The Ernst & Young Banking Barometer 2023 notes that the number of job vacancies in Switzerland has never been as high as it will be in 2022, making it difficult for the majority of banks surveyed to recruit qualified staff. The study notes that recruiting new staff is a priority issue for banks, second only to cybersecurity.

Talent retention strategies are becoming increasingly important, because recruiting is expensive. Over and above the direct costs associated with recruitment itself (advertising, placement agency), the integration of a new recruit into a structure generates a significant cost: that of learning the organizational culture, products and procedures of the establishment, but also of rebuilding an internal facilitation network, all of which contribute to reducing collective day-to-day efficiency in the medium term. Hence the need to focus more on retaining existing specialists, by positioning the company as an attractive employer.

As a not-for-profit professional association, ISFB offers its 54 member establishments a range of talent management tools. For example, a program tailored to the culture of each institution enables us to provide long-term support for any aspiring talent, training them in technical skills as well as interactional and managerial skills. This succession development programThis succession development program, which includes progress tests and an assessment with a career psychologist and several coaches specialized in banking and finance, helps to secure the loyalty of high-potential individuals before they consider joining the competition. Joining such a program means being valued and recognized by your employer.

The ISFB also offers a range of one-off solutions for establishments wishing to follow a shorter course. While employer-funded continuing professional development is one of the fundamental drivers of talent retention, it is also through the financing of mentoring and sparring sessions that employers demonstrate the value they place on their experts. The ISFB enables talent toexchange ideas in a neutral setting with a coach specialized in bankingto perfect their managerial posture, fine-tune their skills, or simply take a step back from their day-to-day life to better develop in their current and future environment.

Investment in training and skills development is thus becoming a priority in HR employer branding strategies.

Mathias Baitan

ISFB

General Manager

"Investment in training and skills development is becoming a priority in HR employer branding strategies".

ISFB solutions

Career counselling

Developmental assessment

Mentoring and coaching

Continuing Education

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