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Maintain compliance with all applicable bank, broker/dealer, State and Federal regulations associated with the sale of investment and insurance products including Santander Policy Statement governing the sale of uninsured products.
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Organization: Santander Bank N.A. Santander is an equal opportunity employer. Organization: Santander Bank N.A. Relationship Banker, Doylestown, PACountry: United States of AmericaUSA Job Family Description: Identifies and pursues new sales prospects within existing or untapped markets.
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Completion of all assigned training (Compliance, Bank Secrecy Act, Audit, Code of Conduct, etc.) Data Strategy Tech Lead - Santander Digital Services page is loaded. Data Strategy Tech Lead - Santander Digital ServicesCountry: Spain.
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Masters of Science (MS) English Primary Location: Santander Consumer, TX, SCUSRemote Office Other Locations: Pennsylvania-Philadelphia Organization: Santander Bank N.A. At Santander, we value and respect differences in our workforce and strive to increase the diversity of our teams.
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Provide active mentoring and coaching to all Licensed Bank Employees (LBEs) assigned within your branch territory. When appropriate, provide leads to branch personnel for the sale of other bank products and services such as deposit accounts and loans.
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Maintain required professional training and license requirements, including knowledge of FINRA compliance, FDIC compliance, the Bank's uninsured Products Policy Statement and all applicable state and federal regulations.
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We’re backed by leading financial institutions and blockchain investors, including Morgan Stanley, Blockchain Capital, MUFG, Sumitomo Mitsui Trust Bank, Sony Finance, Banco Santander, and Coinbase.
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Diversity & EEO Statements: At Santander, we value and respect differences in our workforce and strive to increase the diversity of our teams. MDM experience, Intune preferred. Video Conferencing (Cisco Webex, Zoom, Microsoft Teams.
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Superior knowledge of financial analysis, risk evaluation, loan documentation. Degrees such as an MBA, CFP, CHLU or CHFC preferred. Occasional moving and lifting equipment and furniture is required to support onsite and offsite meeting setup and teardown.
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Gathers market intelligence, generates leads, and develops proposals/campaigns to garner new business, ensuring a consistent flow of new revenues to the company. Financial Advisor, Hershey/Harrisburg, PA Area.
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Financial Advisor, Chelmsford, MA/Nashua, NH AreaCountry: United States of America. FINRA licenses 7 and 66, or 7 and 63 and 65 as well as appropriate state insurance licenses required. Financial Advisor, Chelmsford, MA/Nashua, NH Area page is loaded.
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Licenses/Certifications: FINRA licenses 7 and 66, or 7 and 63 and 65 as well as appropriate state insurance licenses required. Develop and execute quarterly business development plans in accordance with sales management's objectives surrounding the marketing and promotion of investment products and services.
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The Santander Effect. Ability of using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems. Strong relationship management and negotiation skills.
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Financial Advisor, Edison, NJCountry: United States of America. Financial Advisor, Edison, NJ page is loaded. Financial Advisor, Edison, NJ. Achieve and exceed both individual and branch related sales and revenue goals as defined on a quarterly basis.
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5+ years of work experience providing investment guidance and advice to clients. Financial Advisor, NY, NY. Strong social orientation, preferring to work with others rather than alone, and being personally connected with others on the job.
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Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.