Piraeus Bank pays special attention to the recruitment process with the main criteria being education, work experience and prior references. However, a candidate‘s capacity and desire to fit into the unique organisational culture, for which banking sector is known, are becoming increasingly important for employers
If we are talking about Human Resource Management in Piraeus Bank, the accent is on mutual relations, where the bank regularly provides training and works on improving the organisational culture and, in return, expects its employees to be loyal, adhere to procedures and work hard on performing their given tasks.
Due to its uniqueness, many legal limits, a high degree of responsibility, procedures, and standards, the banking sector definitely has particular recruitment demands. What are the main recruitment criteria in Piraeus Bank?
– The basic criteria that a candidate needs to meet in order for us to consider their job application are fulfilling the requirements and demands of that specific job. That is, having relevant experience and education. It is equally important to trust the person that we develop based on market references.
Also, as of late, we have been insisting on something that we find very important which is the candidate‘s capacity and desire to fit into our unique organisational culture. Only those employees who really want to fit in and show effort will perform beyond expectations and view their job and work environment as an extended family.
What is the basis of Human Resource Management in your bank?
– Human Resource Management in our bank is based on constantly improving our organisational culture, where we view all of our employees as equally important members of a large family. In order to achieve this, our employees need to feel like they belong, and we do this by perpetually working on their professional and personal development.
The bank provides the required training for acquiring and advancing their know-how and improving their competencies and soft skills. Human Resource Management needs to show the employees that it cares, that the people are the bank‘s most important asset and capital.
At the same time, managing people has to be based on respect, understanding and showing empathy when needed, and, above all, on tolerance and fair rules which are the same for everyone. It is paramount for everyone to adhere to policies and procedures in the same manner.
Human resource management in our bank is based on constantly improving our organisational culture, where we view all of our employees as equally important members of a large family
Are you satisfied with the know-how, potential and ambition for acquiring more knowledge shown by young graduates that are applying for a job with you?
– Yes and no. Some young people are thirsty for knowledge because they understand that knowledge is the basis for progress and receiving benefits. On the other hand, there are people who are convinced that the knowledge they got from school is sufficient, and their focus is solely on rapidly advancing up the corporate ladder. More and more young people already have pre-defined job criteria and salary range.
It has been a while since I have noticed any hunger for knowledge in these young job applicants. Also, I cannot remember when I last heard: “All I am interested in is learning the job and acquiring as much knowledge as possible. And I am ready to volunteer if need be.”
What incentives does the bank provide to motivate their employees to be more productive and efficient?
– We try to create the best possible conditions for work and advancement. We motivate and give them special tools and opportunities for development in their desired direction. Both the employees and the bank benefit from this.
In order for our people to be more productive and efficient, they need to trust the management, i.e. the people who run the bank, to understand our mission and vision and to feel that their work is appreciated and valued.
It is also important for them to know that they are authorised and responsible for making decisions in their scope of work.