Bank

What Do Top Talents Look for in a Bank?

A dynamic and professional work environment, competitive HR policies, and a people-centric development strategy are key differentiators for attracting top talent, in addition to more 'traditional' factors.

Administrator

4 September, 2024

The “Promised Land” Preference Trend

The demand for high-quality human resources in finance and banking is constantly increasing along with the growth of the industry. Especially, in the context of the digital transformation of banks, attracting talented individuals with suitable capabilities to meet the new strategy is more important than ever. Many banks offer attractive human resource policies and special “talent recruitment” strategies, targeting specific groups such as those with strengths in digital technology, and Vietnamese personnel working in financial technology centers in developed countries… Meanwhile, young candidates who are willing to improve themselves, take risks, and develop in the future are also part of the “strategy” of some banks that are undergoing a strong transformation and heading towards a younger team.

Along with that, according to experts, the recruitment market trend in recent years has changed a lot. Monthly income is no longer the most important factor when candidates choose a job, especially for senior candidates. In addition to salary and bonus, they also expect long-term values that the organization brings and the values they can contribute to the organization’s development.

The strong changes in the past 3 years have made NCB an ideal choice for many talented candidates.

According to the 2023-2024 Recruitment Market Report by TopCV, the “career path” is the first factor in the evaluation of employees. This is also the main reason why employees change jobs (57.54%), followed by salary and bonus. Especially for senior personnel (5-10 years of experience), company culture and harmony in vision and mission with the organization are what they care about the most. In fact, the business strategy and vision of business leaders greatly influence the candidates’ decisions, especially senior personnel, in addition to factors such as the working environment, welfare policies, and human development strategies of the organization.

This explains the shift in human resources in the banking industry in the past 2-5 years, as the favored recruitment brands in the joint-stock commercial bank sector are increasing with names such as Techcombank, VPBank, NCB, SHB, HDBank,… Especially, NCB (National Commercial Joint Stock Bank) has made strong changes in the past 3 years and is evaluated as one of the banks with a team of human resources, especially senior personnel with experience, professional capacity, and management capacity in the Finance – Banking market at the moment.

“Building a favorable environment for good seeds to sprout”

At the HRAA Awards (HR Asia Awards) held in early August, NCB was honored for the second time in a row as the “Best Companies to Work for in Asia 2024”. According to the bank’s representative, NCB is implementing a new development strategy with a leading global strategic consulting unit and attracting talents to join the comprehensive transformation of the bank. “We are developing a professional and dynamic working environment with very good human resource policies. Here, employees will face many challenges but also have many opportunities to upgrade and assert themselves,” affirmed Mr. Ta Kieu Hung, CEO of NCB.

NCB was honored for the second time in a row as “Best Companies to Work for in Asia”

Meanwhile, sharing about the “tactics” for a small bank like NCB to be able to establish credibility and good attractiveness to candidates, especially recruiting many senior personnel in the banking industry as in the past time, Ms. Vo Thi Thuy Duong, Deputy General Director in charge of Human Resources of the bank, said: “We have made comprehensive adjustments so that NCB’s personnel have competitive rights and benefits compared to the market, attracting suitable people. At the same time, we aim to build a favorable environment for good seeds to sprout and bear fruit. The trust of human resources in the NCB recruitment brand comes from the positive changes and tireless human development efforts of the bank in the past time.”

At the HRAA Awards, NCB impressed with an excellent score of 4.6/5 points. In particular, the three factors of Core Value (Core); Personal value (Self); Group value (Group) of the bank scored 4.43 – 4.67 – 4.71, far exceeding the average score of the surveyed enterprises. With the survey question “Are you willing to introduce NCB as an ideal workplace to relatives and friends?”, 94.4% of employees who participated in the vote agreed, while the average rate of the surveyed enterprises was 78.4%.

NCB always considers people as the central factor of development

“For me, being able to participate in the comprehensive transformation of a bank with a far-sighted vision, a very large and very different goal, and also very difficult, which NCB sets, is a rare opportunity and a very valuable professional experience. Many young people in my group are trained abroad or from international companies to join here. We appreciate the professionalism of the current working environment and the superior policies that are no less than those of large organizations. Moreover, the opportunities for self-development and promotion are even broader,” said Thu Ha, who is currently working at NCB’s Data and Digital Transformation Division.

Always putting people at the center, NCB is increasingly affirming its reputation in the market. At the same time, it contributes to building a new workforce that meets the needs of the times.

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