I want to ask some questions about the most basic work in the financial industry.

"It is a fact that Shanghai's financial industry lacks senior talents, but in fact, there is a shortage of low-end talents." A person in charge of a human resources service agency said. A phenomenon that cannot be ignored is that it is increasingly difficult to recruit and retain middle and low-end jobs in the financial industry.

Recruitment dilemma

Some middle and low-end jobs have gone out without progress.

In recent years, foreign banks in Shanghai have been expanding. A foreign bank plans to open two outlets this year. It thought it was easy to recruit people with international symbols, but after visiting the market, it was found that even grass-roots posts could not be recruited. Finally, we can only turn to talent service agencies to recruit employees from other banks.

Due to various reasons, it is difficult to recruit middle and low-grade jobs in the financial industry, and some jobs are already embarrassing.

Alice is a gifted student in the Economics Department of Nankai University. After graduation, she was assigned to Kerry Center Branch of a state-owned bank in Shanghai. According to the requirements of banks, new employees usually have to stand at the counter of branches for three years. For post-80s employees like Alice, it is obviously unbearable to stand the test of three years, and it didn't take long to jump to a foreign-funded institution in the same building.

A person in charge of a human resources service agency said: "Many middle-and low-end employees are unwilling to engage in the financial industry after leaving their jobs, but choose to completely break up with the financial industry. This is the most helpless ending."

cause analysis

More than 80% of low-end jobs are dispatched workers.

What are the main reasons why it is difficult to recruit middle and low-end jobs? The reporter conducted an industry survey and interview.

Reason 1: The low-end jobs have low basic salary and high performance pressure.

Fund managers, actuaries, investment directors, these hot high-paying classes, so that the financial industry has always been regarded as a veritable high-paying industry. In fact, at the bottom of the industry pyramid, hundreds of thousands of grass-roots staff make silent contributions under the aura every day.

According to industry analysts, the low-end work in the financial industry mainly focuses on "sales" and "after-sales service": including credit card sales, insurance sales, securities brokers and Call centers (call

Center) wiring personnel, etc.

Among them, the current situation of sales positions is: low basic salary, low commission, high work intensity and great pressure. In order to promote products quickly, financial institutions have not set a high threshold for personnel selection, and the quality of employees is uneven. More often, financial salespeople are more "selling" products than dealing with consumers from the perspective of a financial "consultant"; On the other hand, compared with developed countries, China consumers' acceptance of financial products and consumption concept are still relatively backward. Take insurance as an example, most people will be more exclusive to insurance salesmen. The above reasons make the sales staff have great performance pressure and low social recognition.

After-sales service jobs mostly exist in the form of call centers, and the reasons for the high turnover rate of such employees are more intuitive: the working environment is depressed (closed space), the work intensity is high, the treatment is not high, and the management is strict, so it is difficult for individuals to have better career development opportunities.

Reason 2: The dispatched employees have low sense of belonging and high turnover rate.

In a higher vocational college in Shanghai, dozens of students majoring in finance are employed by several foreign banks every year, which once made the principal very proud. But these students are actually dispatched workers, who are sent to banks by third-party human resources service agencies to do the most basic reception work.

According to industry insiders, more than 85% of the low-end jobs in the above-mentioned financial industry are dispatched, which has become an industry practice. For financial institutions, these positions have a large staff base, frequent personnel turnover, and the dispatching method does not occupy the establishment, which also saves complicated personnel management affairs. However, the existence of different treatments such as different pay for equal work makes the dispatched employees generally have a weak sense of belonging, which leads to great difficulty in recruitment and high mobility.

Compared with the low-end positions mentioned above, the stability of employees in the middle-end positions is relatively better. Zhu Ning, Marketing Director of Ren Shida (China), analyzed that mid-range jobs generally refer to jobs with a monthly salary of more than 3,000 yuan, and the counter staff of major banks basically belong to this category. Although the treatment of these counter dispatchers is slightly different from that of regular employees, on the whole, such positions are still longed for by freshmen; The middle-end positions in insurance are mostly service positions (such as underwriting and claims settlement). ) and senior investment and financial advisers, the situation of such positions is similar to that of bank counters. The turnover rate is not high, there are more female employees, and the job demand has maintained a relatively stable growth.

Career guidance

Adjust expectations for further research.

In view of the employment status of low-end jobs in the financial industry, Zhu Ning suggested that, on the one hand, employees including college students should adjust their expectations.

"Many college students are determined to work in the financial industry, but when I asked them if they were willing to start at the grassroots level, almost no one could accept it. They are eager to invest in financial institutions such as banks or private equity investments. " Zhu Ning said. "In fact, low-end service jobs are a suitable entry point for ordinary non-financial college students. Only through the practical accumulation of these positions can we move towards a higher level of professional posts. "

On the other hand, for many financial practitioners at the bottom of the pyramid, continuing education may be an important way to change their careers.

Helen is a liberal arts graduate from Shanghai University, and her writing is very good. But this kind of education is not dominant in a strong banking system. Helen decided to make up for her lack of finance in her spare time. After studying hard at Shanghai University of Finance and Economics for two years, she finally got a master's degree in on-the-job finance and was transferred from the counter position in the branch to the head office as the secretary of the president.

Xu Yi is the assistant manager of the sales department of Changning Sub-branch of a state-owned bank. He worked in a bank for six years. In September 2008, he was admitted to Shanghai Institute of Advanced Finance of Shanghai Jiaotong University to study for an MBA in finance. Xu Yi said: "For a bank employee who graduated from non-financial major, the lack of financial professional knowledge will eventually become the bottleneck of his career development. Going back to the university to further study finance can help me refine my career orientation in the financial industry, cultivate a keen mind on financial events and products, and gradually expand the spread radius in the financial industry, which is of great help to my career development. "

According to insiders, there is a big income gap between employees in many financial institutions, especially state-owned enterprises. Even in the same position, due to different forms of employment, there will be great differences in salary, resulting in a situation of "those who have high salaries have them, and those who have enough food and clothing have them". Therefore, in the middle and low-end positions, financial institutions need to improve salary and benefits, strengthen the construction of employees' sense of belonging, broaden employees' career development channels and enhance their attractiveness to employees.

First, define a concept. According to the new regulations of the CSRC, people who have been engaged in investment consulting in securities companies for two years can apply for securities business qualifications at the same time. There are two kinds of investment consulting qualifications, namely, securities investment consulting business (investment consultant) (working in various business departments) and securities investment consulting business (analyst) (working in the R&D department of brokerage headquarters). I think the analyst you mentioned may be an analyst who is doing research at the headquarters of a securities firm and can participate in the selection of new wealth.

1, it is impossible to enter the R&D department of a securities company after graduation. Postgraduate entrance examination is necessary, and doctoral degree is better. The research and development of securities firms prefer compound talents with undergraduate background in science and engineering and graduate students majoring in economics and finance. It is best for all undergraduate graduate schools to be 2 1 1, or for science and engineering students to finish their doctoral studies. It is important to have internship experience in other brokerage research institutes. Qualification is pure chicken ribs, just a threshold, and it is useless when you go in. CFA and CPA certificates are very useful for industry research.

If you enter the graduate school, you must be an assistant researcher first.

3. There are two career paths for researchers in the brokerage research institute. One is the career path, that is, assistant researcher-researcher-chief researcher-senior researcher-director of R&D. The second is the investment path, namely assistant researcher-researcher-assistant fund manager-fund manager.

4. Beijing, Shanghai and Guangzhou will do. Beijing and Shanghai are the majority, and the fund headquarters used to be in Shenzhen, but now it is transferred to Beijing.

I don't know which one is more suitable for you.

6. If you are an undergraduate, an investment consultant in the sales department of a big brokerage firm is definitely not enough. There may be hope to be an investment in the business department of a small and medium-sized brokerage firm. Of course, the biggest possibility is to be an account manager, which is boring. If it is an investment, it also depends on personal ability and network resources. As an undergraduate, it is very difficult to buy a car and a house in Beijing within five years.

7. The annual salary is not as scary as you think. The bonus is large, so it depends on the secondary market and your own ability development.

8. The analysts in the institute are not high-risk and high-reward. Because it only recommends stocks to institutional investors, and it is mainly based on fundamental value investment, it basically does not take risks. If you want high returns, you must work hard and get on the new wealth list. The annual salary of 654.38+00,000 is not uncommon.