“Networking” is fourth instalment of a 4-part series aimed at newcomers to Canada working in Financial Crime roles.

As a result of my own experiences as a newcomer to Canada, I designed and launched the Financial Crimes Prevention and Mitigation program through Seneca College [Link] to address both the “Canadian Experience” and certification hurdles.

Having discussed the existence of “Canadian Experience”, the role of Contracting as a first step, and the value of Certifications and Courses, our attention turns to the concept of “Networking” .

The Financial Crime sector in Toronto (and other Canadian cities) is a very close knit environment. Given the proximity of many financial institutions within a small area, the opportunity to build a professional network with other professionals, at other financial institutions, is very present.

There are many after-hours networking events in Toronto hosted by several of the major industry associations and also by smaller organisations and even some of the many talent individuals in the field. Given the condensed nature of the profession in Toronto, you will quickly get to know the “key players” and many of the venues are located in the downtown core - within easy access of many employers and public transit.

In Part 2 of this series, I discussed the value of approaching contracting roles as an entry into the Canadian financial crime job market. Added to this, I introduced the role of Certifications and Courses as being “recommended” or “(strongly) preferred)…

… if you see those words in a job description, you should interpret them as “Required”. At least to get the interview. But I would argue that each of the below courses and certifications offer value to both your resume and your personal development, and are worthy of your consideration.

As an educator, it is no surprise that I value the idea of continuous professional development. Keeping your financial crime knowledge up to date and “relevant” cannot be understated. The financial crime space is constantly evolving as criminals adapt and exploit new and emerging technologies and products. To that end, Financial Crime professionals must keep up their own learning and development.

In my previous post I discussed the issue of - or lack of - “Canadian Experience” and the challenges this creates for newcomers to Canada in Financial Crime roles. One of the mitigations that I presented - and from my own experience - was to consider Contracting rather than Permanent roles (at least for the first Canadian jon)

Unlike some jurisdictions, there is a heavy reliance on contract roles in Financial Crime departments. Often the number of contract roles outweigh the number of permanent roles within an institution. Contract roles offer employers, and individuals, flexibility to account for increased short-term workloads - or changing budgets.

A quick search on LinkedIn and other job sites show a high number of contract AML / Financial Crime roles for contracts of 6-12 months. Many of these recruitment campaigns are for MULTIPLE positions - compared with just 1 position in many permanent offerings - this presents a greater chance for the right candidate to get the interview and thus showcase their skills to the hiring manager.

Aside from the greater possibility of getting an interview as part of a mass-hiring campaign - hiring managers often have a greater flexibility when it comes to lack of “Canadian Experience”. When hiring for multiple positions, lack of “Canadian Experience” may be overlooked. Therefore a contract role can be the perfect opportunity to get such Canadian Experience! Thus setting you up for success when applying for that next - permanent - role.en the number of contract roles outweigh the number of permanent roles within an institution. Contract roles offer employers, and individuals, flexibility to account for increased short-term workloads - or changing budgets.

A quick search on LinkedIn and other job sites show a high number of contract AML / Financial Crime roles for contracts of 6-12 months. Many of these recruitment campaigns are for MULTIPLE positions - compared with just 1 position in many permanent offerings - this presents a greater chance for the right candidate to get the interview and thus showcase their skills to the hiring manager.

Aside from the greater possibility of getting an interview as part of a mass-hiring campaign - hiring managers often have a greater flexibility when it comes to lack of “Canadian Experience”. When hiring for multiple positions, lack of“Canadian Experience” may be overlooked. Therefore a contract role can be the perfect opportunity to get such Canadian Experience! Thus setting you up for success when applying for that next - permanent - role.

When I first arrived in Canada in 2016 from the UK I must admit I was a bit naive when it came to the concept of “Canadian Experience” in the job market. I had read about it on online forums and websites as I prepared for my move but thought, like many, that I wouldn’t be as bad as everyone said…at least for me!

My rationale? I was coming from an established career in law enforcement with a strong (and related) academic background. Surely I would be snapped up by Canadian private sector employers… or at least get an interview.

No.