Dear colleagues! First of all, I would like to address this problem to the bank’s management, because without drastic intervention from above, this issue will remain without due attention, which means it will not be resolved.

The bank has an excellent policy, it is developing well, and strives to conquer the highest peaks. It is a great honor to be part of this company. Sberbank provides all opportunities for development not only in professional field, but also on a personal level. For employees who work in common interests with the bank, all doors and opportunities are open to obtain information of interest, for example, in their own library, which contains many useful books. For example, many, if not all, know “A complaint is like a gift” or “Broken windows are a broken business.”
This is exactly where I would like to stop.

The HR center is an important link that provides comfort and reliability to all participants in a huge enterprise. But, unfortunately, no one can provide this comfort to the employees who work in the center itself, and few people know how things are in reality. Of course, for the arrival of guests from top management, preparations are thoroughly carried out, even to the point of an absurd, demonstrative performance, where, for the sake of a positive assessment of the management from above, rehearsals are held - what to say, how to say it, and all this happens to the detriment of the work process. But this is wrong, shouldn’t it always work the way it really is?! Should we hide something?! It’s a pity that these smart words like “Gemba” remain just words, and even the management does not quite understand the meaning and significance of this approach. After all, managers have never actually come to their workplaces and seen all the beauty of the process. Even when handling complex issues It is never possible to get a competent decision from a manager, why does this happen?! All questions and problems have to be resolved independently. Particularly surprising is another process, instead of “Gemba”, its own, which is called by the usual Russian expression - “This is not mine” and “We can’t do anything about it.” For some reason, this is exactly what happens, with any problem or complaint that is difficult to solve at its own level, there is a simple answer - “We can’t do anything about it.” Shouldn't the manager at least organize the work process? Shouldn't he pay attention to the problems of his employee and at least try to solve this problem? When contacted by an employee who asked for help, there is an excellent answer - “It’s not mine.” This happens until a compassionate HR specialist is found and helps the poor fellow solve his problem.

Returning to the topic of the book, namely: “Broken windows - broken business,” more than one window in management has already been broken, which is very upsetting. Most of the rather excellent specialists have absolutely no motivation to work. Only the need for survival, but we won’t get far on enthusiasm alone. It is a pity that specialists are not valued, only “activists” are valued, those who dance, sing, run or jump, but not those who excel in the professional field. How did it happen that the only selection option for leading roles is based only on this criterion?! Not professionals, not hard workers and not employees who are deeply involved in the work process and the interests of the bank, but sycophants and people who saw an opportunity on the basis of the principle “if only they noticed”, who, unfortunately, have negligible professionalism. As a result, according to this principle, people who find themselves “at the helm” evaluate employees according to their personal preferences and behave arrogantly, if not dismissively, since they are among the favorites. How did it happen that one of the options for self-development turned into a wall for employees who chose the path of thoughts and work?! And this “disease” affects not only the HR department.

P.S. Please do not consider this communication as a method of promotion, bonus or compensation. It is a message, a request to pay attention to real internal problems.

Successful people who have made a career in the field of HR management, at the beginning of their journey, “cut their skills” in current work with personnel. Without such practice, a noticeable gap in knowledge will not allow you to organize the work efficiently or it will take a lot of time to understand the specifics. The structures of HR departments consist of a department, management, services and their constituent departments. IN small jars This task is performed by the HR manager in one person, the most popular name is HR manager. In this option, strategic tasks for human resource management (Human Resource Management) are assigned to the board of the credit institution (bank).

Human resource plays a paramount role for the bank, which allows: to establish interconnection between departments; have trained and competent staff; keep staff in their places; involve the team in the process of achieving goals; form a team. All of the above confirms that HR manager is one of the key performing professions.

Options for getting a job in the HR management of a credit organization.

There is an opinion that you cannot “get into a credit institution from the street,” which is far from the actual state of affairs. Banks, like other companies, turn to the services of agencies, open recruitment by posting information on the Internet and the media. If you are focused on getting a job at a bank, you can present your candidacy using a resume, even if the bank does not have a need for this moment. Information about the specialist will be included in the database of personnel services, and, possibly, will be considered if the need arises.

The first option for employment in a bank is to participate in a competition for vacancies in the bank’s HR departments. When developing departments and creating vacancies, the bank holds a tender to fill vacant positions. To participate in the selection for an HR manager, you need to have a university diploma, ideally in “personnel management,” and experience in personnel search. It’s rare to get a job without a good education.

Internship in recruitment agencies is a good start for mastering work skills. Typically, people without experience can count on getting the position of consultant or assistant consultant, secretary, or operator. Working in HR recruitment does not allow you to master all the functions of an HR manager, but it does provide you with practice in communicative communication, assessing and selecting candidates, and working with a large amount of information.

The second option is to start a career in a credit institution as an assistant HR manager, clerk, office manager or secretary. These professions provide a good start and the opportunity to grow into an HR manager. By the way, many banks pay great attention to the formation of a personnel reserve, with the help of which positions are filled when they appear. If you show yourself on the good side, show activity and a desire to develop within the company, then you can fully count on further career growth.

Many banks practice attracting young specialists by organizing internships for university students in their final years of study. In HR departments, students can get practical experience as an HR assistant, operator, or clerk. If successful during the internship, the student may be offered to start a career in a bank.

Special skills and responsibilities.

To successfully work in a bank, you will need fundamental skills in the profession of an HR manager:

1. The ability to win over your interlocutor, establish contact with people of different character traits and status;
2. Ability to conduct a conversation in the right way, as well as in the techniques of a situational interview, Job related interview, Panel interview;
3. Willingness and ability to make responsible decisions.

Sometimes it is difficult to abstract from the personal perception of the interlocutor, to stop or switch the conversation if the conversation does not provide relevant information, to take responsibility for the decision, to convey negative information. However, these skills are important for successful work and a subsequent career in HR management. Without the willingness to master them through hard and diligent work, you should think about another profession.

An important factor for successful work is an understanding of the activities and functionality of all divisions of the bank. After all, an HR manager has to assess the competence of specialists working in credit, leasing, depository activities, in the areas financial analysis, information and IT security, in organizing and building sales of banking products to legal entities and individuals, and this is not a complete list. Of course, you don’t need to thoroughly know everyone’s work; it is enough to have an understanding of the functionality that will allow you to understand the criteria for selecting candidates.

All this time we have been talking about one of the areas of work of an HR manager - personnel selection. In addition to this task, the following responsibilities may be assigned:

• Interaction with agencies and media;
• Formation of a personnel reserve, release of positions due to the incompetence of their replacements;
• Implementation of programs for adaptation (Adption), motivation (Motivation), training and development (T&D) and certification of bank employees;
• Development of personnel programs, methods, documents;
• Conducting personnel records. Typically this function is assigned when working in a small bank.

Credit structures in Russia began to pay attention to personnel starting in 1997. Before this, all the developments lay as “dead weight”, which was due to the economic situation in the country. The experience of that period showed how important it is to ensure that banks attract competent personnel and, first of all, specialists who are able to retain good personnel, prepare a reserve for 3 years in advance, organize an increase in the level of knowledge and participate in uniting a group of people.

Financial motivation.

The income (Total cash) of a bank HR manager in most cases exceeds the income level of specialists working in similar positions in other types of business. Income usually consists of salary, allowances, bonuses and social benefits. package. The bonus system can be different and is developed for each specific bank, often using the KPI methodology. When developing a payment scheme, the stage of development of the bank and the tasks set at this stage are taken into account.

An additional bonus part can be paid in the form of a targeted bonus for specific achievements of a group of people or specifically an HR manager. It is quite common that a bonus is associated with the performance of the bank as a whole.

Career growth.

The position of HR manager opens up a huge horizon for further career growth. With experience, you gain the necessary competencies in all areas of HR work, which subsequently allows you to head one of the areas of HR work and rise to the level of a key manager.

Vertical career growth allows you to reach the level of HR director, vice president of human resources, or member of the board of a bank responsible for human resources. But this is not the limit; having achieved professionalism in HR management, you can organize your own business, providing banks and other organizations with consulting services, training services, personnel selection or an Assessment center.

A horizontal career in the position of HR manager allows you to acquire new knowledge and areas of work throughout the entire period of work. As they say, “you won’t get bored.” Some HR managers work in this position for a long time and do not experience “professional hunger.” As you know, changing something in your professional activity it is necessary when a feeling of degradation arises - when the limit of knowledge has been reached and there are no further opportunities to develop. HR manager is a profession in which it is difficult to experience such a state, since the tasks for the position are regularly updated, depending on the development of the company.

Responsibilities:

• Conducting and coordinating project work within the framework of the activities of the Personnel and Labor Relations Directorate.
• Conducting meetings with business users to analyze HR processes;
• Development of proposals for optimization of personnel processes, coordination of proposals for optimization of personnel processes;
• Participation in the description of personnel business processes, according to the selected notation.
• Development and coordination of general proposals for automation of personnel processes;
• Development and coordination of specific business functional requirements for personnel information systems;
• Testing improvements to HR systems. Analysis of testing results;
• Management of implementation of developed functionality, development of user documentation.
• Participation in development organizational structure Unified personnel center;
• Organization of workplaces for center specialists (development of requirements, participation in procurement procedures, etc.);
• Development and further updating of the service level agreement (SLA);
• Participation in the creation of procedures and instructions, LNA;

Requirements:

• Experience in Human Resources
• Develop business modeling policies and procedures.
• Experience in automating personnel management processes.

Conditions:

• Comfortable office near Preobrazhenskaya sq. metro station. (Business Center "Preobrazhensky");
• White salary (salary + quarterly bonus+ annual bonus) - conditions are discussed individually;
• Registration according to the Labor Code of the Russian Federation;
• Prospects for career and professional growth in an actively developing bank;
• Various discounts and bonuses from partners.

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Middle/Senior Android developer

salary not specified

Moscow

Hello! We are the Pochta Bank development team.

• Development of remote control systems banking services (mobile bank) on Android.

Now we occupy a leading position in the ratings of Internet banks, and we do not stop there. We are looking for an Android developer to join our team.

Your future main task:

Our requirements:

• 2 years of experience in development for the Android platform;
• Knowledge of Android SDK, Java, Kotlin, Rest/SOAP, Google Maps API, SQLite;

• Availability of higher technical education;
• Knowledge of mobile application design and development standards;
• Knowledge of mobile application architecture and implementation of server interaction for mobile applications;
• Multithreading skills;
• Experience in banking sector.

We are ready to offer you:

• VHI. Numerous discounts and bonuses from partners (from car sharing to mortgages).

Apply for job

Responsibilities:

• Planning the manager's working day, organizing meetings, appointments, negotiations, maintaining the manager's business calendar, organizing the manager's trips, carrying out personal assignments for the manager, administering the work of a personal driver;
• Working with incoming/outgoing phone calls manager;
• Working with documents, preparing presentations, combining reports;
• Maintaining a database of documents, monitoring the execution of instructions from the manager;
• Preparation of draft documents as directed by the manager, incl. – presentations; preparation of analytical reports and reports, incl. – based on the results of an information search performed independently on the Internet;
• Recording of meetings and conferences;
• Administrative work;
• Translation of letters and correspondence with foreign partners;
• Carrying out other personal and personal assignments of the manager.

Requirements:

• Higher education;
• Experience as a personal assistant for the last two years;
• Excellent knowledge of MS Office products;
• Knowledge of English at upper-intermediate level;
• Correct oral and written language;
• Excellent communication skills;
• Experience in multitasking and multifunctionality;
• Presentable appearance.

Conditions:

• Art. m. "Preobrazhenskaya Square"
• Irregular working hours;
• The income level is discussed based on the results of the meetings.

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Middle/Senior java developer

salary not specified

Moscow

Hello! We, the Pochta Bank development team, are inviting a Java Developer to join our team.

• Develop microservices for a remote banking platform.
• Develop integration mobile application and web applications with platform services and other Bank systems.
• Develop architectural designs for services and select technologies to solve new and non-trivial problems (together with an architect and analyst).
• Review code written by other developers and train new developers.

What are we doing here:

We are developing a platform for mobile and Internet banking(remote banking) based on microservices in a modern technology stack that we choose ourselves. Now our product occupies a leading position in the ratings, we are actively investing in its development and do not stop there. More than 7 million people use our remote banking, and more than 10,000 Bank clients use the software at the same time. The number of users and load are constantly growing - for last year the load on the platform increased 3 times.

Technology stack:

Languages ​​and frameworks: Java 8/11, Kotlin (optional), Spring Boot, Apache Camel.

Storage and queues: Redis, Apache Cassandra, Oracle 12, ActiveMQ, IBM WS MQ.

DevOps & CI: Apache Maven, Jenkins, GitLab, Docker + Kubernetes (we are implementing now).

Monitoring: Elasticsearch, Logstash, Kibana, Sentry (we are implementing now), Zabbix.

The future result of your work:

A set of microservices for new functionality of mobile and online banking. Ensuring the required code quality, speed of execution, optimization of resources consumed by the code.

What you will do:

We expect from you:

• A couple of years of experience in developing loaded RESTful services.
• Experience with scalable services, message queues, and a large number of integrations.
• Knowledge or experience in designing data structures.
• Knowledge: Java 8/10, Spring Boot.

At Pochta Bank we will offer you:

• Convenient schedule (“floating” start of the working day).
• Comfortable office in a class A business center 1 minute from the metro (the office is available 24*7; open-space, in which only development teams sit: demo area, coffee machine, ottomans, sofas + horizontal bar). You can view it on our website.
• Salary + quarterly bonus + annual bonus.
• Agile. Scrum (two-week sprints, work in teams of 6-8 people: 2 backend, 3 frontend, system analyst, 2 testers) Democracy and self-organization + remote access.
• Training - available internal and external training. The Bank has a corporate academy. Internal meetups and tech events are held regularly. chapters and retrospectives. We attend key industry conferences.
• Professional development - we use a modern stack, support smart innovation initiatives, improve the architecture and code base.
• Career growth - the team is constantly growing. Depending on the contribution, each employee can apply for increased income, new functionality and additional tasks. We stand by our employees.
• VHI. Numerous discounts and bonuses from partners (from car sharing to mortgages).
• A short telephone interview with hr, a meeting in the office with technical specialists (+ hr will answer all remaining questions), a final meeting with the head of the department/architect.

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Estimator

salary not specified

Moscow

Responsibilities:

• Carrying out estimates for construction and installation work in accordance with uniform prices and standards approved by the Bank;
• Checking the executive project documentation the contracting organization for compliance with uniform prices and standards approved by the Bank;
• Checking the acceptance certificates of construction and installation work performed by the contractor for compliance with the cost of work specified in the concluded contracts;
• Checking the completeness of the documents submitted by the contracting organization necessary for the software’s participation in the tender and registration of contractual relations;
• Preparation, coordination, organization of signing of draft contracts for the examination of design estimates and additional agreements to them in connection with the expiration of their validity / change of conditions / termination;
• Requesting, checking the completeness and correctness of the submitted documents for the Bank to make final payments provided for by the terms of the concluded agreements for the examination of design and estimate documentation.

Responsibilities:

• Participation in the Bank’s project “Migration to ZUP 3.1”, translation of ZUP 2.5 to a new edition;
• Support and development of the Bank’s internal systems on the 1C platform;
• Analysis of user business processes, preparation of business requirements, coordination with the internal customer;
• Testing and acceptance of completed modifications;
• Preparation of user documentation;
• Analysis and analysis of user errors.
• Our expectations:

• Excellent knowledge of 1C ZUP 3.1 configuration;
• Excellent knowledge of the subject area - personnel management and accounting wages, taxes and fees;
• Confident skills in interviewing 1C users and analyzing their business processes;
• Confident skill in developing detailed business requirements and setting tasks for 1C developers;
• Excellent knowledge of ACS reports, ability to make complex custom ACS settings;
• Skill in working as a 2nd line of 1C support, consulting users, analyzing their problems and setting tasks for 1C developers;
• Ability to test completed modifications in detail and find the maximum number of vulnerabilities in them.
• Your additional advantage will be:

• Experience in transition from ZUP 2.5 to ZUP 3 edition.
• We are ready to offer you:

• Work in a young and creative team of professionals;
• Opportunities to improve your professional level and career growth;
• Work under a fixed-term employment contract;
• Financial conditions are discussed with the candidate individually (salary + bonus + annual bonus);
• Work in a comfortable office (near Elektrozavodskaya metro station);
• Numerous discounts and bonuses from partners.

Apply for job

Unfortunately, there are currently no vacancies in the city of Moscow.

You can look at vacancies in neighboring cities or send your resume
for future vacancies in the city of Moscow.

To send a resume

A conference dedicated to the issues of attracting, developing and motivating bank employees was held in Moscow.

On September 15, the III Practical Conference was held in Moscow, organized by the People and Communications company in partnership with Renaissance Credit.
The first session was devoted to the selection of specialists who meet modern market requirements and company values. HR experts spoke about the current situation and discussed future trends in Russian market banking personnel.

Experts note a serious IT focus in all HR and business processes of a modern bank

This is due to technological progress and the transformation of customer demand. The focus on online services and the reduction of time to receive services makes adjustments to the activities of HR specialists.

According to forecasts, offline banking specialists will become less in demand. The demand for specialists to support online sales (analysts, programmers, marketers) will only grow.

Analytics
2017 showed a decline in the job market with high salaries by 40%, while the demand for salaries from 100 tr. increased.
The 2017 labor market allows you to choose among applicants. Supply exceeds demand, which provides advantages for finding the best candidates.

Lyudmila Spiridonova, head of HR research at the NAFI analytical center : “The development of the banking sector can go in two directions: banks will consolidate, transform into digital banks, or, conversely, due to increasing competition, they will try to occupy certain narrow niches and begin to work with narrow target audiences. Development according to one of the selected schemes will require radically different efforts from HR departments.”

Thus, among the main guidelines in strategic development we can highlight: Formation of an HR brand and thoughtful work with the bank’s internal clients.

Here HR pays special attention to newcomers. The URAL BANK FOR RECONSTRUCTION AND DEVELOPMENT shared its practice of adapting new employees

Elena Khrenova, head of the employer brand development center, comments: “To adapt staff, we introduce newcomers to the corporate culture from their first working days. A newcomer attends Welcome training, where top managers and department specialists reveal in detail the secrets of their activities, as well as introduce them to the rules of internal communications, and give instructions on fire safety and labor protection.

The company has distance course for those who were unable to attend the in-person training. We are currently preparing an upgrade for this course; it will be in the form of a computer quest game in the style of comics.”

In the second part of the event, speakers shared cases:

How to improve the quality of a bank's work through continuous professional development of employees? And also how to motivate bank employees to achieve high results?

Alla Korzeleva, Head of the Training and Development Department, shared the practice of CITIBANK: “Our corporate culture brings together ambitious people. The company’s ideology contributes to the formation of a mentoring system; employees willingly share their experience with colleagues.”

• We solve staff training tasks in a variety of formats, including trainings. True, this is not the most popular tool. If you give people different resources, they will choose those that are closer to them.
• When we reduced the opportunities for participation in trainings (they were expensive, not everyone was allowed), transferred training to web resources, and established mentoring, we noticed that people lost interest in studying academically. Millennials need formats to quickly access and absorb information.
• Thus, the training system was transformed, and the bank’s arsenal included: online courses; a small number of leadership courses that we run face-to-face; corporate social network, corporate video channel, open meetings with motivational speakers.
• We have chosen a new approach to training “70 - 20 - 10”; an employee receives 70 percent of knowledge directly at the workplace by solving real problems; 20 percent comes from learning from other people;
• A person receives 10 percent of his knowledge from traditional sources - various training courses. And even this is not the most important thing in achieving high results. It’s not so important to show people resources, it’s important to open and inspire them! And, believe me, they will find the resources themselves!”

The report by Renaissance Credit in tandem with SMART HUMAN SOLUTIONS aroused genuine interest:

“Agile in banks: an effective tool or following a fashion trend?”

The overwhelming majority of banks, when searching for employees for line positions, do not limit themselves to the work of their HR department and prefer to use both internal and external resources. “Firstly, we look for employees through open job search services, such as hh. ru or worka. ru. This way, approximately half of all employees are selected for line positions,” lists Yakov Magdalasov, head of the department for personnel selection and organizational development at Citibank. - Secondly, we review responses to vacancies posted directly on the bank’s website. The share of such employees in our bank is approximately 25%. Another quarter comes from staff recruited from among students who annually undergo internships at our bank.” According to Magdalasov, Citibank cooperates with Moscow State University, the Financial Academy, RUDN, HSE and other universities.

“The selection is carried out using several tools: our own recruiting, publishing information about vacancies in specialized media and the services of recruiting agencies,” says Kirill Popov, deputy director of the department for working with people at HCF-Bank. “Using several channels to attract specialists at once gives a good synergy effect.” VTB24 uses banner and contextual advertising on the Internet to search for candidates, in addition to tracking resumes of specialists on job sites and attracting recruitment agencies. In addition, bank employees make presentations to universities, conduct master classes, and participate in career days and job fairs. It is no coincidence that banks pay attention to cooperation with educational institutions such attention. Active presentations at universities and internships for senior students yield good results: entry-level banking positions are occupied mainly by young professionals. According to Olga Manannikova, Marketing Director of HeadHunter, there is nothing surprising in this. Despite the fact that the attractiveness of the banking sector as a place to work has declined in recent years, the industry consistently ranks in the top 10 for the needs of young professionals. According to Superjob. ru, 80% of potential customer service managers, 79% of economists, 70% of cashiers and 63% of cashiers are under the age of 29, and the vast majority of potential candidates have higher or incomplete higher education. Knowledge of English at a basic level is indicated in the resume by 50 - 60% of applicants. At the same time, fluency in the language is more often indicated by customer service managers or credit officers (13% and 12%, respectively) than by cashiers and cashiers (4% and 6%, respectively), whose communication with the client in most cases is purely “technical”.

Recruitment agency services are a separate topic for discussion. According to hh. ru, 16% of applicants for the position of credit specialist, 12% of future cashiers, 11% of economists and customer service managers, as well as 9% of cashiers do not have similar work experience. Cooperation with an agency not only saves the bank from the search process, initial interviewing and identifying motivation for moving to work at the bank, but also delegates to the recruiters the assessment of the professional and personal qualities that a newcomer can show in a new place of work. This means that a prepared candidate will come to an interview with a bank employee, and not just an adventure seeker “from the street.” “Banks are very actively cooperating with recruitment agencies for mass positions,” confirms Roman Blinov, head of the personnel selection group at the UNITY personnel center. - As a rule, both bank employees and several agencies are simultaneously looking for candidates. This is due to the large number of required employees and the complexity of finding them. In order for one entry-level person to get a job without experience in similar work, it is necessary to find and call 300 - 500 people.” Such findings are reflected in resume statistics. According to Superjob.ru, at the beginning of July 2012, there were 3.5 resumes per banking vacancy. To be fair, it should be said that in reality the competition is lower, since one vacancy for an entry-level position often involves the recruitment of several specialists, but these are serious numbers.

Another option is to find the right employee on the personnel platforms of specialized banking websites. The most advanced ones here are banki.ru and bankir.ru. The principle of operation is similar to search recruiting resources, but with industry specifics. However, HR officers are in no hurry to search for personnel for linear positions on such sites. “Currently, our personnel service contains vacancies for several hundred banks and about 50 thousand resumes,” says Jan Art, editor-in-chief of the Bankir.Ru news agency. - But, despite such an abundance of positions, the resource is more suitable for finding candidates with work experience. First of all, these are middle managers, specialists, and top managers. Therefore, in my opinion, it is more effective to look for candidates without work experience or with minimal experience in the banking sector on well-known resources.”

The described search sources belong to the so-called external resources. Intra-bank ones are no less popular. Many credit institutions, especially large ones, practice posting current vacancies on internal intranet sites to search for newcomers with the help of existing bank employees. Often, a specialist who recommends a worthy candidate receives a bonus for this, but the payment occurs only after the “protégé” has completed the probationary period. Despite this, the value of such mutually beneficial cooperation cannot be overestimated. “We actively use recommendations from bank employees and regularly issue newsletters. Considering the number of staff of the bank, this is a good additional source of candidates,” explains Inna Shchikolodkova, Deputy Head of the Recruitment and Personnel Development Department of the Personnel and Corporate Development Department of VTB24, to BO.

Note. In the regions, the local personnel officer works more efficiently than the Moscow one.

Training newcomers today is also not a concern for executives and HR managers. Despite the fact that nowadays it is possible to outsource this process, banks prefer to train employees within the walls of their own company. It's not just about saving time and money - bank representatives argue that no one can transfer knowledge and instill corporate spirit in newcomers faster and better than experienced colleagues.

In addition, during internal training, specific goals are pursued and tasks set by management are solved, and the standards and features of the activities of a particular bank are taken into account. These are the reasons that guide credit organizations, opening their own training centers and even universities. For example, HKF-Bank has its own corporate university. On average, about 60 thousand of their own are trained there per year. credit specialists bank and partner sellers in retail chains. Several internal academies operate at Citibank. At VTB24, after being hired, all employees undergo a course at the Personnel Training Center. More than 10 training sites in different regions of the bank’s presence help train front-line personnel. “The program is designed for both employees with banking experience and newcomers without experience. Sometimes retraining an employee with experience turns out to be an even more difficult task for bank trainers,” shares Shchikolodkova. According to her, the main task of such training is not so much to teach employees to talk about products and services, but to select the most beneficial one for each client. banking product. To check the quality of training, an exam is held at the end of the program. Only after this the specialist is trusted to work with bank clients.

However, even the willingness of banks to accept specialists without experience and corporate training cannot prevent high degree rotation of personnel in entry-level banking positions - it has become an inevitable feature of the labor market in this segment. In an effort to get a job offer from a prestigious bank, graduates and specialists from other industries often do not take into account all the nuances of their chosen new profession. For example, the psychological burden of working “on the front line” as a credit manager. Not everyone can find themselves in active sales to strangers with very high level refusals. In addition, a large number of specialists, when entering a job that provides a sales bonus, have inflated income expectations, which are formed by a personal desire to earn a certain amount and motivation for such work on the part of recruiters and banks. Of course, the opportunities for earning a large income based on work results are great. However, not everyone immediately becomes successful in sales and can reach the planned level. According to Valeria Chernetsova, head of the analytics department at Superjob. ru, initial positions are a kind of survival school with an intense rhythm of work and low pay. “As a result, some - promising and successful - are promoted rather quickly. Others can't handle the pace of work and quit to find a quieter job. Still others, having gained initial experience and not having their career ambitions satisfied, go to competing banks offering more pay or a higher position,” sums up Chernetsova. Applicants, especially those who have sufficient work experience, have every opportunity for this: competition between banks for personnel is quite high. This is evidenced, in particular, by the willingness of banks to increase the level of payment to specialists. Banks' salary offers continue to grow: growth in the first six months of 2012, according to Superjob. ru, amounted to 5.3%. Despite this, salaries for entry-level positions are indeed small and vary significantly depending on work experience and region of residence. Without a doubt, higher wages are in Moscow and St. Petersburg. In Moscow, a cashier without work experience can count on a salary of 18 - 22 thousand rubles, in St. Petersburg - 14 - 18 thousand rubles, and, for example, in Volgograd, Omsk or Nizhny Novgorod - only 8 - 10 thousand . rub. However, patient employees with significant experience in their position are always valuable to the employer. Often their salary is one and a half to two times higher than their colleagues who are just starting to learn a new specialty. Thus, cashiers with extensive experience receive an average of up to 45 thousand rubles. in Moscow, up to 36 thousand rubles. in the Northern capital and up to 20 thousand in Volgograd, Nizhny Novgorod or Omsk. However, small salaries at first and other pitfalls do not stop those who are preparing to conquer the “banking peaks”. The dream of rising to the rank of top manager, perseverance and desire to work often turn such newcomers into real professionals who understand all the intricacies of their business.