Training

Queensborough National Bank and Trust in Georgia is one of several banks aiming to recruit tech-savvy interns through a network of universities and fintech companies.

Virtual training and orientation, including any licensing needed, will begin in July for the bank’s campus hires, with the aim of having new employees at offices in October, Bank of America said.

Reimagining LGBTQ+ efforts at UBS for improving diversity in their recruitment process

Documents shed light on how two brokers overseeing trainees allegedly called hundreds of phone numbers on Merrill’s Do Not Call list.

Some in the industry are planning in-person events, but the largest meetings are still unlikely to reconvene for a while.

While many companies and organizations try, diversity and inclusion efforts within the financial services have generally failed. What needs to be done in order to succeed? Join us for a panel discussion featuring guests from the Access Denied: Systemic Racism in Financial Services podcast.

The Florida company has created a series of programs to coach leaders on motivating employees and avoiding conflict.

Despite tangible evidence dispelling that it's hard to find Black talent, the financial services have yet to crack the code when it comes to building a representational workforce. But is it a sufficient solution on its own?

Piedmont Federal Savings is working with historically Black colleges and universities to hire and train prospective commercial lenders and managers who better reflect the community it serves.

Switching core banking systems has long been done face to face, but the pandemic has driven the process into the digital arena. The change could be permanent.

Switching core banking systems has long been done face to face, but the coronavirus has driven the process into the digital arena. The change could be permanent.

The days of meeting with mentors and pitching investors in person are at least temporarily over, but fintech incubators, accelerators and boot camps are finding creative ways to replicate these valuable experiences online.

Banks are beginning to emphasize soft skills to help employees make “human” connections with customers in an environment of reduced face-to-face contact.

As Cybersecurity Awareness Month draws to a close, Credit Union Journal queried industry leaders about the biggest threats facing their institutions.

The money will help 155 institutions with outreach, security, training and more.

Its new training program will try to make commercial bankers out of professionals who left the workforce and want back in. It is another example of a bank getting creative in a tight job market.

Credit unions will be covering a range of important issues, including community development and enterprise risk management, as they review their operations.

A hot job market and the ongoing wave of CEO retirements mean credit unions need to be thinking well beyond the corner office when considering recruitment and retention.

Gone are the days of a traditional career ladders, so credit unions must be willing to adapt to an evolving business landscape and employee expectations.

Credit unions can prepare for the next recession by understanding past cycles, utilizing modern technology and training staff.