Loan Officer Recruitment & Orientation Manual SPTF AMG Mexico City, June 2017

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Raymond Mosley
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1 Loan Officer Recruitment & Orientation Manual SPTF AMG Mexico City, June 2017

2 LORO GOAL To maintain a continuous pipeline of high-potential, fully-trained LOAN OFFICERS who can quickly fill open positions, and who will be long-term employees VISIONFUND INTERNATIONAL WORLD VISION 2

3 LORO BENEFITS 1. Identify skills & competencies specific to the job, which results in Reduced turnover Higher productivity 2. LOs in position when & where needed 3. Reduce burden on other staff covering open positions & temporary absences 4. Recruit in batches through assessment days Quick, Efficient, and Fun VISIONFUND INTERNATIONAL WORLD VISION 3

4 VISIONFUND LOAN OFFICER PROFIL Numeracy Literacy Context experience Dedication Tenacity Commitment to m/f Client skills Sales skills Compute ratios; understand trends Write a loan application Agriculture, commerce, rural, etc. Loyal to VF, colleagues, clients Solve problems; repetitive tasks Past experience, driven Communication, empathy Identify opportunity, entrepreneur VISIONFUND INTERNATIONAL WORLD VISION 4

5 VISIONFUND LOAN OFFICER PROFIL Negotiation skills Public speaking Credibility Able/willing for field work Christian commitment Prior work as trader, quick Prior experience, convincing Clients trust and believe in LO Work with clients everyday Attends church regularly, and/ or agrees with VF values All context-specific All verified in LORO assessments & tests VISIONFUND INTERNATIONAL WORLD VISION 5

6 EXAMPLE OF STAFF REQUIREMENTS Total LOAN OFFICERS today 300 Replacement due to 30% turnover 90 FO needed for operational targets* 350 Total FO to hire for growth 50 TOTAL TO HIRE by X date* 140 * Account for time needed for new staff to reach full capacity VISIONFUND INTERNATIONAL WORLD VISION 6

7 LORO PROCESS FLOW (1) Approved Business Plan As submitted to VFI CEO accountable Approved Workforce and Capacity Building Plan Re-validated before recruitment Credit Manual training dates fixed HR accountable VISIONFUND INTERNATIONAL WORLD VISION 7

8 LORO PROCESS FLOW (2) Source LO Applicants Continuous process Word of mouth Posters in branches, in community Formal advertisements (radio, etc.) HR and Branch Managers accountable Assessment Day in Branch Region No or little screening before this day Located in regions of operations Highly organised All tools and guidelines available Branch Manager accountable; HR supports VISIONFUND INTERNATIONAL WORLD VISION 8

9 POSTER VISIONFUND INTERNATIONAL WORLD VISION 9

10 LORO PROCESS FLOW (3) (preparation) Informal Evaluation Candidates are observed are they o Chatty, friendly, open o What impression do they give Numeracy Test Essential first screening Scored pass or fail immediately Those that pass may progress VISIONFUND INTERNATIONAL WORLD VISION 10

11 VISIONFUND INTERNATIONAL WORLD VISION 11

12 VISIONFUND INTERNATIONAL WORLD VISION 12

13 LORO PROCESS FLOW (4) Application Form Test for literacy Timed Proof of ID and any qualification Evaluated immediately If satisfactory, applicant may progress People-Skills Exercise Presentation exercise Evaluated immediately If satisfactory, applicant may progress VISIONFUND INTERNATIONAL WORLD VISION 13

14 VISIONFUND INTERNATIONAL WORLD VISION 14

15 VISIONFUND INTERNATIONAL WORLD VISION 15

16 PROCESS FLOW (5) Interview Hiring manager + 2 if possible 15 minutes Standard questions Immediate decision to hire as Trainee Branch Manager has final decision On-Board Trainee Voluntary position; minimal formalities Basic orientation Paid a per diem (or as regulated) Can be dismissed at any time More Trainees taken on than needed in Workforce Plan VISIONFUND INTERNATIONAL WORLD VISION 16

17 VISIONFUND INTERNATIONAL WORLD VISION 17

18 PROCESS FLOW (6) On-the-Job Training 3 months (approximately) Trainee assigned to lead Mentor OTJ structured around Learning Book Focus on customer service Must achieve performance targets Branch Manager is accountable Can be let go anytime Formal Credit Manual Training Based in HO or regions Must pass each module to have contract VISIONFUND INTERNATIONAL WORLD VISION 18

19 KENYA ASSESSMENT DAYS NAKURU MWALA Number of applicants Age range Proportion female & male 37% & 63% 46% & 54% Numeracy test passed Literacy text passed Presentation passed Interview passed Selected as Trainees 7 8 Number staff involved VISIONFUND INTERNATIONAL WORLD VISION 19

20 WHAT IS INCLUDED IN THE LORO 38-page manual for HR and head of Operations Recruitment best-practices Sourcing local staff Analysis of required skills and competencies Instructions on how to prepare for & conduct an assessment day Explanation of all tools used in the assessment day Overview of on-boarding process Training guidelines for on-the-job training with learning tools Overview of continuous assessment Overview of hiring the qualified trainee VISIONFUND INTERNATIONAL WORLD VISION 20

21 APPENDICES VISIONFUND INTERNATIONAL WORLD VISION 21

22 LYDIA VISIONFUND INTERNATIONAL WORLD VISION 22

23 CONTACTS For a link to the Loan Officer Recruitment and Orientation Manual contact kyle_fryling@wvi.org johanna_ryan@wvi.org VISIONFUND INTERNATIONAL WORLD VISION 23

24 THIS IS OUR MISSION

JOB DESCRIPTION. Centenary Project Area Co-ordinator. Sheffield Diocesan Board of Finance. Centenary Project Manager

JOB DESCRIPTION. Centenary Project Area Co-ordinator. Sheffield Diocesan Board of Finance. Centenary Project Manager JOB DESCRIPTION TITLE EMPLOYER RESPONSIBLE TO Centenary Project Area Co-ordinator Sheffield Diocesan Board of Finance Centenary Project Manager PURPOSE OF THE ROLE Working with the Centenary Project Manager