In the section on the question What are the positions in the bank? given by the author Dasha the best answer is I think you want to get a job there. Then I'll give you a hint. The manager, his deputies, heads of departments (credit, customer service, personal security, currency transactions, etc.), deputy heads of departments, specialists, accountants, economists, assistants, etc. - in different banks, positions may be named differently, there is no uniformity!
But the most important thing in a bank is the owner or owner of the bank, now they are all private! Go for it! Good luck to you!
Answer from Yoveta[master]
There are credit experts - those who issue loans, deal with acquiring - those who install payment terminals in stores, managers, cats. Loans are issued right in the store, at the bank very good. many positions. it all depends on the bank's specialization
Answer from Show through[guru]
To the answer "Journalistic. V. Semenov" I will add - there are operator operators, a cashier, back office specialists, deposit specialists, mortgage lending specialists, small and medium-sized business lending specialists, specialists involved in the analysis of problem loan portfolios and other analytical work. Yes, a lot of positions
A bank employee is a fairly broad concept, which includes economists with varying levels of knowledge and skills, ranging from simple cashiers to managers. But any such employee must have a special education in the field of economics. The more qualifications a bank employee has, the more opportunities he gets when moving up the career ladder.
What are bank employees like?
Relatively recently, bank workers were presented as conservatively dressed, calm men who have a higher education and can speak competently. Such employees immediately after graduating from university came to work at a credit institution with the goal of working there all their lives and becoming a manager.
Today, such a stereotype is no longer relevant. Bank employees are mostly women, and they are much more common among managers. And working in a bank position is no longer just about shuffling papers, it has a greater focus on selling the bank’s services.
What are the basic requirements?
Before joining the service, it is necessary to prepare a resume for a bank employee, just like any other. Even if there is no experience, relevant economic education must be indicated.
To work in a credit institution, you need to be able to count well and quickly, navigate any documents, and also have sufficient attention and perseverance. One of the most important traits of any bank employee is responsibility. Most employees of credit institutions work every day with clients of various categories, ages and incomes.
Therefore, to work in a bank, you must have a balanced character so that communication with people is always calm. An important quality that any bank employee must have is patience, as well as stress resistance, as he must calmly perceive unexpected non-standard situations in order to retain clients and earn a reputation.
What is the salary at the bank?
The salary of a bank employee can be completely different. Cashiers receive the smallest salary of all, despite this, this position is the most responsible of all. But the position of cashier is the very first step in climbing the career ladder. Most bosses in various financial organizations started with it. Middle managers, not counting executives, have the highest earnings. They work by attracting clients, since they receive a good additional payment for them.
Is it worth working in a bank?
We can say that a bank employee is engaged in varied, prestigious and interesting work. As a rule, with the help of such work, reliable work is ensured. But such activities require a high level of professional competence and communication with clients in various, sometimes difficult, situations. Moving from one bank to another is not at all frowned upon, especially if it is done to build a career. In some of these institutions, management positions are filled by people who came from outside, and not by those who have worked in this bank for a long time.
What knowledge and experience is needed?
As for knowledge, the profession of a bank employee requires mandatory knowledge of all information about banking services and products. Employees must be able to offer a banking product, for example, open an account, get a loan or make a deposit. Here everything will depend on how well the employee understands these issues; accordingly, in connection with this his performance will increase. A person should constantly study new materials and sell any banking products or services if he is confident that they are of high quality and good navigate all the risks and opportunities that come with it.
Another requirement that a bank employee must meet is the presence of commercial abilities, the ability to communicate positively with clients and conduct a conversation. This means that the employee must be able to collaborate with the client and create a partnership with him. No client can remain indifferent if he is treated tactfully, sensitively and attentively.
Most banks are trying to attract young people to work, as they delve into market relations much faster and easily adapt to them. Modern bankers believe that people who are over forty-five are accustomed to receiving salaries without particularly straining, since they still remember the previous system. This does not apply to every person.
What are the advantages of working in a bank?
- You can always officially go on study leave for annual leave, maternity leave or illness. This is all paid for by the bank.
- You have a stable salary, bonuses and various additional payments.
- excellent: it’s clean, quiet, modern equipment is installed, comfortable furniture, there is a buffet, a medical center, and so on.
- The work is carried out on a computer with Internet access. But here it all depends on which banking department you work in.
- Constant schedule and established working hours according to regulations.
- The employment order must stipulate your working hours, and if for some reason you have to work overtime, you can safely ask for additional payment. Although this question is more subjective, since everything depends on the policy pursued by the bank’s management. But working beyond the norm will not be permanent.
- Constant communication. You will be surrounded by a large number of people, who are employees and clients of the bank. Accordingly, working in a bank means working with people.
Disadvantages of working in a bank
- Strict dress code. You'll have to forget about all kinds of jeans and T-shirts. You need to dress basically according to your uniform - - and wear formal clothes.
- You are at your workplace five days a week, so only weekends are allotted for solving personal problems, or you have to leave them until vacation or delegate them to others.
- A large number of senior management. If you are a simple worker, then there may be several different bosses above you, who at any time can turn to you with questions, ask you to submit some document or convey any instructions.
- If the bank is small, then perhaps it is a “family” bank. That is, you will immediately be offered a good salary, but only a relative or close acquaintance of the founders will occupy a high position.
- If you do not work with cash, then you are responsible for documents relating to the movement of funds, securities and customer identification.
When choosing the profession of a bank employee, be sure that you will always have a job, since there are a lot of banks, and specialists are required everywhere. The whole difficulty is that by choosing such a profession, you are deprived of freedom, that is, the opportunity to work for yourself.
As you may have noticed, such a profession has enough advantages and disadvantages. In this case, the choice will depend only on what priorities and goals you pursue in life. If they turn towards the bank, then over time you yourself will analyze the features of such difficult work.
Confusion about the positions of bank employees is very common on Russian soil. Lovers of pompous and loud names, supporters of calling everyone senior specialists, and not always adequate translations from English have tried. As a result, it is becoming more and more difficult to understand who is hiding under the guise of a vice president in a particular bank.At the end of summer, analysts from the IRN.RU real estate research center started talking about signs of stagnation in the retail real estate segment. The intention of several large retailers to sell their retail properties in order to pay off debt on bonded loans gave rise to concern.
One day, the head of a department of one of the large Russian banks was offered a position by headhunters in an even larger, but already foreign bank. The position was called project manager - a very high position, which included, among other things, management of several departments. The man was a perfect fit, and the conditions were very “sweet.” Imagine the surprise when the candidate refused. “Project managers in our bank run around to clients, offering them cooperation,” he justified his decision.
Today, each commercial bank creates its own staffing table, taking into account the requirements of the Ministry of Labor of the Russian Federation and has quite wide opportunities in “title creation”. Specialists, middle managers, and top managers can work in different banks in the same positions, while the range of tasks they perform, powers, level of pay and social benefits differ significantly. Add to this the problem of misinterpretation of names within the community and we get a broad picture of misunderstanding, which is especially acute when bankers change jobs.
Mostly, such inconsistencies occur in middle-level positions: the head of a department in a Russian bank is the chief specialist in a Western one. The responsibilities for these positions are the same, or sometimes the latter have an even wider range of tasks. The most common positions are the most confusing, including because their very name explains little: anyone can be hiding under the guise of “specialist”, “manager”, “customer service expert”, “economist”, “coordinator” .
One of the most painful places is the mentioned position of project manager/project manager. “A project manager can manage specialists from several departments, or may have no people subordinate to him at all,” says Olga Fisenko, leading personnel selection specialist at the UNITY-Finance CC. — There are banks in which the project manager/project manager is valued higher than the head of a department, office or department, and has a wider range of powers and a higher level of remuneration. In other banks, a person in this position reports to the head of the department and, accordingly, the remuneration for work is small.”
A candidate's attitude towards a job title very often depends on his previous work experience. For example, a candidate may say: “I worked as a department head and therefore I won’t go to work as a department head, but if the position is called “project manager,” then it will suit me.” Or vice versa: “A project manager is not serious. If you can make me the head of the department, then I will accept the bank’s offer.”
Another, no less hackneyed example is the interpretation of the position “manager”, which in relation to a bank takes on a new meaning. The inscription on a bank clerk’s business card “customer service manager” can hide the activities of an employee of the operating room of an additional office, a telephone support service employee, a banking product sales specialist, a lending department employee, an analyst, etc.
“Let’s look at an example,” suggests Alexander Rublev, consultant at the Flex recruitment agency. — Russian banks have a “customer relationship manager.” Managers have a head of the customer service department, the department is part of management, management is part of the directorate, and so on, ascending - I think the hierarchy is clear to everyone. As a result, the “manager” in it is the lowest professional level. Obviously, the concept of “manager” emphasizes the process of leadership and organization of activities. But in real life, in the context of each individual case, the question arises whether this position involves managing people.”
Confusion may concern not only the names of positions, but also the expected powers. We can consider this using the example of the position “Marketing Director”: in some cases, the terms of reference include the management of the PR service, in others not. The list goes on and on: “direction manager” or “unit manager”, who can have from one to hundreds of employees under their subordination. There are cases when the title of the position does not say anything at all and is even misleading, for example, “securities specialist,” which can be called a lawyer with experience in securities. In practice, a “development specialist” was an incognito client whose responsibilities included calling various services and checking the work of employees.
At a higher level, a prime example is the position of vice president. The vice president can lead a separate direction in the bank, be aware of all matters, have the necessary knowledge and powers, and, if necessary, replace the president. “And it happens that the role of the vice president can be reduced to the role of a personal assistant, a trusted person who resolves personal issues of the bank president,” Olga Fisenko (UNITY-Finance) gives an example. — It also happens that the phrase “vice president” is used as a prefix to a position that provides additional social benefits and higher salaries and bonuses. For example, the head of a department is a vice president, and he has only one person subordinate to him.”
Often, on the business cards of employees responsible for managing client business, you can see the inscription “Vice-President”, for example, if he is responsible for a region or country. True, this has nothing to do with the functionality of a “standard” deputy manager. This inscription just helps to “open doors.”
Don't ruin your resume All participants in the recruitment process - banks, recruitment agencies and the candidates themselves - can suffer from confusion. Recruitment agencies are forced to spend extra time talking and corresponding with potential candidates. Since the job title doesn’t tell them anything, each time they have to explain all the functionality of a specific position.
..One solution to the problem is to double-specify the position in employment contracts: “team leader of credit bureau”, “head of a bank branch/branch manager”.An employer, looking at a resume, also often cannot form a clear idea of whether to invite a candidate for an interview or not until he conducts a telephone interview.
Candidates sometimes do not respond to vacancies because they are not satisfied with the title of the position or they cannot find the desired vacancy, if the recruiter is not literate enough and has posted a vacancy with the title of the position that he received from the employer, but which does not reflect at all its content.
“Most often, candidates have to “chew” the job title in two cases,” says Alexander Rublev (Flex). — This is working with young, usually over-ambitious specialists and employees of Russian banks when considering vacancies in Western banks. In my practice, there have been quite a few cases when candidates refused offers simply because the proposed position in a foreign bank “didn’t sound right.” At the same time, the level of compensation, additional benefits, and most importantly, the content of the work are not taken into account by employees. It is not right. Professionalism is what interests any employer. Obtaining a “title” must still be the result of hard work, confirmed by specific figures: transactions, sales volume, open branches, etc. At the same time, the race for a name is not always justified, because no one is in a hurry to increase salaries for a beautiful name.”
On the other hand, the motivation of applicants in this case is quite understandable - they do not want to spoil their resume. In the practice of the Anchor agency, there was a case when a candidate who did not hold the position of “leading specialist” in the largest bank was made an offer in a fairly large organization and was invited to the position of “specialist” with approximately the same range of tasks. The candidate refused after much deliberation.
We are looking for the culprit It cannot be denied that one of the main reasons for the confusion lies in the differences in the structures of Russian and Western banks and the not always adequate transfer of positions. The modern Russian banking dictionary is quite young. In connection with the development of new areas of banking activity, uncharacteristic of the banking system of the former USSR, most of the terminology was borrowed. Therefore, the difference in job titles based on Russian-foreign bank is most likely sociolinguistic.
Many candidates literally translate the proposed positions from English, associating them with employees referred to as such in their banks. Alexander Rublev (Flex) recalls the words of a candidate applying for a vacancy at a foreign bank, who responded to the title “Relationship Manager” written in the Job offer: “Our girls at the reception are all customer service managers. That’s what it says in their labor documents.” Some applicants substitute the words “chief”, “manager”, “head” and belonging to “top management” positions in the job title.
NO DIFFERENCEThe positions in Russian and Western banks are approximately the same:
- head of risk department - head of risk management, risk director
- managing director
- trader
- chief accountant
- branch manager
- cashier
- chief operating officer - COO (chief operational officer)
“Western banks have a simpler structure,” notes Lidia Kuleshova, consultant in the Banking and Investments department of the headhunting company Cornerstone. — In Russian banks, the structure, as a rule, is quite cumbersome: it lacks clarity and orderliness. Sometimes in Russian business there are verbal agreements on how the position of a particular candidate will be called, which often causes dissatisfaction among applicants. In Russian banks, a specialist can be the head of a department, and in a Western bank - the head of a department, but the functionality in these positions will be the same. Because of this, many candidates feel like they are losing status when they transfer.”
“The main differences also relate to the range of tasks that lies behind the name of the position,” continues Anastasia Nashchekina, deputy head of the express recruitment and mass projects department of the Anchor company “Banks and financial services.” — In addition, the difference may also affect the presence of managerial status in the title and the level of responsibility. For example, a regional coordinator within a large Western bank may actually turn out to be the head of a regional business. One more observation regarding how the names of positions are formed in Russian and Western banks. In Western banks you can most often find titles such as “manager”, “expert”, “coordinator”. While in Russian companies and banks such titles as “specialist”, “chief”, “manager” are more common.
Nevertheless, experts note: foreign banks generally adhere to more stringent standards in job titles, and confusion is typical of Russian banks. It happens that a Russian bank tries to imitate a foreign bank in job titles, but this only applies to some job titles, which creates even more confusion. Translating the name of a foreign position and searching for a Russian equivalent that would correspond in name to the company’s global job classification and at the same time reflect, if possible, the realities of the country’s market, is very complex and ambiguous.
“At JP Morgan International, the position of deputy legal entity controller may sound in the Russian version as “senior specialist in IFRS reporting,” since it is quite difficult to find the name of this position in Russian, although the content of the work does not change,” gives an example Elena Popova, head Department "Banks and Investments" of the recruitment agency Apriori. “Confusion can arise because in Western banks there are employee positions approved by the head office, which, for example, is located in London. At the same time, similar positions may simply not exist in Russian banks.”
But in any case, it is wrong to look for the cause of all the problems of the Russian banking community in foreign banks. They're good themselves. The banking sector is still in development, and therefore in one bank the head of a department may have 200 people subordinate to him, in another bank the head of a department may have 1000 people under his command. The confusion occurs due to the difference in the scale of the business, and there are not many options for job titles in accordance with the regulatory provisions of labor legislation.
It happens that an employer deliberately wobbles and confuses, offering a candidate this or that position when he simply does not know what to call a specialist or mid-level manager. Or uses the name to attract candidates with a higher status. The mentality of Russian citizens also does not stand aside - the more “monograms”, the better. Although in some cases this is quite justified: for “clients” it is important to make an impression. Therefore, “insurance agent” or “direct sales agent” sounds less attractive than “insurance manager”.
Let's take a look at the dictionary. A wise solution in overcoming “translation difficulties,” according to Flex experts, is to double-specify the position in employment contracts: for example, “team leader of credit bureau,” “branch manager.”
The Central Bank of the Russian Federation could try to rectify the situation in the domestic market by offering Russian banks, as recommendations, to adhere to a certain structure and follow certain rules when introducing positions, introducing dependence on specific job responsibilities, level of authority, and number of subordinates. This is what they think at the Unity personnel center. Other experts, on the contrary, believe it is possible to take as a model the simpler and more structured naming system of Western banks, but in this case follow it “from start to finish.”
Another piece of advice from HR market professionals to all ordinary employees without exception, managers at all levels, and especially employees of HR departments: read in detail the Qualification Directory of Positions for Managers, Specialists and Other Employees of the Ministry of Labor of the Russian Federation.
“In order to avoid confusion with the names of vacancies, recruitment agencies need to discuss them at the very beginning with their clients, in this case banks,” says Elena Popova (Apriori). — At the first stage, the agency advises the client on how best to define the requirements for the position, what to name the position, what salary to offer. As a rule, the bank trusts its agency and listens to its opinion. It is important to know where the bank would like to see the candidate, with what work experience, from which banks, with what level of English, and the number of subordinates. If the candidate goes to the bank directly, bypassing the agency, then he must immediately specify what kind of position he is talking about, and once again clarify the job responsibilities, salary, and benefits package.”
...The Central Bank of the Russian Federation could improve the situation in the domestic market by inviting banks to adhere to a certain structure and follow certain rules when naming positions...There have been times when a stronger candidate than originally required was presented for an open position, and he was offered a higher position, created and named specifically for him. Example: a “top” investment bank required an IFRS specialist (IFRS reporting specialist), but the candidate found by the recruitment agency was offered the vacancy of deputy chief accountant (deputy chief accountant), for which he was more suitable.
There is one more point that helps overcome confusion with the names of vacancies. Some agencies offer candidates a service such as CLS (Candidate Lead Search) - they present a strong “star” candidate without designating positions. In this case, banks make a job offer to such a candidate and open a vacancy for him. There was an example when a strong candidate from Canada with Russian citizenship was offered a “top” position in a well-known Western bank. The search for this vacancy was unsuccessful for about a year, and it was this candidate who successfully received a job offer - there was simply a coincidence of supply and demand.
But no matter what you do, there is always a fairly large area of work with objections from candidates and employers, which, however, are quite easily resolved through negotiations. As practice shows, employers are not principled in assigning positions if this does not contradict the internal corporate hierarchy of the bank.
It is worth remembering that for consultants, and sometimes for employers themselves, candidates’ bargaining for a position is associated with some rigidity in their thinking. But ultimately, the situation can correct itself, without taking any emergency measures, and the Russian market itself will come to a common terminology. “You can try to look at the situation more simply and not perceive it from a position of struggle,” Anastasia Nashchekina (“Anchor”) calmly concludes the conversation. “In the end, this question in one way or another concerns the motivation and selection of candidates: whether to move to a large financial structure for a position that may not have a great name, but an interesting range of tasks, or whether to choose the title of the position as a priority, regardless of the status of the bank.” .
Expert opinionAlexey Zotov General Director of the company "Consultant - Z", partner of "Legal Bureau 92 and Partners":
In a market economy, mergers and acquisitions of enterprises are a common phenomenon in business practice. Major players in the Russian leasing services market are already looking at companies to take over in order to occupy a larger niche in the market.
Unfortunately, it is not surprising that personnel problems become a constant topic of publication in banking magazines. Indeed, to solve them, from the experience accumulated during the economic development of mankind, we use, figuratively speaking, not even “splashes of champagne,” but the sound of bursting bubbles.
The development of any business, and especially banking, is impossible in conditions of personnel instability. Solving a personnel problem through any type of “hunting” means constant reproduction of the current situation. Moreover, attempts to correct the situation at the level of an individual bank are characteristic of the period of primitive accumulation, which, we would like to hope, we have outgrown.
Of course, there is a solution. But this requires a united will of the entire banking community. The recipes have been known for a long time: this is a qualification reference book and, in this case, an industry tariff schedule. The fact that the names are given in Russian does not mean their socialist origin. Thanks to the qualification directory, we will know that if an employee’s work book says that he is a “front office specialist in working with clients,” then he performs such and such functions, has a certain number of years of work experience, and knows this and that. And if he is a “senior specialist” or “specialist of the 1st category”, then... And so on.
Using the tariff scale, we will know what salary should be set for this specialist. And then you can add “social packages” to this salary, establish various bonuses and preferences depending on length of service and work results, create a reserve for promotion, use a lifetime employment system, and so on. That is, excuse the old-fashioned turn of phrase, introduce methods of material and moral stimulation of the employee.
Webinar “Accounting for assets and liabilities, the value of which is expressed in foreign currency/cu.”
New positions in the bank that appeared as a result of digitalization
New positions at the bank Photo: northglennews.co.za
For decades, the number of bank management positions could be counted on one hand. The financial institution was headed by a general director, chief operating officer and financial director.
Less often in a bank one could meet the general director of the retail business, risk department, credit or marketing departments. However, until now it was at least possible to guess what all these specialists were doing. But with the advent of the vacancy for Director of Happiness (!), this became not so obvious.
Here's The Financial Brand's list of the most cutting-edge executive positions in banks around the world:
- Chief Digital Officer
- Director of Engagements
- Director of Transformation
- Director of Innovation
- Data Director
- Chief Analyst
- Director of Cultural Affairs
- Director of Strategic Affairs
- Director of Engagement
- Director of Technology
- Design Director
- Director of Growth
- HR Director
- Director of Client Relations
- Brand Development Director
New positions in the bank are dictated by the digital era Photo: web7arts.com
Some "new" directors' job responsibilities often overlap. Let's figure out what the responsibilities of the main professions are.
Director of Digital Technologies. D V progress maker in the bank. A specialist in this industry is responsible for the digital transformation of a financial institution and new areas of activity.
Director of Engagements. Consumer demands have changed greatly over the past 10 years. Apple, Amazon and Google have created a habit of convenience, simplicity and speed that not all banks offer. Therefore, they need a specialist who will be responsible for interacting with clients and will create the financial experience that a modern person would like to receive in a bank.
Chief Analyst. A financial institution cannot formulate a holistic view of the customer or develop a new service without understanding who will use it. To do this, we need specialists who will work on a strategy for analyzing big data (Big Data).
Director of Innovation. Let's be honest. Most financial institutions rarely come up with new products, new tools or any new ideas. After all, their business models depend on minimizing risks. The chief innovation officer must help people throughout the organization generate ideas, analyze trends, and look for new opportunities in the market.
Why did new positions appear and how are they useful to the bank?
According to Stephen McConnell, a recruiting expert, the 1950s-era corporate structure that worked well for so many years is too rigid for the modern business world.
Sally Drexler, a digital recruiter, said the new banking jobs are a way to highlight banks' strategic priorities.
New positions show whether a particular area of activity is considered a priority for the company and whether it has strategic importance for its success.
A more down-to-earth explanation for new leadership positions with the prefix “general”, “chief”, “chief” is an opportunity to offer the candidate status instead of a package of offers and bonuses that is more expensive for the company.
What future awaits these professions?
Recruiters are confident that all these positions will really be in demand in a modern bank. Although they will likely never become as influential as traditional leadership positions.
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Reference
The word “bank” came into Russian from Italian, where “banco” is a table, counter, bench on which money changers and traders laid out money. The predecessors of banks are considered to be money changers and jewelers' shops, which stored clients' money along with their gold. With the advent of currencies in developed European countries, the need arose for a regulatory apparatus - a central bank. The bank was first founded in England in 1694.
The first bank appeared in Russia in 1754. The Noble Loan Bank, created by decree of Elizabeth I, issued loans to representatives of the nobility. Over time, such institutions expanded their functions and ceased to be a privilege for a certain segment of society.
Demand for the profession
Quite in demand
Representatives of the profession Bank employee are quite in demand in the labor market. Despite the fact that universities produce a large number of specialists in this field, many companies and many enterprises require qualified Bank employees.
Description of activity
The main task of bank employees is to carry out various operations. This could be lending, processing documents for storing money or selling securities. Working at the cash register, a bank employee is responsible for the safety of material assets. He deals with the preparation of relevant documents, recalculation, issuing money to clients, buying and selling currency, and transferring funds. This specialist can also advise bank visitors on various issues, participate in the preparation of reports, planning, and forecasting.
Wage
average for Russia:Moscow average:average for St. Petersburg:
Uniqueness of the profession
Quite common
The majority of respondents believe that the profession Bank employee cannot be called rare, in our country it is quite common. For several years now, there has been a demand in the labor market for representatives of the profession Bank employee, despite the fact that many specialists graduate every year.
How users rated this criterion:What education is needed
Higher professional education
Survey data show that to work in the profession Bank employee You must have a diploma of higher professional education in the relevant specialty or in a specialty that allows you to work Bank employee(related or similar specialty). Secondary vocational education is not enough to become Bank employee.
How users rated this criterion:Job responsibilities
The nature of the job responsibilities of a bank employee depends on his specialization. For example, an employee working at a bank at a cash desk needs to check the authenticity of client documents, accurately count money issued or received, carry out transactions with securities, plastic cards, fill out certificates and other necessary documents. Managers and agents, in turn, must offer services that the bank can provide and advise potential clients on issues of interest to them. Bank employees holding management positions should distribute responsibilities among employees of their organization, participate in the development of projects, forecasting the development of the bank and its branches.
Type of labor
Exclusively mental work
Profession Bank employee refers to professions exclusively mental (creative or intellectual work). In the process of work, the activity of sensory systems, attention, memory, activation of thinking and the emotional sphere is important. Bank employees They are distinguished by their erudition, curiosity, rationality, and analytical mind.
How users rated this criterion:Features of career growth
Representatives of this profession work in banks. The starting point on the career path are such positions as clerk, assistant accountant, customer support officer. To further advance up the career ladder, a bank employee will need higher education and professional skills. A talented and hardworking bank employee has the opportunity to rise to the rank of chief specialist, head of department, and even director of the bank.
