:42
SPEAKER_02: And so kudos to them for that.
34:44
SPEAKER_02: They're like, they know who they attract.
34:49
SPEAKER_02: And it sounds like they kind of know what they're doing here.
34:52
SPEAKER_02: And yeah,
34:53
SPEAKER_02: they gave it the exact same treatment that they would,
34:55
SPEAKER_02: I would imagine any other job posting.
34:57
SPEAKER_02: And I really like that.
34:59
SPEAKER_00: Yeah, that's a really good point.
35:00
SPEAKER_00: That's a really good point.
35:01
There was nothing in this job posting that stood out for me as
35:07
potentially exploitive.
35:10
Just because a job is low paid,
35:12
it doesn't necessarily make it an exploitive situation.
35:17
And there was nothing that really stood out here that was like,
35:20
we're going to screw you.
35:22
SPEAKER_02: Yeah,
35:23
like parental top up and things like that for an hourly job and
35:29
the benefits and
35:29
SPEAKER_02: everything.
35:30
SPEAKER_02: That's wonderful.
35:31
SPEAKER_02: I yeah, I can't can't really fault them.
35:33
SPEAKER_00: Just get a couple of roommates.
35:36
SPEAKER_02: Exactly.
35:37
SPEAKER_02: Absolutely.
35:38
SPEAKER_02: Yeah.
35:40
Well,
35:40
I think with with that in mind,
35:42
like quick job post,
35:44
pretty good score.
35:45
We can consider this one roasted,
35:47
though not a whole lot of it caught on fire.
35:50
Glad you could spend some time with us on Roast the Post,
35:53
the story behind the bullet points.
35:55
SPEAKER_02: If today's episode helped you make sense of the hiring landscape,
35:58
SPEAKER_02: or at least feel less alone in navigating it,
36:01
SPEAKER_02: don't forget to subscribe.
36:02
You can find us on YouTube or follow the show on whatever
36:05
podcast app you trust
36:06
SPEAKER_02: with your sanity.
36:07
SPEAKER_02: We're always looking for interesting job postings to break down.
36:10
So if you've got one,
36:11
whether it's surprisingly good or impressively confusing,
36:15
send it in.
36:16
SPEAKER_02: Listener submissions keep things spicy.
36:18
SPEAKER_02: Follow that link in the show notes for more.
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SPEAKER_02: Thanks again for listening.
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Catch us next time when we take on another posting that
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definitely has something to say.