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RAPPORT

Investment banking

Capitalizing on talent

To attract the future and retain workforve investment banks need to reimagine their talent strategies
Investment banks have long used lucrative compensation packages and the prestige of the industry to lure top talent. But with structural and regulatory changes in the industry, as well as the ongoing evolution of workforce expectations, these levers are not as powerful as they once were.

New era for investment banks 
Investment banks are facing tough times. Since their short-lived rebound following the nancial crisis, revenues have fallen sharply. So have the volume and margin of most investment banking products. At the same time, regulatory changes have driven compliance costs and capital requirements higher, making it harder for them to achieve pro tability. Cost containment is, and will likely continue to be, a priority.

The new talent frontier 
Investment banks will need to attract and retain the best and brightest if they want to compete in the years ahead. Yet, many executives struggle with how to do this in an environment characterized by change.

The human touch
Digital is making investment banks more, not less, reliant on human skills. As new technologies automate routine tasks, workers will have more time to focus on customers. In fact, automation and self-service trading are clearing the way for new roles in areas such as service integration, cloud management, relationship management, product development and risk management. These roles, which are largely focused on satisfying customers’ needs, will require uniquely human skills like critical thinking, empathy and complex problem solving.

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