If you only focus on the group of candidates that actively apply for the bank branch manager position, you may miss a large number of potential passive job seekers.
In today's fiercely competitive labor market, recruiting the bank branch managers is a problem for human resource managers in particular and the banking field in general. And with the strong development of digital technology, today's employers no longer take the initiative in finding talent, which depends a lot on the candidate. So the question is, in order to get the right talent for the position of regional bank manager, what should employers do? Refer to the following article from Navigos Search to find out the answer.
1. Clear job description
In order for the candidate to clearly visualize the scope of work, the recruiting unit needs to create clear job requirements. The bank branch manager will mainly perform the following tasks:
- Outline the strategy, make business implementation plan for the branch
- In charge of reaching the set KPI and business sales and report to the Bank Director
- Operate the branch business activities, make decisions in accordance with the law and the bank's charter in terms of recruitment, human resources management, budget, administration...
- Organize professional training for employees and officers in the branch
- Be responsible for monitoring all activities of the branch and arising problems to come up with a reasonable solution
- Research methods, scientific works, organize and implement activities related to banking operations and the development of branches
- Summarize and report revenue to senior management team
For successfully recruiting the bank branch managers, a clear job description is a must
These are common tasks for any business wishing to recruit a bank regional director. Candidates applying for the position of regional director of the banking sector must be well-trained at universities in Banking, Finance, Economics, ... and have an understanding of the banking law, the Finance law, credit and other relevant regulations.
In addition, do not forget the number of years of experience to pick the most suitable candidates. A bank branch manager will need at least 5 years of experience working in a similar position, and possess additional leadership, communication and negotiation skills, understanding of strategic goals, model Business, model of the bank, business environment in the region, good English communication, enthusiasm, ability to work under high pressure,...
2. Be transparent with salary rate
With this senior management position, employers need to offer a clear, competitive salary. However, your unit cannot forever offer a high salary to recruit talent. Show candidates their worth, a picture of their career path, opportunities for self-expression and advancement when recruiting the bank branch managers. Only then will it be easy to attract qualified candidates.
3. Approach candidates by various channel
Where to find potential candidates is a tough question for banking recruiters. Each type of candidate has a different method and background to find a job. For example, people with limited experience often find jobs on Facebook or social networks. And those who have many years of experience will find jobs at professional recruitment websites or reputable newspapers, magazines, ...
Especially with high-level candidates, they often will not actively look for jobs. Therefore, you need to approach candidates by many different channels such as: internal search, on social networks, through referrals and social relationships, recruitment through headhunter, ... to not miss potential candidates.
Actively looking for passive senior candidates4. Filter out the list of suitable candidates
Once you have approached and received a list of CVs, you need to filter out candidates who fully meet the recruitment criteria. Based on the candidate's professional capacity, work experience, outstanding skills, and achievements as stated in the job description to filter CVs accurately.
5. Respect the candidate's time
Canceling an interview at the last minute without an apology or leaving candidates waiting too long in the lobby is a sign that your bank doesn't respect them. Candidates can also implicitly understand that nothing will get better after they join the organization and choose another bank.
6. Keep expertise the main focus of the interview
Questions that are not related to the job will annoy good candidates and show the lack of professionalism of your unit. In addition, excellent candidates also want to spend time talking about their background, work, and what they can do. Therefore, employers should not assume that the competency assessment process only goes in one direction and does not care about the candidate. Give them a chance to ask questions and provide the best answer you can.
Focus and interaction are important elements of an interview7. Make a decision to select potential candidates that match the recruitment criteria
After going through the interview round, your bank needs to make a decision to select candidates according to the following contents:
Candidates who fit the bank's brand and culture
A bank's culture includes implicit foundations (core values, mission, vision), behavioral manifestations (rules, strategies, behavioral manifestations of personnel in the unit), expression, habits, etc,. Those are factors that make your bank different from others. Make sure to identify the best fit based on those criteria, you will have the orientation to choose the most suitable candidate instead of relying on emotions.
Candidates with clear career goals
A bank branch manager with a clear career goal in the future will help the bank make great strides in the market. Selecting personnel with appropriate qualifications and knowledge and clearly expressing future career goals will definitely help your company develop strongly.
If you still can't find a suitable candidate, what is the best solution?
Most of the senior personnel positions such as Chief Executive Officer, human resources director, financial director, branch manager, etc. are challenging to recruit. Therefore, many businesses today choose to recruit through a headhunter company. Headhunters with a huge number of high-level candidates will help your organization easily choose the most suitable candidate.
Among the headhunter companies in Vietnam today, Navigos Search is the leading prestigious brand. With more than 20 years of experience and a large team of headhunt specialists who are very experienced and knowledgeable in the labor market, Navigos Search talent hunting company is the leading provider of middle and high-level human resources in Vietnam.
A huge database of 375,000+ senior candidates, 85,000+ management - level candidates has become a rich resource for headhunters to support clients in all industries finding the best fits for their business. In case a candidate quits or is fired due to unsuitable qualifications, Navigos Search will provide a replacement for the same position without any other recruitment fees.
The leading prestigious headhunter company in Vietnam
In addition, the recruitment process at Navigos Search will be conducted with a high level of confidentiality, only disclosing confidential information to relevant people with the consent of the customer. Our recruitment process goes like this:
- Step 1 → Understanding customers' needs: Navigos Search sends you full service information, a team of human resource consultants, along with sample CVs, etc. Our consultants will visit your office/factory to better understand the nature of the industry, corporate culture and recruitment needs.
- Step 2 → Record service usage information: The two parties will sign a contract and confirm the positions the company needs to recruit. Find out the requirements, benefits, and specific hiring requirements for each position.
- Step 3 → Send candidate profiles to customers: Our team of consultants will base on your requirements and recruitment information to send you candidate profiles that best meet the recruitment criteria.
- Step 4 → Assist customers in interviewing candidates: Our consultants will cooperate with you in the interview rounds to select the most suitable candidates.
- Step 5 → Vacancy filled: Once the candidate has been selected, we continue to closely support them in the process of preparing to accept the job and other relevant necessary stages.
- Step 6 → Continue to accompany and support: Navigos Search continues to accompany customers and candidates throughout the process of "achieving success after getting the dream job".
At Navigos Search, we have a team of professional and experienced consultants
Throughout our operation in Vietnam, we are proud to have supported hundreds of thousands of businesses and corporations to form the best quality workforce. Right now, if your business is in need of recruiting the bank branch managers or any other mid-level and senior-level positions, please contact Navigos Search to quickly get potential candidates!
Navigos Search - Vietnam's leading middle and high-level talent hunting company