Diverse Backgrounds

The cohort included both lateral hires and graduates from diverse academic backgrounds. Although they had already gone through the core new hire program, the analysts needed additional training to get them ‘desk ready’ for research.

Specialization

In addition, these research analysts would go on to work in teams across a range of sectors. The training therefore had to prepare them for working in different sectors whilst also providing in-depth training on research-specific topics.

In-person

Previously training has been hybrid, with one location joining virtually. Teaching both locations separately, and in-person, makes for a better learning experience. This created better relationships between analysts, meaning they would continue to work well together across different asset classes. Credit research analysts were also included in some sessions so they could benefit from the training whilst helping build cross-asset relationships.

Plug Skill Gaps

The program filled research-specific technical skills gaps, including analyzing company results, research forecasting and making investment recommendations. We maintained a strong case study focus and included mock results days and morning meetings to simulate the analysts’ future responsibilities.

Desk-ready

Participants and the internal L&D team agreed that there was a massive step up in the quality and relevance of the training to the desk role. Analysts were engaged with continuing education as they enjoyed the initial eight days, where they were familiarized with Felix.

“It was spectacular! THANK YOU both for making it happen!” – Head of L&D