Securities Times reporter Li Yingchao Du Xiaotong

  The book "Besieged City" said that "people who are surrounded by the city want to escape, and people outside the city want to rush in", which may be very apt to describe the mentality of many bank practitioners.

  Entering the spring of 2022, the spring recruitment of various financial institutions is in full swing, and many large state-owned banks and joint-stock banks have opened the school recruitment application channel.

Securities Times Securities China reporters checked the recruitment information of various banks and found that financial technology compound talents are particularly favored.

For example, Bank of Communications plans to recruit 900 people for the FinTech department of its head office; Postal Savings Bank also has a special recruitment session for the Information Technology Department of its head office; Minsheng Bank has launched the “Minxin FinTech Talent Program” to cultivate such talents internally.

  "In order to alleviate the impact of the epidemic on the job market, banks, like major state-owned enterprises and central enterprises, have expanded their recruitment." A city commercial bank person told the Securities Times Securities China reporter that on the one hand, banks must fulfill the social responsibility of ensuring employment; on the other hand, , the trend of digitalization will continue to replace basic positions, so the expansion of recruitment will naturally favor professionals with digital technology capabilities.

  Along with the raging recruitment boom, there is also a gradually rising turnover rate, which is also one of the chain reactions brought about by the transformation of banking business structure and changes in the industry environment in recent years: a large number of employees at the grass-roots level of the bank no longer regard a bank's "Iron rice bowl" is a lifetime, especially the turnover rate of young bankers has increased significantly.

  Many young employees in the banking industry interviewed told the Securities Times Securities China reporter that many colleagues or friends around them have left.

However, most young people still move within the banking system, just from one bank to another.

  busy in spring

  In the spring of March, the banking industry blew the horn of the "Battle of People".

  At present, state-owned banks such as Agricultural Bank of China, Bank of Communications, and Postal Savings Bank of China have opened the registration channels for spring recruitment, and joint-stock banks such as Minsheng Bank, China Guangfa Bank, Shanghai Pudong Development Bank, and China Everbright Bank, as well as many small and medium-sized banks, have also started spring recruitment.

  Among them, Minsheng Bank has generously recruited 3,660 people, recruiting talents for more than 400 positions in the head office, branches and credit card centers, financial technology subsidiaries and financial leasing subsidiaries.

In addition, Ningbo Bank also plans to recruit more than 3,000 people this spring.

  "The autumn recruitment is generally dominated by domestic college graduates, and there will be more international students participating in the spring recruitment." A senior banking practitioner told reporters that the recruitment season of banks is mainly concentrated in spring and autumn. In recent years, the recruitment of banks The popularity has not weakened. "On the one hand, the school recruitment is also in line with the national requirements to ease the employment pressure of graduates. In addition, there are many people who have retired from the big bank in the past two years, and they also need fresh blood."

  A person from a large state-owned bank in East China told reporters that from the perspective of the big bank, the proportion of social recruitment is basically low, mainly recruiting fresh graduates. Requirements for forming new divisions – need for employees with some experience.”

  In this year's spring recruitment announcement, the most striking is undoubtedly the enthusiasm of major banks to recruit fintech talents.

For example, Bank of Communications plans to recruit 900 people in the financial technology department of the head office alone, including business analysts, data management and analysis applications, software development engineers, IT system management, business testing and other positions.

  Postal Savings Bank specially set up a special spring recruitment session for the Information Technology Department of the head office, and carried out social recruitment and school recruitment at the same time.

Among them, social recruitment includes 7 categories: architecture, requirements and testing, software research and development, operation and maintenance, data analysis, technology risk, and comprehensive management; campus recruitment includes 2 categories of information technology and financial economy.

  The head office of Minsheng Bank also specially launched the "Minxin Financial Technology Talent Plan", with the goal of cultivating a group of professional and compound talents who can apply technological innovation to relevant financial scenarios. The recruitment positions include software research and development, big data, operation and maintenance, and information security. , 5 directions of financial technology product manager.

According to reports, the program is not only for computer, financial engineering and other related majors, but also welcomes students majoring in design and psychology.

  Employers are inclined to "technology"

  "In order to alleviate the impact of the epidemic on the job market, banks, like major state-owned and central enterprises, are expanding their recruitment." A city commercial bank official told reporters that on the one hand, banks must fulfill the social responsibility of ensuring employment, and on the other hand, the trend of digitalization will bring Forming a substitute for basic positions, so the expansion of enrollment is naturally inclined to professionals with digital technology capabilities.

  A senior banker in East China felt the same way.

"The advancement of technology has indeed had an impact on the recruitment of bank personnel. Now banks need significantly fewer grass-roots personnel, and many business processing speeds have become faster." He told reporters that, for example, for work involving technology, many banks have Choose to work with an outsourcing company.

  He told reporters that although with the rapid development of online payment methods such as online banking and mobile banking and the use of big data by banks, there may be fewer and fewer grass-roots personnel, but some time ago, major banks were still in full swing for the recruitment of network technology personnel. .

  This is related to the digital transformation that banks are advancing, with almost all banks emphasizing "strengthening fintech capabilities" in their earnings reports.

For example, the Industrial and Commercial Bank of China pointed out in its 2021 semi-annual report that it is necessary to orderly promote the project of developing financial technology talents, increase the campus recruitment of "technology elites", actively introduce high-end social professional technology talents, and explore the establishment of "technology training-business" Using the "reservoir" mechanism for fintech talents, actively cultivate a team of compound fintech talents who "understand business and communicate technology".

  Fintech has become an indispensable part of empowering all business ends of banks, and banks are increasingly investing in this field.

According to the disclosure, at the end of June 2021, the number of fintech personnel of CCB was 14,012, an increase of more than 900 compared with the end of 2020, accounting for 3.79% of the group's number; in the first half of 2021, PSBC invested 5.202 billion yuan in information technology , accounting for 3.3% of operating income; China Merchants Bank invested 5.055 billion yuan in information technology in the same period, a year-on-year increase of 28.89%, accounting for 3.26% of operating income.

  Bai Wenxi, chief economist of IPG China, believes that in addition to the changes in recruitment positions, the recruitment of banks today is also quite different from a few years ago in terms of professional structure and experience focus.

This is also reflected in the setting of the written examination questions of the bank school.

In the past two years, the written examination questions of bank schools have often been searched because of the strange, partial, and difficult questions, involving a large amount of science and engineering knowledge such as physics, mathematics, mechanics, and astronomy.

  A graduating student who participated in the bank's school recruitment told reporters that before participating in the school recruitment, candidates will brush the real questions of the previous year's written test to prepare, "But this year's written test questions are compared with the previous years' real questions, and there are many more questions that were not involved in the past. There are still many banks that focus on mathematics and logic problems, and there are many fewer financial and economic problems.”

  "There has been an increase in the number of science and engineering subjects in the bank's written examination questions, mainly because the tendency of banks to select talents has changed." A person from the bank's human resources department also confirmed, "Especially after the outbreak of the epidemic, the trend of digital transformation has suddenly become prominent. Banks also need a group of employees with a solid foundation and strong thinking ability to adapt to the challenges of future training and job transfer after the continuous strengthening of technological empowerment.”

  In the recruitment of some non-technical positions, many banks also list compound talents with information technology background as their priority.

For example, Agricultural Bank of China Financial Management clearly stated in the basic application conditions for the spring recruitment that "complex professional backgrounds such as economics, finance and information technology are preferred"; Nanjing Bank also stated in the recruitment description of the digital banking position, "It will focus on training both proficient in IT and IT. A compound professional who is skilled in technology and familiar with bank operation and management.”

  It's easy to recruit people, it's hard to keep people

  Although the banking industry is still a major recruiter for providing jobs, changes in the focus of recruitment and talent needs have also led to the phenomenon of “more recruits and less retention” in many bank school recruits.

  This is also one of the chain reactions brought about by the transformation of the banking business structure and changes in the industry environment in recent years: a large number of employees at the grass-roots level of the bank no longer take the "iron rice bowl" of a bank for a lifetime, especially the turnover rate of young employees has increased. Greatly improve.

  Many young banking practitioners interviewed said that many colleagues or friends have left their jobs.

"Many people who started working in banks at the same time as me have chosen to leave their jobs," an admissions student at a joint-stock bank told reporters.

  "At present, banks are no longer in the golden development period of the past, and the entire industry is currently under great market pressure." A person from a city commercial bank said that when faced with a lot of work pressure and no high income in return, young practitioners high flow is unavoidable.

  Bai Wenxi also told Securities Times Securities China reporters that banks belong to traditional industries, and their businesses are mostly standardized businesses, which appear to be lack of innovation and vitality. In addition, the advent of the stock era has led to increased competition pressure, which has led to relatively attractive jobs in the banking industry. decline.

  From what the Securities Times Securities China reporter learned, under the current market-oriented competition, bank practitioners are generally facing greater pressure on performance appraisal, which has also become a major reason for young bankers to leave.

"There are many assessment indicators for banks, and there are also many examinations." A wealth management manager of a small and medium-sized bank said that many people around him have left, not only because of better career choices, but also because of the pressure of performance assessment.

  The aforementioned joint-stock bank school enrollment also told reporters that young people in the joint-stock bank where he is located are resigning too many, and there are not many resignations from large state-owned banks, mainly because many joint-stock banks focus on product sales and are under great performance pressure. The reason for the situation is very simple, that is, the front desk is under a lot of pressure, it is more difficult, there is less discretionary time, and the income is not very impressive."

  The younger generation has a different outlook on career choices

  In fact, in addition to changes in the external environment, the outlook on career choices of the younger generation is also different from that of the older generation.

  "In general, the newcomers who have just come in are not very recognized for the bank's work." A senior banking practitioner in East China told reporters, such as some fresh graduates with a background of studying abroad or a higher degree of education came to the bank to stay for a while. After time, I feel less at ease, and try to find a way to change jobs.

  "At present, the flow of talents in the bank as a whole is increasing, because young people themselves are more active in thinking, coupled with the development of the Internet industry and other reasons, their information is relatively well-informed, whether it is horizontal or vertical comparison, they will have their own measure.” The aforementioned senior practitioners told reporters that there are some fresh graduates with relatively strong abilities. Once their income or working environment fails to meet their expectations and requirements, they basically just leave, and there are not too many tangled.

  The person further told reporters that the banking industry is a traditional industry, and it is a service industry. The current society has been diversified, and there are more employment opportunities for young people. Time or more income, such as live broadcasts, so the idea of ​​employment is definitely different from before.”

  In addition to being more active and open-minded and more open to information, many of the younger generation do not need to worry about promotions. "Family backgrounds are generally better, so they have more autonomy and confidence in choosing a career." An industry insider said .

  Because of this, many young people have shown interest in account managers, especially corporate account managers, which are considered to be "more challenging", "open to knowledge" and "conducive to personal growth." ".

And young people are "more looking forward to communicating with different customers" and "bringing changes to themselves".

  "Actually, I really want to challenge the position of corporate account manager in the marketing department, but I still don't have the courage to change positions." The aforementioned city commercial bank risk control person said.

  The school enrollment of the aforementioned joint-stock company also told reporters that although he prefers middle and back-office positions, he also wants to be a company account manager.

  inseparable banker

  Although the turnover rate of young people has increased significantly in the case of a single bank, if the dimension is extended to the entire banking industry, this may not be the case.

As many interviewed young people in the banking industry said, even if the colleagues around them leave, most of them move between different banks or enter the civil service system, and a few enter other financial institutions such as financial leasing and securities companies.

  "Bankers generally look for opportunities within the system - after all, it is more stable, and it is difficult to find jobs in private enterprises." The aforementioned city commercial bank person told Securities Times Securities China reporter.

  According to him, the career choices of different positions in the bank are different, and most of the corporate account managers and the employees of the wealth management department are inter-bank mobility. Either change careers or stay at the teller."

  Interestingly, despite a lot of complaints about banking work, the reporter asked, "If the time were to start all over again, would you still choose to work in a bank?" Whether it's a former banker who has left or a young man who is working in a bank , gave an affirmative answer.

"Banking is a stressful job, but it's still a great exercise," said a bank account manager.

  A former joint-stock banker who has left the banking industry told reporters that he majored in finance and economics in college, and he got a job at the front desk of a joint-stock bank through school recruitment. After all, based on their majors and available positions, the proportion of students who choose banking positions is relatively large.”

  "Although the salary is not as good as it was 20 years ago, in some provinces, banks can still provide decent jobs with stable income." Senior banking practitioners in East China also told reporters that without a better career choice for individuals, Many people will naturally stabilize after working for a long time. "Especially in places like small and medium-sized cities, the income of working in banks is still stable."