Lammin Säästöpankki serves its customers through a multichannel network and in six different branches in Kanta-Häme and Central Uusimaa. Local operations are strongly involved in the bank’s operations, and the bank’s aim is to promote the well-being of its staff, customers and the entire business area in a flexible, efficient and responsible manner.
The cooperation between Lammin Säästöpankki and Avila started in the autumn of 2021 when Lämmin Säästöpankki was looking for an expert for the role of Corporate Banker. A successfully implemented project, effective interaction and understanding of Lammin säästöpankki’s operating practices and corporate culture have created a basis for a well-functioning cooperation. Common direct search projects have continued over the past few years, including recruitment of Communications Manager and Investment Manager, for example.
“Avila’s leadership in recruitments have kept cooperation efficient and easy”, Says Paula Suvanto, HR director of Lammin Säästöpankki. “Direct search serves as a strategic tool to ensure a faster recruitment process, while at the same time our time can be used more efficiently for different business needs,” adds Suvanto.
This year, the company aims to strengthen its teams with new experts, especially in the Helsinki region, and also recruit for completely new roles around the branches. Finance and banking roles recruited through direct search generally require deep expertise and direct search helps to identify candidates with just the right experience.
“The direct search is an effective way for us to reach out to experts who are not active job seekers in the labour market”, says Katja Korsinkin, Communications Manager at Lammin Säästöpankki.
The company’s own values are reflected in the recruitment partner’s work
Lammin säästöpankki’s operations and communications convey a clear set of values, and one of the main criteria when choosing a recruitment partner is that the same values are reflected in the partners operations.
“Our bank has very clear values that are strongly present in our daily operations. Fluency, expertise, well-being, confidentiality, and customer focus must also be reflected in the activities of our recruitment partners, as in a direct search our partner widely represents us, says Suvanto.
The importance of shared values is therefore particulary emphasized in candidate communication. In addition, an open, ongoing and reciprocal dialogue between Avila and candidates is essential for a successful employer image and candidate experience.
Katja Korsinkin, communications manager at Lammin Säästöpankki, has experienced Avila’s communications and recruitment processes from both, candidate and client perspective. Korsinkin was selected for her current role in spring 2022 through Avila’s direct search process.
“Candidate experience is very important to us. My own process was good in every aspect, as I was given a lot of information about the company and the role description right from the start, and the recruitment consultant did her best to introduce the company and get me interested in the role. In addition, Avila’s recruitment consultant was accessible at all times, and I was able to ask any questions that arose during the process”, recalls Korsinkin.
Psychological assessments have deepened the effectiveness of cooperation between the companies.
Collaboration with Avila and Lammin säästöpankki has also deepened through the provision of psychological assessments. “We have particularly liked Avila’s psychological aptitude assessments. During the process, we get the feeling that Avila’s psychologists are genuinely interested in understanding what we are looking for in each role and what the important criteria are for success in the role”, says Suvanto.
Minna Utriainen, assessment psychologist at Avila, explains how defining criteria is crucial to the success of the assessment. “Avila’s psychological assessment always starts with a criteria-setting meeting, where the assessing psychologist discusses the role and the conditions for success in it with the client. This gives us first-hand information about the kind of person the client is looking for the role in question”, says Utriainen.
After the assessment, the process also includes a debriefing session to support the recruitment decision and the management and onboarding of the selected employee. For Suvanto, the expertice of Avila’s assessment psychologists has been clearly demonstrated in the debriefing session: “I also found the debriefing session very meaningful, as Avila’s assessment psychologist did very well at leading an interactive discussion. I felt that there was genuine reflection and a willingness to answer also to difficult questions as comprehensively as possible.”
Avila thanks Lammin Säästöpankki for the partnership, cooperation and trust.
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