Pub. 8 2018-2019 Issue 3

22 O V E R A C E N T U R Y : B U I L D I N G B E T T E R B A N K S - H E L P I N G C O L O R A D A N S R E A L I Z E D R E A M S DANI GORDEN Advertising Sales 855.747. 4003 Dani@thenewslinkgroup. com WORDS. more strategic option rather than hiring less-qualified employees, or dealing with higher turnover that reduces productivity. Voice a strong EVP If your preferred job candi- date has received multiple offers, you need to show why yours is the offer to accept. Banks of any size need to be able to articulate a well-developed employee value proposition (EVP) in order to position themselves to recruit the best employees. Larger banks may offer a bet- ter known, resume boosting brand and more open positions. They may have more well-established coaching and training programs. Small or mid-sized banks may offer a more personalized experi- ence and broader access to leader- ship as well as more opportunities to take on increased responsibili- ties and stand out from the crowd. The Talent Board has found that job candidates want informa- tion on three primary issues from a hiring company: • A clear understanding of the company culture • Insight into the employee experience • A sense of connectionwith the employer brand So make sure to include them in your job communications. Competing for top talent is a significant challenge for many banks, but by knowing the mar- ket dynamics and ensuring best practices in recruiting, they can continue to make the most of the booming economy. n Jason Jozsa serves as divisional practice lead for Aerotek, where he partners with executive level sponsors to develop key acquisition strategies for banking, financial and wealth management.