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Relationship Banker Job Description

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Relationship Banker Job Description

We are looking for a Relationship Banker to help nurture relationships between our clients and the bank. In this position, you will help clients choose financial products or services, handle loan applications, and provide advice on a variety of personal finance products. Your aim is to convert a one-time customer into a lifelong, loyal client. Our ideal applicant has a bachelor’s degree in finance and several years of experience in the finance sector. You should have experience in a variety of banking positions, from teller to financial advisor.

Relationship Banker Responsibilities

  • Meet with clients looking for financial services
  • Show available options and assist them with making a selection
  • Build strong relationships, so customers continue to return to our bank
  • Provide high quality service to all clients
  • Assist clients with opening accounts or applying for loans

Relationship Banker Requirements

  • Bachelor’s degree in finance or a related field
  • Communication, customer service, and sales skills
  • Experience in the financial industry
  • Computer and maths skills

Personalising Your Relationship Banker Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.


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