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What Are the Different Types of Banking Career Objectives?

An individual's banking career objectives are based on the person's experience.
Sharing career objectives with a supervisor can help an employee earn a promotion.
The drive-thru at a bank. Tellers, including those who work the drive-thru, make up the largest number of retail banking jobs.
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  • Written By: B. Miller
  • Edited By: Andrew Jones
  • Last Modified Date: 09 August 2014
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There are a number of reasons to develop banking career objectives; people already starting their careers might want to set goals for themselves, while those applying for jobs might want to include objectives on their resume to demonstrate they are serious about their potential careers. The key to developing good banking career objectives is to strive for success and a challenge without making it outlandish and ridiculous based on existing education and experience. A person might set an objective to become a successful investment banker with a certain number of clients, for instance, while another might set an objective to be promoted from an entry-level position to that of a lending officer or supervisor.

The different types of banking career objectives are entirely based on an individual's education, experience, and eventual career goals. For instance, those interested in financial advising or investments will have very different career objectives than those more interested in the business management side of things, or even in information technology. When developing career objectives, it is a good idea to think realistically about these various factors and consider what exactly would need to happen in order to successfully meet each objective. This might help to narrow them down and rule out impossible ideas.

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Some people will develop banking career objectives for careers they already have. They might decide they want to get promoted into an upper-level position, improve their sales abilities and reach a certain sales goal, or similar objectives specific to their existing position. These people might keep these goals to themselves, or they may discuss it with their immediate supervisors or managers. Sharing career objectives like this can be a great way to make them happen, since many managers will be more than willing to start giving an individual extra responsibility once he or she expresses interest in learning more. Moreover, during annual reviews, employees are often directly asked about their short term and long term career goals.

Other banking career objectives may be developed as part of a job application process, and will often be included in a resume. An individual might decide that he or she wants to work for a bank with more prestige, in a job where there is room for growth, or where investments are the focus of the job. Others will want to clarify their management goals, and make it clear from the application that they are most interested in leadership roles. There is really no wrong way to develop banking career objectives, but they should be related to the job for which an individual is applying, and should always emphasize the development of the organization too, not just personal career development.

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