Internal communications plays a vital role in creating a good reputation for the bank. Finding talented people for this position is a challenge for managers. If your business is also having trouble recruiting banking internal communications, don't worry. In this article, Navigos Search will provide you with the most effective recruitment strategy to save time, effort, and cost. Let's check it out!
1. Take advantage of effective banking communications officer recruitment channels
Here are effective internal communications officer channels for you to find talented candidates:
Online recruitment sites
Businesses can post recruitment news on websites that provide free or paid services. Do your research carefully and choose to post job vacancies on a reputable website like VietnamWorks or a recruitment site specializing in a field to reduce the number of postings from unrelated industries.
Posting recruitment news on these websites will help businesses handily find suitable candidates and contribute to promoting the company's image.
Find banking communications candidates on recruitment websites
Use social networks
Banking communications officer recruiters can post recruitment news through personal accounts, personnel recruitment groups, corporate fan pages, etc. Be proactive in updating important information and events of the businesses to build a good image and working environment for the unit to attract more potential candidates.
Participate in specialized recruitment events
Specialized recruitment events often attract many excellent candidates, and senior and specialized personnel to participate. Take advantage of this opportunity to introduce your business and the position of banking communications officer being recruited. Try to get the contact information of the bright candidates for this position during the event. They will join the application with the invitation of your business.
Review the list of previously unsuccessful candidates
During recruitment rounds, managers should keep records of potential candidates. When there are vacancies, actively contact and introduce them to the job being recruited. This recruitment method will save you time and effort in searching for candidates.
Find candidates from internal employees and bank staff
Another effective recruitment channel is internal employees. Managers should create conditions for their employees to have the opportunity to advance and renew their job positions to enhance work motivation. This way will help shorten the recruitment time and make the most effective use of the workforce trained by your unit.
Besides, you can also take advantage of the relationships of employees in the unit because they will have friends in the same industry. Before recommending a candidate, they will consider carefully the level of suitability for the job position and the working environment of the bank. Through that, the manager also knows the candidate's information to determine whether the candidate fully meets the application conditions and is suitable for the unit.
Find candidates within the business
2. Know how to identify potential candidates
It's not easy to identify a profile of a potential candidate for an internal banking communications position as it requires you to have an effective recruitment plan. Refer to the following suggestions to find the most qualified and suitable candidate:
Pay attention to candidates with impressive CVs
This is the first element to help quickly select potential candidates among dozens of applications. An impressive CV must have full content, scientific and professional presentation, and show the candidate's capacity and work experience.
Prepare interview questions carefully
Recruiters must ask the right questions to accurately assess the candidate's ability. Questions should focus on the candidate's work experience, career goals, and passion for the communications industry. You can refer to the set of interview questions suggested by Navigos Search below:
- Why do you choose to work in banking communications?
- What would be your ideal working environment at a bank for the communications sector?
- What are your strengths and weaknesses as a baking communications officer?
- What do you know about our bank?
- What will you do to improve our bank's reputation?
- How do you deal with a communications crisis?
- What will you do if you disagree with your superior when implementing a PR campaign?
- How do you reach your target object in your communications campaign?
- How do you create effective communication messages?
- Can you name any communications management software you know?
- What is the difference between external communications and internal communications?
- Why should we choose you for this position?
View more: A full set of questions and answers for successful public relations staff recruitment interviews
Focus on crucial skills
If professional competence and work experience are the foundation of a job, skills are an effective support tool for that foundation. Employers should focus on the following critical skills to find the most suitable person for the position of internal banking communications:
- Skills in managing tools and streamlining work properly
- Ability to write articles and post images on the website and fan page of the business.
- Logical and creative thinking skills
- Sensitivity and ability to connect with others
Managers need to pay attention to necessary skills in the profession
3. Come up with an effective way to attract candidates
Besides taking advantage of an effective recruitment channel and identifying potential candidates, managers also need to know how to attract candidates effectively. Here are some great suggestions your unit can apply:
Have a specific job description
A specific job description is a factor that makes candidates self-assess whether their ability meets the job conditions to make an application. Specifically, the banking communications officer will be in charge of the following main tasks:
- Conduct communications plan properly
- In charge of the bank's communications channels such as bulletin, website, fan page
- Ensure content and information transmitted on media channels are always accurate, complete, and timely
- Conceptualize, estimate budget, and organize internal events such as year-end parties, seminars, summaries, contests, travel, and team building.
- Store documents related to communication in the banking department
- Evaluate the effectiveness of the communications
- Report work to the Bank Director for direction and advice on new plans.
Give attractive job postings
Job postings for internal banking communications must have an attractive form and content. Creating job postings that fully meet job information and candidates' wishes will attract more applicants. The posting content should ensure:
- Name of position and title to be recruited
- Detailed job description
- Competencies and experiences candidates must have
- Salary and benefits
- General introduction of the business
- Other benefits the job brings
Offer a clear and transparent remuneration policy
One of the factors that makes job postings attractive to job seekers is to offer a clear and transparent remuneration policy. With the job of internal banking communications, successful applicants will receive a salary of 8-15 million VND/month and many other attractive benefits such as a high bonus, a 13th-month salary, salary increase according to working seniority and work efficiency, leave, and insurance.
The salary will vary according to the working unit and the candidate's capacity. Once candidates feel that the remuneration is in line with their expectations, they will agree to apply.
Attract candidates with brand and corporate culture
Communications candidates are often interested in corporate brand image. Employers can cleverly integrate the company's brand and professional culture in the recruitment process to arouse candidates' desire to work.
4. Associate with the headhunter company to build professional recruitment process
If your company has applied the above methods but has not gained effectiveness and found a suitable internal communications candidate for the bank, the optimal solution at this time is to associate with a headhunter company. Headhunter is the link between recruiters and candidates. With a wide recruitment network and high accessibility, headhunters will find quality candidates that match the recruitment requirements and convince them to apply.
More than 375,000+ senior candidates and 85,000+ senior management candidates are available at Navigos Search - Vietnam's leading middle and senior-level recruitment service provider, helping businesses recruit quality candidates quickly.
Our consultants are recruitment experts who have a deep understanding of the workforce value, all industries, and professional skills. They will accurately grasp the recruitment requirements of your business. All our specialists have a Bachelor's degree or higher with at least three years of working experience.
Based on the strict recruitment process, the candidate's capacity, experience, and labor market situation, Navigos Search will search for the most suitable candidate and commit to filling all vacancies in your business.
Navigos Search - Vietnam's leading middle and high-level talent hunting company
Our recruitment process is as follows:
- Step 1 → Sourcing and screening: Navigos Search will begin the search for the right qualified candidate based on the recruitment requirements for each position.
- Step 2 → Face-to-face interview: Navigos Search Consultants will conduct an interview with the candidates to assess their capabilities as well as listen to their needs and expectations.
- Step 3 → Client interview support: Navigos Search will provide shortlisted candidates to the company after a thorough evaluation. We will accompany both the company and the candidates during the interviewing process to provide additional support.
- Step 4 → Reference check: Formal and informal reference check will be conducted.
- Step 5 → Offer and position closed: Navigos Search is acting as a bridge to negotiate and advise on salary and benefits. Once we get the offer letter and on-boarding confirmation, the position will be closed.
- Step 6 → Follow up: Success After Joining
With more than 20 years of experience in recruiting middle and senior-level personnel, Navigos Search proudly has supported and brought successful recruitment solutions to hundreds of thousands of businesses and multinational corporations throughout Vietnam, helping them get the best quality workforce.
There are numerous potential CVs sent to us per month. Therefore, if your business needs to recruit banking communications officers or any other middle and senior-level positions, contact Navigos Search to receive top-notch services!
Navigos Search - Vietnam's leading
middle and high-level talent hunting company