Independent Banker - August 2017 - 58

Need help finding a great employee?
Whether you're looking to land a future leader or to
find a new job, ICBA's Community Bank Career Center
is a helpful place to start. Employers can post jobs,
search and manage resumes and even receive email
alerts when resumes including a desired skillset are
posted. Job seekers can browse job postings, receive
resume critiques, discover what their references actually
say about them and explore the center's Career
Learning Center, a digital film library featuring professional
development advice. Check out the full lineup of
resources at careers.icba.org.
understand why that person is in front of you. "
Sometimes a parent might not want to uproot a specialneeds
child or one who is just a few years from graduation.
The other spouse may not be able to easily switch jobs.
Maybe someone is holding out for an expected bonus at
her current job. Banks can work around these objections
for the right candidate at the right level.
Experts agree that a competitive offer will include relocation
costs. These can range anywhere from a few thousand
dollars to relocate a single person who doesn't own a home
to tens of thousands for a CEO with a home to sell and a
family. Relocation costs can also work as an incentive to stay
after a move by requiring that the bank be paid back on a
pro rata basis if an employee leaves within two years.
Compensation should be structured so " there are longterm
teeth to that package, " Llewellyn says.
First Interstate, which mostly recruits locally and has an
18-month management training rotational program for
college graduates, " ladders up " long-term incentives for
senior staff members, spreading bonuses over a period of
three years so there is always a little bit left, Cherwin says.
Equity with a cliff vest is another option. " One
advantage we have over others is we are employee- and
director-owned, " says Zubke of American Bancor. " An
employee who works for us can become a stockholder.
That's a selling point. "
Encouraging longevity
The loyalty American Bancor's program creates is one
reason why its banks rely heavily on training its own
people, everyone from interns to new employees, and
promoting from inside.
Workers also want a career path, and if they don't
know what opportunities are available to them at the
bank, they are likely to jump ship.
" The best defense on keeping your future leaders is
a strong offense, " Kaplan says. " You have to give them
feedback on a much more regular basis today than when
I was coming up. There needs to be more real conversation
around opportunities and career path for those who
come to the bank mid-career. "
While the cost and effort of attracting top talent might
be high, Kaplan warns the cost of doing nothing might
be higher. " If you can't get the talent you need, you can't
grow as much, " he says. " Over time, you won't be as profitable.
You have to get people in key roles who can move
the needle. "
Kelly Pike is a writer in Virginia.
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Independent Banker - August 2017

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