Employer branding · Banking and financial services
The hardest question about your field job is asked at home, not in the interview.
An NBFC, microfinance or lending company hires field and collections officers whose families are not sure the work is respectable, because the only picture they have comes from news stories about recovery agents.
Scope, fee, reporting and term are agreed in writing after we have read your brief and spoken to you.
In one paragraph
An NBFC, microfinance or lending company hires field and collections officers whose families are not sure the work is respectable, because the only picture they have comes from news stories about recovery agents. GullySales writes the careers page and job posts that answer that picture with conduct, training and the identity card.
Also written for
NBFCs, Personal loan companies, Business loan companies, Microfinance companies.
What we do not do
We do not recruit, supply candidates or run payroll. We help candidates see the employer you already are.
Where this sits
For NBFCs and lending companies
Where it usually goes wrong, and what we would do.
“The objection is at the dinner table”
A field officer's parents have read about recovery agents. Until somebody answers that, your candidate is applying against family advice and will take the first alternative that sounds cleaner.
“Your code of conduct is a hiring asset filed as a policy document”
Calling hours, what may not be said, what happens to an officer who crosses the line, the identity card, the training before anybody goes to a door. Published plainly, that is the most persuasive thing you own.
“The day is a two-wheeler, the heat and thirty doorbells”
Nobody should discover the physical part after joining. State the territory, the visits, the fuel arrangement and what happens through the monsoon, and the wrong applicants leave early rather than expensively.
“Credit staff have a bank offer with a nicer name on it”
A credit processing associate can take a branch job anybody's family recognises. What you have instead is the size of the file they handle and how soon they are allowed to underwrite one.
What we do
What we deliver for NBFCs and lending companies.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
Conduct out of the policy file and onto the page
How officers are trained, what the identity card and the script are, the calling hours, what happens when a customer complains. What may be published is set by your own policy and your regulator's requirements, so your compliance head signs it off before it goes live.
Result: The question a candidate's family asks is answered in writing, by you.
Field and collections posts written honestly
Territory, visits a day, the two-wheeler and licence requirement, how the incentive is calculated, what a bad month looks like on that structure.
Result: People accept the offer having already pictured the worst week.
Something the candidate can show at home
A short page in the state language explaining what a lending company is, who regulates it and what the officer actually does. Written to be read by a parent, not by a recruiter.
Result: Your candidate stops defending the job alone.
Interviews with officers who have done years of it
Ask a collections officer why they stayed and they describe a customer they got out of trouble. That is the page, in their words and with their consent.
Result: The work is described by someone who does it rather than by a brand team.
Branch-level hiring material
Every branch hires locally and improvises. One sheet per branch carrying the same facts, in the language of the district.
Result: A candidate in one town hears the same company as a candidate in the next.
How the result is measured
- Applications received per open role
- Careers page engagement and time on page
- Candidate drop-off during the interview process
- Referral hires as a share of total hires
Recorded as a baseline before work starts, so every later report has an honest comparison.
How it works
How the work runs for NBFCs and lending companies
The work itself, in order. How an engagement starts, from your brief to a written scope, is set out on our method page.
- 1
Talk to current employees
We interview a cross-section of staff honestly, including some who might raise uncomfortable points.
- 2
Find the genuine reasons to join
We identify what is actually true and attractive about working there, rather than generic claims that could apply anywhere.
- 3
Build the careers content
The careers page, job post templates and employee stories are written from what staff actually said.
- 4
Review the candidate experience
We check what happens between application and offer, since branding cannot fix a process that loses candidates through delay.
- 5
Hand over and refresh periodically
Content is handed over for ongoing use and revisited periodically as the team and roles change.
Before you hire anyone
The first thing to do yourself.
Read your company the way a good candidate would, before you change anything.
- Search for your company name with the word jobs, and read the first page of results as a candidate would.
- Read your last ten reviews and list the points that appear more than once.
- Ask your three newest joiners why they said yes, and what almost stopped them.
Judge any provider
What to ask any agency or ghost-writer.
Useful whoever you choose, including us.
- Will you work from what our people actually say, or from a template?
- Do you do recruiting or supply candidates, or only the employer-brand work?
- Who approves anything that speaks for our staff?
- Which of our existing job pages and profiles will you change, and which will you leave alone?
- What do you count as a result, and what will you not promise?
Where this fits
Three pieces of sales work, in this order.
GullySales builds every engagement from three pieces of sales work. This page is not one of them, but the same three steps apply to the business behind it.
Step 1
Sales audit
Find where deals are being lost and what to fix first.
Start here if you cannot say where orders are lost.
Step 2
Sales process design
One written way to sell, from first enquiry to repeat order.
Start here if every salesperson sells differently.
Step 3
Sales management
A target, a review routine and someone who owns the number.
Start here if the team has targets and no routine.
FAQ
Questions owners ask before they call.
Not here? More answers, or ask on WhatsApp.
Is this recruitment?
Collections has a bad name in the market. Can writing fix that?
How much of this needs compliance approval?
How long is the contract?
How soon will we see results?
Who will actually do the work?
What do you need from us?
What if we are not happy with the work?
Banking and financial services
Employer branding for the rest of the banking and financial services.
Or start from employer branding.
Your next practical step
Tell us what you are trying to grow, and we will read it before we call.
Eight short steps, mostly taps. Skip anything you would rather answer on the call.