Independent Banker - April 2023 - 48

1.
REACH OUT BEFORE THE JOB STARTS
Gateway First Bank in Jenks, Okla., starts
the onboarding process even before a
new hire's first day. There's a practical aspect: If
someone accepts a job offer but doesn't hear from an
employer again for a couple weeks, they may explore
other job opportunities, says Kari Bowman, director,
learning and development of the $2 billion-asset
community bank.
" The moment they accept an offer, we want to start
sharing with them who we are as an organization,
what we value the most, what our culture is like and
what they can expect on day one, " Bowman says. " We
really start engaging them and integrating them into
our culture and getting them pumped up for their
new position. "
Simple gestures can help new hires quickly feel
like they're a member of the team. Central Valley
Community Bank (CVCB), a $2.4 billion-asset
institution in Fresno, Calif., mails new employees a
welcome card signed by its team members.
Midwest Bank in Norfolk, Neb., sends a welcome
box with branded swag like a T-shirt, water bottle,
notebook and pens. " Every new employee we've
had always mentions when they come on board,
'Wow, we really appreciated that gift we got in the
mail,' " says Sue Bachman, senior vice president and
human resources manager at the $993 million-asset
community bank.
The bank also lets new hires know what to expect
during their initial days at work. " Each day is mapped
out of who they'll be with and where they'll be for
those first couple weeks, " Bachman says.
2.
OFFER A WARM
WELCOME
A tried-and-true way an
organization can make employees feel
embraced is to take them out to lunch,
but banks can go even further.
New employees at Midwest Bank meet
with HR executives on their first day to
pick their benefits. " We go through it
with them and explain things, " says Amy
Schroeter, the bank's vice president and
HR. " We've had a lot of employees tell
us that they've never had a personalized
touch like that. "
One way CVCB makes new
team members feel welcome is by
demonstrating that it has diligently
prepared for their arrival. The bank
shares a " preboarding checklist " with the
new employee's manager, for example,
and focuses on tasks like preparing
their position-specific training, printing
business cards, putting a nameplate
on their workstation and ensuring the
workspace is ready for them on day one.
CVCB also assigns a " team buddy " so
new hires " have a direct work connection
from day one, " says Dawn Cagle, EVP,
chief human resources officer.
48 // ICBA Independent Banker // April 2023
" The moment they accept
an offer, we want to start
sharing with them who we
are as an organization, what
we value the most, what our
culture is like and what they
can expect on day one. "
-Kari Bowman, Gateway First Bank

Independent Banker - April 2023

Table of Contents for the Digital Edition of Independent Banker - April 2023

Independent Banker - April 2023 - Cover1
Independent Banker - April 2023 - Cover2
Independent Banker - April 2023 - 1
Independent Banker - April 2023 - 2
Independent Banker - April 2023 - 3
Independent Banker - April 2023 - 4
Independent Banker - April 2023 - 5
Independent Banker - April 2023 - 6
Independent Banker - April 2023 - 7
Independent Banker - April 2023 - 8
Independent Banker - April 2023 - 9
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Independent Banker - April 2023 - 11
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Independent Banker - April 2023 - 23
Independent Banker - April 2023 - 24
Independent Banker - April 2023 - 24A
Independent Banker - April 2023 - 24B
Independent Banker - April 2023 - 25
Independent Banker - April 2023 - 26
Independent Banker - April 2023 - 27
Independent Banker - April 2023 - 28
Independent Banker - April 2023 - 29
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Independent Banker - April 2023 - Cover3
Independent Banker - April 2023 - Cover4
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