Tellers at banks and credit unions are entrusted with the most important part of a financial institution’s customer service initiatives. They interact with customers, perform basic computational tasks, and explain bank policies to customers. On a day-to-day basis, tellers’ duties include cashing checks, issuing withdrawals, exchanging different types of currency, and explaining financial products to interested clients. They also need to be vigilant and educated about fraud, ensuring that bills are not counterfeit and coordinating with security when necessary. The ideal teller needs to be friendly and professional and preferably have a calm, patient demeanor. A high school diploma, along with some basic on-the-job training, is the norm for these positions.
Generally, the most important qualities that banks and credit unions look for when hiring tellers are basic math and verbal skills, interpersonal skills, and attention to detail. Pre-employment testing can help ensure that tellers have the right skills and personality traits. And because high turnover is often the leading challenge when hiring tellers, pre-employment tests can dramatically reduce teller turnover by finding the right fit for the job. (Read our whitepaper to learn more about how pre-hire tests can help you reduce teller turnover.)
Assessments for Bank Tellers
Banks and credit unions using Criteria Corp’s tests to screen applicants for teller positions usually rely on two tests, the Criteria Basic Skills Test (CBST) and the Employee Personality Profile (EPP). The CBST measures basic job readiness skills such as math and verbal ability, and attention to detail. The CBST also includes a suggested minimum score for tellers. The EPP is a personality test that measures twelve behavioral traits and also features a job fit benchmark for tellers, based on specific traits that have been statistically linked to performance and retention for bank tellers. These tests have been shown to be significantly more accurate predictors of performance for bank tellers than traditional selection tools such like resumes and unstructured interviews.
Source: U.S. Department of Labor