This is a YouTube video titled "The Challenges of Recruiting a Good Treasury Team with Susana Aristizabal" containing a detailed monologue by Susana Aristizabal from February 20, 2019. The content focuses on the qualities and mindset required for a successful career in Treasury roles, emphasizing passion for numbers, personal drive, and positive attitude towards challenges and change. It is an informative talk rather than a conversation.
If you like fast paced variety, challenging environments, then you have already 50%. Because if this is not for you already, from this perspective, you will have a difficult time to fit in a Treasury role. The other factor I would say indeed is hard skills. But in this case I would say you need to enjoy numbers. And I really mean enjoy. It's not the idea of oh, I'm being uncomfortable with numbers or lots I've seen in some advertisements. Like you need to be comfortable with large sets of figures or complex financial models. Well, I don't think being comfortable is enough. You really need to enjoy. You need to feel the passion already because without this, you, you will not be able to develop this. You can learn the skills, I mean you can learn the technical, you can go to courses and acquire this knowledge and like I said, over time develop this. But if you don't have that in your blood, this passion, there's no one, not even your boss or not even a colleague that can actually inject it to you. So you have to have this. If you have it, then you already know that this can be a career for you. I call it personal drive. Sometimes you can sense it by reading the CV or the motivation letter, but more often it's something you feel in an interview. So when I don't see it, I often try a second interview or a follow up call because I do believe most people have it and I just looking for the one that has the strongest personal drive. And what do I mean by personal drive? It means the, the positive attitude towards challenges, towards change, towards teamwork and understanding that there are deadlines, you know, and compliance to be met. How do you measure it? It's a statement that understand, you know, if, if you understand the role will be difficult and, and the person is looking for difficult, you know, and, and wants to make, wants to chances to make a difference, to bring up ideas, to solve problems. Then the person will come across and will stand out in my interview process if the attitude is more like the person expects paved road for your problems. Is everything already automated? Can I just come in and go then? Clearly you will not succeed in the role once you're hired. So coming back to your question, how do you put that in an interview? It's really through examples when you're going through the questions and the clearer examples that are provided by the candidate on how they've approached challenges in the past or for example reorganizations, how they approach change of management, how did they take on regulation? What happened when Dolph Frank was implemented? How did you handle it. And the response, sometimes you see it in their face when they say, oh, it was such a burden, it was annoying. And others would say, yeah, that was a great opportunity because I got to do. I got involved in the project and I had to do a lot of traveling to meet other people. So you see it in the way those examples convey the message. Yes. Yeah.
