Sharp suit? Winning smile? Graduated from a prestigious school? It still might not be enough to score a job at a top bank if your neural waves look suspicious.
Prospective jobseekers are (presumably willingly) stuck with scanners and then played a series of videos and images. A readout based on students’ cerebral responses gives them a description of their personality type and suggests an area of the bank’s operations that might be a good fit.
Patrick Eltridge, RBS Chief Information Officer, told Bloomberg, that the use of “gamification and online simulation” both gave the bank a new tool for evaluating applicants and also provided graduates with valuable feedback.
The gambit reflects a broader drive among banks to persuade talented graduates—and especially those with a background in tech—to work for them, as opposed to joining startups.
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The increased prevalence of mobile banking, shifting customer demographics, and diverse cyber-hacking threats have spiked demand for talented technology graduates across the banking sector. Over the past two years Deutsche Bank (db) has doubled the size of its graduate pool; JP Morgan & Chase (jpyyl) also recently ramped up its hiring of technology staff.
“The majority of the technology graduates we want to bring in are people with a focus on software engineering,” Scott Marcar, Deutsche Bank’s IT boss in London told Bloomberg.