Pub. 7 2018 Issue 1

l e a d i n g a d v o c a t e f o r t h e b a n k i n g i n d u s t r y i n k a n s a s 14 BRINGING NEW GRADS ON BOARD SEVEN WAYS TO OFFER TRAINING, SKILLS NEEDED FOR SUCCESS W HEN BRINGING IN the next generation of employees, how they are integrated into the organization is the difference between success and failure. What are the best ways to reduce turnover and improve performance? OnCourse Learning spoke with three experts who have spent their entire careers onboarding and training financial services employees — including new grads. Jack Hubbard is Chairman & Chief Experience Officer and Bob St. Meyer is President and COO at St. Meyer & Hubbard, a company that focuses on improving sales performance. Tom Carlin is Managing Partner at Eensight, an OnCourse Learning partner that provides lending training solutions for financial services organizations. They provided time- tested ways financial institutions can ensure their new class of hires thrives. The following practices can help onboard new grads from day one. These techniques are designed to improve workplace performance, boost morale and ultimately help retain the talent financial institutions work so hard to hire. Choose the right people Identify candidates in the interview process who are malleable enough to blend into the banking or credit union environment. To do so, refine the organization’s interviewing techniques and consider the use of hiring tests, such as a predictive index, to help the hiring manager understand behavioral tendencies related to the open position. “Know who you are hiring and be sure they are coachable enough to be able to do the job,” Hubbard said. “While many things have changed in the industry over the years, banking is still a conservative business — and it’s important to find people who are the right fit for your culture.” For most banks and credit unions, a year doesn’t go by without hiring recent college graduates.