Selective Recruitment
The Bank uses rigorous recruitment processes and systems to ensure that not only the best possible candidates are employed, but the processes also ensure that the selected candidates will grow to make optimal and mature contributions to the culture of the Bank. The recruitment processes promote diversity, while at the same time protect the organizational culture of the Bank against possible undesirable external influences and negative characters, such as narcissists, sociopaths, machiavellism and others.
Furthermore, the recruitment processes are transparent and balanced. On the one hand there is a selection committee to evaluate candidates on various issues of work and performance, while on the other, there are processes and assessments that determine their potential for the job. Future contributions to creating an ideal organisation within the Bank are development and implementation skills; people skills; and problem-solving skills.
Only when the results of the various processes balance (which also include a probation period of six months, psychometric testing and a vetting process), is the best candidate permanently employed, groomed, developed and promoted in the mandated and core competencies of the Bank.