Recently, small and medium-sized banks that are keen on "audition" executives have intensively issued "recruitment orders" for presidents.
On March 15, Wuhai Bank announced that it would openly elect the president of the head office from now until April 3, which required candidates to "be good at business development and effectively prevent and control risks".
On January 16, Hainan Rural Commercial Bank, which had just been approved for establishment, issued a recruitment announcement to recruit a number of senior executives and professionals including directors, board secretaries, and chief experts.
In addition to the Hainan Rural Commercial Bank, the Henan Rural Commercial United Bank and the Liaoning Rural Commercial Bank, both of which are new banks for deepening the reform of the rural credit system, also "recruited troops" through open channels at the end of last year. Among them, the recruitment positions of Henan Rural Commercial United Bank cover a number of positions such as the chairman or president of the provincial capital city rural commercial bank and the middle-level business supervisor, while the positions of Liaoning Rural Commercial Bank mainly cover the finance department and information technology department of the head office.
The Financial Times reporter noted that as the way banks recruit senior executives is becoming more and more diversified, the public "audition" of senior executives through market-oriented channels has become an important channel for many small and medium-sized banks to introduce fresh blood.
In addition to the above-mentioned banks, in the past two years, dozens of small and medium-sized banks, including Huzhou Bank, Bank of Quanzhou, Anshan Bank, Bank of Changsha, Bank of Xi'an, Bank of Ordos, Zhangjiakou Rural Commercial Bank, Zhuhai Rural Commercial Bank, and Qingdao Rural Commercial Bank, have openly "auditioned" senior executives, including vice presidents, presidents, and even chairmen. Up to now, many banks have successfully found the "right person" through the "audition".
From the perspective of the qualifications for recruitment, economic and financial talents with rich economic and financial business experience, especially the background of large state-owned banks, have become the key targets of small and medium-sized banks.
Wuhai Bank proposed that the president candidate should be engaged in financial work for more than 6 years, or engaged in related economic work for more than 10 years (including more than 3 years of financial work).
For the qualifications of the recruits, Huzhou Bank requires the candidates to be the presidents and above of the prefecture-level branches of large domestic state-owned commercial banks, national joint-stock commercial banks and listed city commercial banks, and have served for more than 3 years. or the position of vice president or above of the head office of a listed rural commercial bank, and has served for more than 3 years.
In addition to the requirements for state-owned banks, joint-stock banks, urban commercial banks, and rural commercial banks, Bank of Ordos also requires candidates for president to have more than two years of work experience in deputy director-level leadership positions in regulatory departments.
At the same time, the senior management of small and medium-sized banks is also gradually showing a trend of younger people. In the "hero posts" released by many banks, age has become an important selection criterion.
In the announcements issued by Wuhai Bank and Ordos Bank, it is clearly stated that the age of applicants is generally not more than 50 years old. However, Wuhai Bank can relax the age by 2 years for those with excellent conditions. In May last year, when Zhuhai China Resources Bank openly recruited the president of the head office, it also clearly required that the candidate for president should be "post-70s".
The picture shows the market-oriented selection and appointment of the president of the Bank of Ordos
The Financial Times reporter noted that the appointment of senior executives of national banks is mainly based on internal selection or interbank transfers. But why is the market-based selection model especially favored by small and medium-sized banks?
"External recruitment is an increase in resources for banks, while internal selection can only be a stock game. Pan Helin, a well-known economist, believes that the "sea selection" of senior executives may be because foreign governors can bring more resources, and the business development of small and medium-sized banks is still mainly offline, while the open selection is based on the resources behind job seekers.
By combing through the bank's announcements, many small and medium-sized banks hope to further enrich their corporate governance structure and establish a market-oriented senior management working mechanism through an open and fair market-oriented selection and recruitment form, and at the same time lay a good talent foundation for the next step of transformation and development.
"The open selection of senior executives means that the employment culture has changed from closed to open, and the selection of talents for the broader market is not only conducive to promoting talent exchange at the industry level, but also usually means new possibilities for the banks themselves. Xue Hongyan, vice president of Xingtu Financial Research Institute, believes that under the tide of digital transformation, the industry's talent exchange will be accelerated, and it is expected that more banks will break the closed employment culture and join the ranks of open selection of senior executives.
Bank of Xi'an previously mentioned in the selection announcement that the open selection and recruitment of senior executives to the public is to further improve the level of operation and management, enhance market competitiveness, promote steady and high-quality development, and build a high-level professional management team.
Talking about the trend of banks recruiting senior executives in the future, Xue Hongyan believes that commercial banks need to do a good job in promoting the digital transformation of domestic demand, and put forward new requirements for the knowledge structure and cultural structure of the senior management team, which need to be more open and diversified.
"In line with this trend, the recruitment of bank executives is expected to be more open in the future, and even non-bank institutions or non-financial institutions will be selected for senior management, so as to better promote the evolution and transformation of the bank's own organization and serve the real economy with high quality. Xue Hongyan said in an interview.
Source: Financial Times client
Reporter: Zhang Bingjie
Editor: Han Shengjie
Email: [email protected]