List of values

1.Equality (equal opportunities for all)

1 0 1 2 3 4 5 6 7

2. Consent with oneself (peace within oneself)

1 0 1 2 3 4 5 6 7

3. Social power (dominance over other people)

1 0 1 2 3 4 5 6 7

4. Pleasure (satisfaction of all desires)

1 0 1 2 3 4 5 6 7

5. Freedom (freedom of action and thought)

1 0 1 2 3 4 5 6 7

6.Spirituality (dominance of the spiritual side of life over the material)

1 0 1 2 3 4 5 6 7

7 taking care of yourself

1 0 1 2 3 4 5 6 7

8.Social order (stability of society)

1 0 1 2 3 4 5 6 7

9. Saturation of life (interesting, fulfilling life)

1 0 1 2 3 4 5 6 7

10. Meaningfulness of existence (existence of purpose in life)

1 0 1 2 3 4 5 6 7

11. Politeness (courtesy, good breeding)

1 0 1 2 3 4 5 6 7

12.Wealth (property, property, money)

1 0 1 2 3 4 5 6 7

13. National security (protection of the state from enemies)

1 0 1 2 3 4 5 6 7

14. Self-esteem (belief in your own worth)

1 0 1 2 3 4 5 6 7

15. Feelings of gratitude (the desire to give credit, to thank)

1 0 1 2 3 4 5 6 7

16.Creativity (uniqueness, imagination, belief in one's own creativity)

1 0 1 2 3 4 5 6 7

17.Peace on earth (freedom from wars and conflicts)

1 0 1 2 3 4 5 6 7

18.Tradition (preserving customs)

1 0 1 2 3 4 5 6 7

19. True love (deep emotional and spiritual closeness)

1 0 1 2 3 4 5 6 7

20. Self-discipline (restraint, fighting temptation)

1 0 1 2 3 4 5 6 7

21. Inviolability of the inner world (the right to privacy)

1 0 1 2 3 4 5 6 7

22 family safety (those we love)

1 0 1 2 3 4 5 6 7

23.Social recognition (respect, approval by others)

1 0 1 2 3 4 5 6 7

24. Unity with nature (inclusion in nature, conformity to nature)

1 0 1 2 3 4 5 6 7

25. Diverse life (constant change, life full of events)

1 0 1 2 3 4 5 6 7

26. Wisdom (mature, deep understanding of life)

1 0 1 2 3 4 5 6 7

27. Power (the right to rule, command people)

1 0 1 2 3 4 5 6 7

28. Faithful friendship (close, reliable friends)

1 0 1 2 3 4 5 6 7

29. Aesthetic pleasure (beauty of nature, the world)

1 0 1 2 3 4 5 6 7

30.Social justice (protecting people's rights, caring for the weak)

1 0 1 2 3 4 5 6 7

31. Self-reliance (self-confidence, self-sufficiency)

1 0 1 2 3 4 5 6 7

32. Moderation (avoidance of extremes)

1 0 1 2 3 4 5 6 7

33. Loyalty (loyalty to friends, group)

1 0 1 2 3 4 5 6 7

34. Purposefulness (persistence in achieving the goal)

1 0 1 2 3 4 5 6 7

35. Breadth of views (tolerance of ideas and opinions different from mine)

1 0 1 2 3 4 5 6 7

36 humility (humility)

1 0 1 2 3 4 5 6 7

37. Courage (seeking adventure, willingness to take risks, danger)

1 0 1 2 3 4 5 6 7

38. Protecting the environment (nature conservation)

1 0 1 2 3 4 5 6 7

39.Activity (impact on people and events)

1 0 1 2 3 4 5 6 7

40 Respect for Elders (Respect for Age)

1 0 1 2 3 4 5 6 7

41. Self-Setting Goals (Purposefulness)

1 0 1 2 3 4 5 6 7

42. Health (physical and mental)

1 0 1 2 3 4 5 6 7

43. Competence, professionalism (ability to work effectively)

1 0 1 2 3 4 5 6 7

44 Accepting life as it is (adjusting to life circumstances)

1 0 1 2 3 4 5 6 7

45. Honesty (sincerity, sincerity)

1 0 1 2 3 4 5 6 7

46. ​​Reputation (keeping your face)

1 0 1 2 3 4 5 6 7

47 obedience (diligence, obligation)

1 0 1 2 3 4 5 6 7

48. Intelligence (ability to think logically)

1 0 1 2 3 4 5 6 7

49) benevolence (working for the benefit of others)

1 0 1 2 3 4 5 6 7

50. Cheerfulness (the ability to enjoy life)

1 0 1 2 3 4 5 6 7

51. Piety (following religious beliefs and beliefs)

1 0 1 2 3 4 5 6 7

52 Responsibility (reliability)

1 0 1 2 3 4 5 6 7

53. Curiosity (interest in everything)

1 0 1 2 3 4 5 6 7

54 indulgence (willingness to forgive)

1 0 1 2 3 4 5 6 7

55. Success (achieving goals)

1 0 1 2 3 4 5 6 7

56. neatness (neatness)

1 0 1 2 3 4 5 6 7

57. Creation of your desires (pursuit of pleasure)

1 0 1 2 3 4 5 6 7

58. Religiousness (faith, trust in God)

The method for diagnosing value orientations of Schwartz allows one to diagnose the structure of value orientations of an individual or a group (through the average values ​​for the group)

The main feature of this technique is that the concept of value is differentiated in it. That is, value is not viewed as something monolithic. The author of the test identifies two types of values:

• Values ​​as abstract ideals. They are identified by evaluating nouns and adjectives that describe different values.
• Values ​​as a guide to action. These indicators are identified by assessing the specific actions of people.

In some empirical research, this division of values ​​can be important and interesting. Indeed, very often, at an abstract level, a person is focused on some landmarks, and in practical activity - on others.

Appointment

The Schwartz Values ​​Test (Schwartz Value Questionnaire / Schwartz Methodology) is used to study the dynamics of change in values ​​both in groups (cultures) in connection with changes in society, and for an individual in connection with her life problems.

Theoretical basis

By values, Schwartz Shalom H. meant "cognized" needs that directly depend on the culture, environment, and mentality of a particular society. The Schwartz questionnaire is based on the theory that all values ​​are divided into social and individual ones.

The questionnaire was developed by Shalom Schwartz in 1992. When developing the questionnaire, the author used the Rokeach technique, qualitatively modifying, expanding and improving its conceptual base.

Description of the Schwartz method

The Schwartz Value Orientation Test consists of two parts.

1. The first part of the questionnaire is designed to study the values, ideals and beliefs that influence the personality. The list of values ​​consists of two parts: nouns and adjectives, which includes 57 values. The subject evaluates each of the proposed values ​​on a scale from 7 to -1 points.
2. The second part of the Schwartz questionnaire is a personality profile. Consists of 40 descriptions of a person, characterizing 10 types of values. The descriptions are evaluated on a scale of 4 to -1 points.

Test procedure

First part of the questionnaire

Instructions: In this questionnaire, you need to answer the question: "What values ​​are important to me as guiding principles of my life and what values ​​are less important to me?" Further on the following pages are two lists of values ​​drawn from different cultures. An explanation of each value is given in brackets.

Your job is to assess the importance of each value as a guiding principle in your life.

Use a grading scale for marks from -1 to 7.

The higher the number (-1, 0, 1, 2, 3, 4, 5, 6, 7), the more important this value is to you as a guiding principle in your life. In this case, approximately be guided by the following mark values:

mark "-1" characterizes values ​​that are opposite to your principles, mark "0" means that value is not at all important, it is not a guiding principle of your life, mark "3" means value is important, mark "6" means that value is very important, mark "7" characterizes the values ​​of the highest importance, usually there should not be more than two such values.

VALUES LIST 1

First, look at the values ​​from List 1, choose one of them, which is the most important for you, and rate its importance (mark "7"). Next, select the value that is most contrary to your principles and rate it (-1 mark). If there is no such value, select the value that is least important to you and rate it with a “0” or “1” according to its significance. Then evaluate all the other values ​​from the list. In front of each value on the list, place a check box indicating the importance of that value as the guiding principle of your life for you personally . Try to distinguish values ​​as much as possible by reference to the scale below and using all numbers from -1 to 7 (-1.0, 1, 2, 3.4, 5, 6, 7).

As a guiding principle in my life, this value is:

1 EQUALITY (equal opportunities for all)

2 INNER HARMONY (to be at peace with yourself)

3 SOCIAL POWER (control over others, dominance)

4 PLEASURE (satisfaction of desires)

5 FREEDOM (freedom of thought and action)

6 SPIRITUAL LIFE (emphasis on spiritual rather than material matters)

7 A SENSE OF DIRECTION (feeling like I'm not alone)

8 SOCIAL ORDER (stability of society)

9 A LIFE FULL OF IMPRESSIONS (striving for novelty)

10 THE MEANING OF LIFE (goals in life)

11 COURTY (courtesy, good manners)

12 WEALTH (material property, money)

13 NATIONAL SECURITY (protection of one's homeland from enemies)

14 SELF-RESPECT (belief in self-worth)

15 RESPECT THE OPINIONS OF OTHERS (taking into account the interests of others, avoiding confrontation)

16 CREATIVITY (uniqueness, rich imagination)

17 WORLD PEACE (freedom from wars and conflicts)

18 RESPECT FOR TRADITION (preserving recognized traditions, customs)

19 MATURE LOVE (deep emotional and spiritual closeness)

20 SELF-DISCIPLINE (self-restraint, resistance to temptations)

21 RIGHT TO PRIVACY (right to privacy)

22 FAMILY SAFETY (safety for loved ones)

23 SOCIAL RECOGNITION (approval, respect of others)

24 UNITY WITH NATURE (merging with nature)

25 LIFE CHANGING (a life filled with challenges, newness and change)

26 WISDOM (mature understanding of the world)

28 TRUE FRIENDSHIP (close friends)

29 WORLD OF BEAUTY (beauty of nature and art)

30 SOCIAL JUSTICE (correcting injustice, caring for the weak)

VALUES LIST 2

Now evaluate how important each of the following values ​​is. as the guiding principle of your life For you . These values ​​are expressed in ways of acting that may be more or less important to you. Try to distinguish values ​​as much as possible using all the numbers. To get started, read the values ​​in list 2, choose what is most important to you, rate it on the scale (mark 7). Then select the value that conflicts with your guidelines (-1 mark). If there is no such value, select the value that is least important to you and rate it with 0 or 1 grades, according to its significance. Then evaluate the rest of the values.

As a guiding principle in my life, this value is:

31 SELF (self-reliant, self-sufficient)

32 RESTRICTED (avoiding extremes in feelings and actions)

33 FAITHFUL (devoted to friends, group)

34 PURPOSE (hardworking, inspirational)

35 OPEN TO OTHER OPINIONS (tolerant of different ideas and beliefs)

36 MODEST (simple, not seeking attention)

37 BOLD (Adventurer, Risk)

38 PROTECTING THE ENVIRONMENT (preserving nature)

39 INFLUENCE (having an impact on people and events)

40 RESPECTING PARENTS AND SENIORS (showing respect)

41 SELECTOR OF OWN OBJECTIVES (SELECTOR OF OWN INTENTIONS)

42 HEALTHY (not sick physically or mentally)

43 ABLE (competent, able to act effectively)

44 THE LIFE-TAKING PLACE (subject to life circumstances)

45 HONEST (frank, sincere)

46 PRESERVING YOUR IMAGE (protecting your "face")

47 EXECUTIVE (obedient, obeying the rules)

48 SMART (logical, thinking)

49 USEFUL (working for the benefit of others)

50 ENJOYING LIFE (enjoying food, sex, entertainment, etc.)

51 Pious (adhering to religious faith and belief)

52 RESPONSIBLE (reliable, trustworthy)

53 LOVELY (interested in everything, inquisitive)

54 INCLINED TO FORGIVE (seeking to forgive another)

55 SUCCESSFUL (reaching the goal)

56 CLEAN (neat, neat)

57 GENERATING WISHES (doing what gives pleasure).

Second part of the questionnaire

PERSONAL PROFILE

Instructions: Below are descriptions of some people. Please read each description and think how each person is similar or not similar to you and your Ideal. Write "I" in one of the boxes on the right, which shows how much the described person is similar to you and "My ideal", where you see fit.

Keys for the Schwartz Values ​​Questionnaire

Description of the Schwarz test scales for the diagnosis of value orientations

1. Power. The functioning of social institutions requires some degree of differentiation of statuses, and in most interpersonal relations in different cultures, a combination of dominance / subordination indicators was revealed. The central goal of this type of values ​​is to achieve social status or prestige, control or domination over people and means (authority, wealth, social power, preservation of their public image, public recognition). The values ​​of Power and Achievement (see below) focus on social respect, however, the values ​​of Achievement (for example, successful, ambitious) emphasize the active demonstration of competence in a specific interaction, while the values ​​of Power (authority, wealth) emphasize the achievement or maintenance of a dominant position within the most common social system.

2. Achievement. The defining goal of this type of values ​​is personal success through the demonstration of competence according to social standards.

Demonstration of social competence (which constitutes the content of this value) in the face of prevailing cultural standards entails social approval.

H. Hedonism. In the theory of S. Schwartz, a motivational goal of this type is defined as pleasure or sensual pleasure (pleasure, enjoyment of life).

4. Stimulation. It is derived from the body's need for variety and deep experience to maintain optimal levels of activity. Biological based variations in the need for stimulation due to social experience can lead to individual differences in the importance of this value. The motivational goal of this type of value is novelty, deep experiences.

5. Self-reliance. The defining goal of this type of values ​​is the independence of thinking and choice of actions, creativity, research activity. Autonomy is a derivative of the organism's need for control and management, as well as of the interactional requirements of autonomy and independence.

6. Universalism. The motivational goal of this type of value is understanding, tolerance, protection of the well-being of all people and nature. The motivational goals of Universalism's value can be derived from those survival needs of groups and individuals that become apparent when people come into contact with someone outside of their environment or expand the primary group.

7. Generosity. This is a more narrowly defined "pro-social" type of value, compared to Universalism. Favor is focused on well-being in close day-to-day interaction. This type is considered to be derived from the need for positive interaction, the need for affiliation and the prosperity of the group. The motivational goal of this type is to preserve the well-being of people with whom the individual is in frequent personal contact (usefulness, loyalty, indulgence, honesty, responsibility, friendship, mature love).

8. Traditions. All groups develop their own symbols and rituals, the action of which is determined by the experience of the group and which are fixed as traditions and customs. Traditional behavior becomes a symbol of group solidarity, an expression of shared values ​​and a guarantee of survival. Traditions most often take the form of religious rites, beliefs and norms of behavior. The motivational goal is respect, acceptance and adherence to customs and ideas that exist in the culture (respect for traditions, humility, piety, acceptance of one's lot, moderation).

9. Conformity. The defining motivational goal of this type is restriction, suppression of actions, inclinations and impulses to actions that can harm others or do not meet social expectations. It is derived from the requirement to restrain tendencies that have negative social consequences (obedience, self-discipline, politeness, respect for parents and elders).

10. Security. The motivational goal of this type is security, harmony, stability of society, relationships, the person himself, this is a derivative of the basic individual and group requirements. Sh. Schwartz assumes the existence of 1 general type of values, Security, and not two separate - group and individual levels, since values ​​related to collective, to a large extent express the goal of security for the individual (social order, family security, national security, mutual disposition, mutual assistance, purity, sense of belonging, health).

Interpretation of results

When analyzing and interpreting the results of the Schwartz value orientations questionnaire, it is important to take into account that two different types of values ​​are diagnosed:

1. Normative ideals, personality values ​​at the level of beliefs, as well as the structure of values ​​that has the greatest impact on the entire personality, but not always manifested in real social behavior.
2. Values ​​at the level of behavior, that is, individual priorities that are most often manifested in the social behavior of a person.

The difference in indicators by types of values ​​in these two parts of the questionnaire, characterizing the two levels of functioning of values, reflects the value pressure, which is carried out, on the one hand, through socialization and, on the other hand, through the reference group and traditions.

Another important point is related to the fact that the number of questions included in each of the 10 scales of the Schwartz value test contains a different number of questions. This means that the scores obtained on the scales cannot be directly compared with each other.

For a comparative analysis of the severity of various values ​​in a subject or a group, it is necessary to normalize. This means carrying out the following procedure:

1. The scale with the largest number of questions is found.
2. The highest score that can be scored on this scale is determined.
3. Indicators on all scales are divided by this maximum score.

If a comparative analysis of the severity of indicators according to scales is not expected, and the severity of values ​​is supposed to be used within the framework of correlation analysis, then it is possible not to normalize the indicators according to the scales of the test for diagnosing value orientations by Schwartz.

An example of value analysis according to the Schwartz test

In fig. 1 shows the average values ​​of the normative ideals of adolescents in the experimental and control groups.

As you can see, the structure of normative ideals in both groups is similar: independence, hedonism, achievement and security are most pronounced. Least of all is stimulation, tradition and power. Adolescents from both subgroups are inclined to choose their own path in life, it is important for them to enjoy their own life, achieve success, and at the same time feel protected, have some kind of "rear".

It is not so important to maintain traditions and the ability to control not your own life, but to determine some moments of someone else's behavior, aspirations, etc.

In the article:

A successful interview at Home Credit Bank is the first step towards getting a job in this financial institution. How are candidates selected? In several stages. It is necessary to pass each of them in order to get the position of a loan officer at Home Credit and take a vacancy of interest.

Employment at Home Credit

There are a few tips to follow when preparing for your interview. Find out in advance how the interview is going on at Home Credit Bank so that your candidacy is approved.

Nominations

Education and work experience will be required for those applying for certain positions, for example, a loan officer.

Home Credit Bank offers vacancies to the following categories of applicants:

• Specialists. These include applicants with a completed education, both with work experience and without it.
• Students. Practice during training is a great way to learn the basics of a future profession and get a starting work experience. This group of applicants is offered vacancies with a schedule that allows for a combination of study and work.
• Pupils. From 16 to 18 years old, part-time students (in accordance with the legislation of the Russian Federation) take schoolchildren at Home Credit Bank. This is a great chance to get the first work experience, to learn about the peculiarities of the work of a financial institution, especially for those who are planning to get an economic education.

Of course, schoolchildren and students cannot claim high earnings at Home Credit Bank due to the lack of the necessary knowledge and experience.

Stages

How is the interview at Home Credit Bank going? This question worries candidates who are looking for work in the banking sector. If you want to get a job at Home Credit and take up the vacant position of a loan officer, this is what you have to do.

Send CV On the official website there is a list of open vacancies by specialty, choose the one that interests you and send your CV. If the candidate has not found the position he needs, then you can simply leave a resume on the site, and, if possible, the most suitable vacancy will be selected for you. The consideration time is 1 day, if an invitation for an interview has not been received, then at the moment there is no free vacancy in the specialty of interest. The questionnaire remains in the database, and you can be contacted in the future and invited to work. Pass the interview This is an important step in the process of applying for a job. To successfully pass an interview at Home Credit Bank, read reviews, study information about the financial institution itself, prepare documents confirming education and work experience. Get ready to clearly and truthfully answer the questions posed (there is no standard list, they are asked taking into account the information about the candidate). Imagine the meeting in detail. Take the training If the interview is successful, you will be invited to take a special training program, which includes theoretical knowledge about the features of the job ahead and practical exercises. It runs according to a predetermined plan. After successfully completing your (paid) training, you can start working.

How to get an interview

For an interview at Home Credit Bank, a loan officer must prepare a diploma confirming education and labor, if any.

Requirements for applicants

For some vacancies, employees without higher education and experience are hired, for example, students or schoolchildren for practice. Registration at the place of future work is also not a selection criterion. There is a lengthy selection process before the bank makes a choice.

Mandatory requirements will be:

• Desire to work conscientiously;
• Provision of truthful information (verified by its own security service);
• Compliance of the candidate with the required vacancy.

Try to be as open and confident as possible during the interview. Thanks to this, the nervous tremors in the knees disappear. Provide only relevant facts about yourself.

Prepare for questions about the reasons for leaving your previous job. Show interest in further work and career growth. Carefully study the information about the bank and its fields of activity.

Loan specialist is a demanded profession. Professionals tell how to pass an interview.

Conclusion

Interviews at Home Credit Bank are conducted by experienced recruiters. This is worth considering for candidates. Think in advance not only your own answers, but also the dress code (the bank provides a dress code). Imagine in detail how the conversation with the leader goes, this will help reduce the level of anxiety. Testimonials indicate that your interest and competence will become the main arguments during the selection of candidates.

So, let's start with a good one.

1. Dynamics. The bank is very dynamic. This is noticeable in everything. And even in the absence of a long-term business development strategy. This is definitely a plus if you came to work (I emphasize to WORK, and not to create the appearance of work and drive teas) on interesting and innovative projects, gain experience and knowledge. During my work, I managed to gain very valuable experience, knowledge and skills that I can easily sell on the labor market.

2. People. As elsewhere, people are different, but the Bank has many strong managers and experienced specialists who pull the bank along with them. Most are comfortable to work with and have something to learn from them.

3. Speed. Unlike state-owned organizations and state-owned banks, as well as many other large private banks, if desired, if something is really needed, then this can be achieved / reached, bypassing numerous bureaucratic processes and obstacles.

4. Processes. The Bank has a pretty good change management process. Put on the stream of improvement of internal and client processes. In practice, Lean + 6 Sigma technologies are used, conclusions and lessons are drawn based on the results of the completion of projects.

5. It is possible to formalize a flexible schedule. For example, come at 10 and leave at 19. Well, even if you are a little late, then by agreement with the manager it is quite acceptable.

6. Nice and comfortable office. There are no special delights, but the location is quite convenient. After the IT specialists moved into the neighboring building, it became very spacious.

Now about the bad.

1. Haste.
This is the reverse side of the medal + ca number 1. It is a common practice when in complex projects deliberately unrealistic deadlines are set. This, in turn, leads to a decrease in quality, processing and, as a rule, to a shift in terms, which is extremely painful for the bank's management and is reflected in premiums.

2. Values.
The bank promotes very good corporate values. Honesty, Openness, Responsibility, Partnership, Energy, Customer Focus, etc. And all this taken together should result in the right "attitude". But the bank forgets that there are always two sides to a relationship. I'm talking about the bank-employee relationship. By demanding from employees the correct attitude, corresponding to the values ​​of the bank, the bank forgets about its part of this social and labor contract. How exactly? Read on to point 5!

3. Greed and contractors.
It's okay for a bank to be greedy, but HCFB has an overkill with that. Greed manifests itself in everything. If, when choosing contractors / suppliers, the focus on cost is in most cases justified (especially if something standard is purchased), then when working with contractors, the bank does not try to build partnerships, but tries to "squeeze out" the contractor as much as possible. In the short term, this is a completely justified tactic, but this approach is unlikely to be able to build honest long-term partnerships. But I will not talk much about it, this is already well known to the entire market.

4. Greed and household stuff.
Just wondering how much the bank saves on this? Here are just a few examples:
- By the end of the day, paper towels in the restroom run out (apparently the daily consumption rate is exceeded);
- Semi-compulsory corporate parties at the expense of employees;
- When the savings program was introduced, it was forbidden (!) In Obninsk to charge their phones / tablets from the bank's power grid (they thought it was a joke - it turned out not);
- Cheap equipment for filtering drinking water. To legitimate questions from employees in the new building, regarding the presence of a film on the water from the filters, they officially answered that everything is ok, the water is normal according to the guests - drink to your health!
- Instead of extraordinary prizes for outstanding achievements, "hamsters" are presented. For which you can buy a pen / cup and other nonsense with the HC logo in a special store. For the sake of fairness, it should be noted that someone typed hamsters on a phone, a tablet, and even a car, but this option is available mainly to field salespeople.
Of course, all these are small things, but the general impression is formed from the little things.

5. Greed and employees.
I think the most interesting part for those considering joining the ranks of hamsters Facts, facts and nothing but facts. So:
- Processing on weekdays is not paid. It's about working on languid weekday evenings. In general, nothing surprising. This is a common practice for Russian and not only Russian companies. While at HCFB, how this will (or will not) be compensated will depend on you, your goals and your manager. Usually not compensated in any way. If the leader is adequate, then it is normal practice - if you are late, come the next day later, although Ivan Svitek (head of the board) officially wrote that you need to come on time, no matter what time you left in the evening! A bit unfair after all.
- Exit on the weekend. The practice is different in different blocks. As far as I know, in some divisions of the bank, weekends are paid at double the rate for specialists. But! If you are a manager, the bank has an unspoken rule that employees of a certain category, which include all managers, are compensated for the weekend only with a day off. The legitimate question "why?"
- Prizes. When signing a Job offer, it fixed quite specific compensation conditions, including bonuses that were quite significant in the total part of earnings. This year, the bank unilaterally changed the conditions, cutting the maximum amount of possible premiums by more than a third.
- Layoffs. The bank went through several waves of layoffs. This is a business and this step is correct from the point of view of the market situation. But you can shorten it in different ways. The bank does not claim the image of a foreign employer, and of course there is no talk of 5-6 salaries with reductions, as is practiced in a number of foreign companies.
But the bank gives the set 2 salaries with a big scratch. In case of layoffs, managers need to try as much as possible to persuade employees to write an application of their own free will, and if the employee refuses, send it to HR for an explanatory conversation. But, as far as I know, the one who firmly stood by his legal 2 salary received. The real employees of the bank, due to the next wave of layoffs going on now, should bear this in mind.
- Loyalty bonus. Finally, the most striking manifestations of the values ​​"honesty" and "openness". With key employees, the bank signed an additional. agreement - "loyalty bonus". The bottom line is this: if you work in the bank for 2 years from the date of signing the agreement, then you will be paid a very good bonus. The practice is definitely good and correct. Personally, this carrot motivated me and kept me in difficult moments, which were enough. And one could close our eyes to many little things and huge non-compensated processing.

But there is one caveat. In add. Under the agreement, one of the conditions for paying the bonus was "a positive financial result of the bank". A very vague wording, isn't it? Neither the reporting standard (RAS ?, IFRS ?, GAAP?) Was fixed, nor the period for which this result is measured. And when it came time to pay out the bonus, it turned out to be a very interesting situation. According to RAS (the Russian standard of financial reporting, for those who are not in the know), the bank has a net profit of more than 1 billion rubles for the first half of the year. According to IFRS, it is a deep minus. What do you think the bank was guided by when deciding on the payment of premiums? That's right - IFRS, although it seems like a bank operates in Russia and must adhere to Russian legislation. It turned out extremely ugly in relation to the key employees of the bank.

To all this disgrace, it is important to add the fact that the fact that the prize will not be known to everyone after the fact, after the date X, when this prize was to be paid. Yes, you can somehow understand the motivation of the bank's management in a difficult economic situation and why the decision was made not to pay premiums, and that the bank in general is in the red this year. But this was already clear long before the date X. If they were not going to pay the bonus, then it would be fair to the employees to say this earlier.

Eventually:
1. This review is not intended for HR bank employees. I do not hope that the feedback will be heard by the bank and I do not expect an answer from Galina (or from the one who writes responses to the site for her). And if there is an answer, it is most likely in the style of the fact that I am not a real "hamster", that I do not share the values ​​of the bank, I am a victim, etc. etc. This review is left for employees and prospective applicants.
2. Overall impression - HCFB is an interesting place to work in terms of gaining experience. Good tempering and interesting projects are guaranteed to you melen. But the disadvantages of the bank's "relationship" outweighed the listed advantages. And if you are looking for a foreign company (in terms of HR policy), then HCFB is not suitable for you.
3. Since I still work at the bank, I am writing this review incognito. Judging by the existing reviews on the site, one can expect some kind of meanness from the HCFB upon dismissal. So I finish my second cup of coffee and go to update my resume.

Many students and graduates are afraid of the very process of employment in large corporations, including financial ones. Their fears are well-grounded, but only in the sense that a large bank can allow the selection of only the best applicants, since there are a lot of applications from applicants for the competition. Nevertheless, new personnel come to banks all the time, which means that every capable specialist has a chance to be selected.

It should be noted separately that testing is used everywhere by most large companies in Russia and other CIS countries, and it is better for future graduates to familiarize themselves with such tasks in advance. Intelligence tests are used by companies not directly related to banking or finance. Tests are so far the best objective way to assess the mathematical, analytical skills of applicants, of course, the management of any company wants to "get" new employees showing excellent intellectual abilities.

For selection, interviews and tests are used, and it cannot be said that a certain stage is more difficult or more important, but the most massive dropout occurs through testing. Tests when applying for a job in a bank are taken by everyone, without exception, the only thing that may differ is the level of difficulty. The level depends on the open position for which the applicants apply, that is, the tasks for candidates for the positions of ordinary clerks or top managers will vary in the direction of increasing complexity.

Testing usually takes place immediately after the application and telephone interview. If the candidate normally drew up a resume, filled out a questionnaire, and then answered a few questions from the HR manager by phone, he will definitely be admitted to the testing stage, and a real "struggle" for an open vacancy will already begin there. Western-style tests are now widely used, and they are needed not to create unnecessary obstacles to candidates, but to determine their abilities, and it is not necessary to pass testing in a bank absolutely perfectly, you need to become better than the main group of applicants.

No more than a third of candidates, and most often 20–25% of the total, go to the next stage after the tests. To be successful, you need to pass better than 60–70%, that is, it is not necessary to answer all the questions absolutely exactly, which in principle is difficult to do, but you will have to bypass colleagues. If the group is strong, it will be more difficult to become the best, and vice versa.

Composition of tests

Bank recruitment test consists of an assessment of general aptitude, English language tests and professional tests. If general and professional knowledge is always checked, then English may not be available, depending on the open vacancy.

To test general knowledge, numerical and verbal tests are used that are unfamiliar to untrained people. Professional tests are even less familiar to "outsiders", accounting, legal knowledge, etc. are checked there, it is clear that accountants and lawyers have or should have this knowledge. The English language is checked using tests or essays, and if there are answer options for the first option, then the essay is a small text, but it must be written "from the head", based on a given topic.

More about tests in banks

Bank testing usually starts with numerical and verbal problems. The two blocks are united by one author, most often from SHL, Talent Q or Kenexa. Despite the different creators, the tasks do not differ much, since they meet the same requirement - an objective assessment. The only difference is the dynamic system used by Talent Q and implemented by other manufacturers, and its meaning is that the “smart” program examines each answer of the examiner and, depending on his success, gives the next question more difficult or simpler than the previous one. The advantage of Talent Q is that not a single candidate will be rejected, but everyone will be distributed according to target groups, roughly speaking, someone will hand over to the position of "locksmith", someone - to the position of top manager.

The best helpers for preparation are mock tests, of which there are many on various resources. Free options are usually easier than real assignments, but they are suitable for review. To solve more complex tasks, you can use paid collections, where tasks, answers, and clear explanations are presented.

In recent years, the test when applying for a job at a bank is usually taken remotely, and you can answer even at home, even in an Internet cafe, but prepare better, counting on change in an office where they do not provide calculators or any other help. However, at home it will also not be possible to use the "power" of the Internet: the allocated time is simply not enough for this. The slightest hitch with one question, then panic begins, and the test fails.

Only regular practice will help you train so that neither time limit nor other circumstances will become an obstacle.

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