COMMERCIAL BANK BONUS TIME!!! Every year at this time, very accomplished, successful commercial, middle market and corporate banking managers, team leaders, and market executives are shocked to see which top producers and even mid-tier producers, leave their teams/organizations after receiving their bonuses.
With the amount of time, effort and resources it takes to identify and qualify elite talent for critical roles, it only makes sense that one take the necessary precautions to avoid an offer being declined or having that precious candidate go underground. How can these pitfalls be avoided?
It's important for any business developer, relationship manager, or client advisor in commercial, middle market or corporate banking to know their numbers when sitting down in an interview with a potential new employer. But how you convey those numbers is just as important as knowing them.
Your interview process is the first thing a top performing commercial banking executive or producer will see. What perception does your interview process give these candidates? Is your process decisive, streamlined and effective? Or is your process too long, cumbersome, lacking feedback and appearing indecisive? Whichever it is for your bank, the interview process could be the sole reason a top producer runs to your bank or from your bank to your competitor.
The moment may have already arrived. Your third manager in two years. Your fourth incentive plan in four years. Rumors swirling of an impending acquisition. You have been passed over by someone else for the promotion you know you should have received. No matter the reason, when you are ready to begin a confidential job search, there are some critical things you may want to keep in min