Psychological test at Home Credit Bank. What banks are trying to find out from clients using psychological tests

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More and more HR specialists are using testing when selecting candidates. Therefore, psychological or specialized tests when applying for a job in a bank have become the norm. It will be useful for both applicants and HR managers to know what tests exist for candidates and how they are carried out at the bank.

For the HR manager, all candidates, if they formally match the position, are the same. The use of such a tool as professional testing during admission will make it possible to single out from the general mass those who master theory and practice better than others.

A mandatory ethical consideration is confidentiality when obtaining test results. This information is conveyed only to persons who are directly involved in the selection of candidates for a particular position:

• HR manager
• immediate superior,
• head of the company.

Test results are stored in the HR department.

However, testing can never replace live communication with a candidate. The use of tests is only an auxiliary tool. Therefore, it is impossible to make a clear decision about whether an applicant is suitable based on test results, even if several tests have been conducted. A relevant question here is: what questions are asked when applying for a job at a bank? What areas are the HR manager interested in when assessing a candidate?

For an objective assessment, the specialist studies:

• biographical information of the candidate,
• his work experience,
• knowledge,
• skills,
• motivation,
• plans.

Only a comprehensive assessment of the candidate allows one to draw more or less objective conclusions about him as an individual and a specialist.

Testing can be organized:

• orally,
• on paper,
• using automated computer programs.

As a rule, the head of the department and the personnel manager take part in the development of tests. When purchasing automated programs, the tasks are already generated and ready for use. Some programs allow you to make adjustments and enter additional questions.

An important advantage of computer programs is the automated method of processing information. When testing on paper, on the contrary, it will take time to process the results. When using a combined method, the HR manager must record all the results independently and immediately determine how well the applicant answered the questions.

The testing procedure is quite simple. Before the start of testing, a company specialist distributes all necessary stationery to candidates. He also gives oral explanations about the technical side of this issue. This is necessary in order to avoid misunderstandings during testing.

A certain amount of time is allotted for completion. After testing is completed, the company specialist collects the results and begins processing. Based on the data received, he selects some candidates for interviews.

Preparing for pre-employment testing

Classification of tests

When assessing a candidate, the HR manager has two main goals:

• determine the candidate’s suitability for the position for which he is being considered;
• predict how effectively a given candidate will work in the organization after being hired.

Tests help you get answers to these questions. The choice of task directly depends on the techniques that are used in a particular case. The most popular ones when applying for a job in a bank are:

• professional;
• psychological;
• brain teaser.

Professional assignments contain questions within the scope of the position for which the employee is applying. For example, for a cashier, tests are compiled on knowledge of the Central Bank’s instructions on cash management and the peculiarities of working with banknotes and precious coins, for knowledge of instructions on working with loans for individuals and legal entities etc. The use of such tests will allow the HR manager to select candidates who really have the right level knowledge.

Psychological tests when applying for a job at a bank are also not uncommon. They allow you to maximize the personal qualities of a future employee, as well as predict his behavior in a given situation. One of the most common are situational tests. A certain critical situation is described to the candidate, in which he must quickly navigate and describe his actions. There are no options or correct answers in such tests. How successfully the applicant completed the task is determined only by what is valuable and important in a given situation for the company, what values ​​prevail and are encouraged in it.

Logic tasks are no less widely used when applying for a job in a bank. The candidate is asked to analyze solutions to logical paradoxes. Such tasks clearly show the candidate’s train of thought and reasoning, as well as the speed of his thinking. Based on the test results, the HR manager assesses the candidate’s analytical abilities, his speed of thinking and ability to make the right decisions in complex and extreme situations.

A variety of tests used in banks when selecting candidates

There are a huge number of different tests freely available on the Internet. Therefore, you should not be too lazy to go through them. The training will somewhat improve your abilities, and therefore you will be able to pass psychological tests for bank employees more successfully. However, there are a number of circumstances at play here. How well you pass the test largely depends on:

• quantity and quality of training;
• having experience in passing such tests;
• availability of motivation to pass this test;
• self-confidence.

Of course, the initial level of knowledge plays the greatest role here, and training the day before can only slightly get you into shape. Therefore, you should not have sleepless nights before meeting with a bank manager. Immediately before testing, the most important thing is proper rest and the right psychological attitude.

Training to pass tests is a long process, which can begin a week or even a month before testing. At the same time, a person checks himself: if he really needs this or that job, he finds the strength to seriously prepare.

Thus, testing is one of the tools that helps the HR manager cope with a large flow of candidates. This is the screening out of those who do not possess a minimum set of knowledge or do not have the necessary personal qualities.

Tests can be used not only for initial selection, but also between certain stages of the interview. However, whichever test you choose, the main thing is to compose it correctly and give the candidate the most objective assessment possible.

Below are questions and answers from Home Credit Bank regarding employment at the bank. What documents and professional skills are needed, etc...

This article is a must read if you want to start a career at Home Bank.

What does it take to get a job in your company?

The main thing that is necessary is to have a desire, since the employees of our Bank are people interested in applying their professional skills, in realizing their own skills, aimed at development. If you have these qualities, send us your resume.

I want to work for you. Where to begin?

Select the vacancy you are interested in and fill out the application form and send it to us. If you haven’t found what interests you, you can go to the “ Feedback» Fill out a form with information about yourself, and we will find a suitable vacancy for you.

Do you hire full-time university students?

Yes, we employ students from various universities. We encourage the desire for development, therefore, for starting vacancies, the presence of unfinished higher education acceptable. For many of these vacancies, special work schedules have been created that allow you to successfully combine work with study.

Do you accept foreigners?

Yes. It doesn’t matter what city you live in, we accept candidates who have permanent registration in any city in the Russian Federation.

Is special higher education required?

Some vacancies require this, but if you are still studying, we have vacancies with convenient schedules that do not require a completed higher education.

Are there social guarantees?

Yes. All our permanent employees have an indefinite employment contract. It contains the complete package social guarantees provided for by the Labor Code of the Russian Federation - paid vacations, sick leave, etc. Plus to this - medical insurance And preferential terms lending for many types of products for employees whose probationary period has been completed.

Is career growth possible in your company? What does that require?

Yes, it's possible. When recruiting personnel, we first of all turn to existing employees of the Bank. Career growth is a rather complex and multifaceted process, but the Bank has all the necessary conditions for it.

At what age can you start working for you?

Our Bank has a program under which during the summer holidays we hire schoolchildren aged 16 to 18 years on a part-time basis. According to the labor legislation of the Russian Federation, we accept for permanent work from 18 years of age.

I sent my profile to you. How long should I wait for an answer?

All applications that come to us are reviewed by recruitment specialists within 1 business day. If the Bank is currently unable to offer you a vacancy, your profile is stored in our resume database. As soon as a suitable vacancy becomes available, we will contact you immediately.

How long is a working day?

Different vacancies have different schedules with different working hours. You can choose the schedule that suits you. In general, the number of working hours complies with the norms of the labor legislation of the Russian Federation.

Is it possible to do a summer internship in your company?

Yes, and even necessary. Any internship is a great opportunity explore future work. If you are still in school and over 16, then you can work in one of our departments in the summer and earn your first money. If you are already a student and your future profession is related to finance, then we will be glad to see you. To do this, you need to send your application form, indicating in it that you want to do an internship at the Bank.

How long might the hiring process take?

On average, the employment process takes from a week to three, depending on the vacancy.

How should you prepare for an interview?

There is no need to deliberately prepare for an interview unless you are asked to do so in advance. The most important thing is to carefully read the information about the vacancy and understand how well you meet our requirements and how interesting the chosen direction is.

What will I be asked about at the interview?

The interview quite often takes place in a situational form, so the questions can be very different. But all of them will be aimed at identifying your abilities and interest in your chosen professional field.

Many students and graduates are afraid of the process of employment in large corporations, including financial ones. Their fears are justified, but only in the sense that a large bank can allow only the best applicants to be selected, since there are very many applications from those wishing to participate in the competition. Nevertheless, new personnel are constantly coming to banks, which means that every capable specialist has a chance to pass the selection process.

It should be noted separately that testing is used everywhere by the majority of large companies Russia, other CIS countries, and future graduates are better off familiarizing themselves with such assignments in advance. Intelligence tests are used by companies not directly associated with banking or financial activities. Tests are so far the best objective way to evaluate the mathematical and analytical skills of applicants; of course, the management of any company wants to “get” new employees who show excellent intellectual abilities.

Interviews and tests are used for selection, and it cannot be said that a certain stage is more difficult or important, but the most massive screening occurs through testing. Everyone without exception takes tests when applying for a job at a bank; the only thing that may differ is the level of difficulty. The level depends on the open position for which applicants are applying, that is, tasks for candidates for the positions of ordinary clerks or top managers will vary in the direction of increasing complexity.

Testing usually occurs immediately after submitting an application and telephone interview. If the candidate has compiled a resume properly, filled out a questionnaire, and then answered several questions from the HR manager over the phone, he will definitely be admitted to the testing stage, and there the real “struggle” for the open vacancy will begin. Western-style tests are now used everywhere, and they are needed not to create unnecessary obstacles for candidates, but to determine their abilities, and it is not necessary to pass the bank test absolutely perfectly, you need to become better than the main group of applicants.

No more than a third of candidates proceed to the next stage after the tests, and most often 20–25% of the total. To succeed, you need to pass better than 60–70%, that is, you don’t have to answer all the questions absolutely accurately, which is difficult to do in principle, but you will have to beat your colleagues. If the group is strong, it will be more difficult to become the best, and vice versa.

Composition of tests

Test for applying for a job in a bank consists of an assessment of general abilities, an English language test and professional tests. If general and professional knowledge is always tested, then English may not be required, depending on the open vacancy.

To test general knowledge, numerical and verbal tests are used that are unfamiliar to untrained people. Professional tests are even less familiar to “outsiders”; they test accounting, legal knowledge, etc., and it is clear that accountants and lawyers have or should have this knowledge. The English language is tested using tests or essays, and if for the first option there are answer options, then an essay is a small text, but it must be written “from the head”, based on the given topic.

Details about tests in banks

Bank testing usually begins with numerical and verbal tasks. Two blocks are combined by one author, most often the companies SHL, Talent Q or Kenexa. Despite the different creators, the tasks do not differ much, since they meet one requirement - an objective assessment. The only difference is the dynamic system used by Talent Q and implemented by other manufacturers, and its meaning is that the “smart” program examines each answer of the test taker and, depending on his success, gives the next question more difficult or easier than the previous one. The advantage of Talent Q is that not a single candidate will be rejected, but everyone will be distributed among target groups, roughly speaking, some will be assigned to the position of “fitter”, others to the position of top manager.

The best helpers for preparation are practice tests, of which there are many on various resources. Free options are usually simpler than real tasks, but are good for reference. To solve more complex tasks, you can use paid collections that contain tasks, answers, and clear explanations.

Test for applying for a job in a bank last years Usually it is completed remotely, and you can answer it either at home or in an Internet cafe, but it is better to prepare, counting on the change in the office, where they do not provide calculators or any other help. However, at home you won’t be able to use the “power” of the Internet either: there simply won’t be enough time allocated for this. The slightest hitch with one question, then panic begins, and the test is failed.

Only regular practice will help you train in such a way that neither the time limit nor other circumstances will become an obstacle.

Schwartz's method for diagnosing value orientations allows one to diagnose the structure of value orientations of an individual or group (through group averages)

The main feature of this technique is that the concept of value is differentiated in it. That is, value is not seen as something monolithic. The author of the test identifies two types of values:

• Values ​​as abstract ideals. These are identified by evaluating nouns and adjectives that describe different values.
• Values ​​as a guide to action. These indicators are identified by assessing specific actions of people.

In some empirical studies this division of values ​​can be important and interesting. After all, very often at an abstract level a person is oriented towards certain guidelines, and in practical activity - towards others.

Purpose

The Schwartz Values ​​Test (Schwartz Value Questionnaire. / Schwartz Methodology) is used to study the dynamics of changes in values ​​both in groups (cultures) in connection with changes in society, and for the individual in connection with his life problems.

Theoretical basis

By values, Shalom H. Schwartz meant “recognized” needs that directly depend on the culture, environment, and mentality of a particular society. The Schwartz questionnaire is based on the theory that all values ​​are divided into social and individual.

The questionnaire was developed by Shalom Schwartz in 1992. When developing the questionnaire, the author used Rokeach’s methodology, qualitatively modifying, expanding and improving its conceptual basis.

Description of the Schwartz technique

Schwartz's test of value orientations consists of two parts.

1. The first part of the questionnaire is designed to study the values, ideals and beliefs that influence the individual. The list of values ​​consists of two parts: nouns and adjectives, including 57 values. The subject evaluates each of the proposed values ​​on a scale from 7 to -1 points.
2. The second part of the Schwartz questionnaire is a personality profile. Consists of 40 descriptions of a person, characterizing 10 types of values. To evaluate descriptions, a scale from 4 to -1 points is used.

Testing procedure

First part of the questionnaire

Instructions: In this questionnaire, you need to answer the question: “What values ​​are important to me as the guiding principles of my life and what values ​​are less important to me?” Next on the following pages are two lists of values ​​taken from different cultures. An explanation of each value is provided in parentheses.

Your job is to evaluate the importance of each value as a guiding principle in your life.

Use a rating scale from -1 to 7.

The higher the number (-1, 0, 1, 2, 3, 4, 5, 6, 7), the more important this value is to you as a guiding principle of your life. In this case, roughly focus on the following mark values:

mark "-1" characterizes values ​​that are contrary to your principles, mark "0" means that value is not important at all, is not the guiding principle of your life, mark "3" means value is important mark "6" means value is very important, mark "7" characterizes values ​​of the highest significance; usually there should not be more than two such values.

LIST OF VALUES 1

To get started, review the values ​​from List 1, choose one of them, which is the most important for you, and evaluate its importance (mark “7”). Next, select the value that most contradicts your principles and rate it (mark -1). If there is no such value, select the value that is least important to you and rate it “0” or “1”, according to its importance. Then evaluate all the other values ​​on the list. Before each value in the list, place a check mark indicating the importance of that value as the guiding principle of your life for you personally . Try to differentiate values ​​as much as possible using the scale below and using all numbers from -1 to 7 (-1.0, 1, 2, 3.4, 5, 6, 7).

As a guiding principle of my life this value is:

1 EQUALITY (equal opportunities for everyone)

2 INTERNAL HARMONY (be at peace with yourself)

3 SOCIAL POWER (control over others, dominance)

4 PLEASURE (satisfaction of desires)

5 FREEDOM (freedom of thought and action)

6 SPIRITUAL LIFE (emphasis on spiritual rather than material matters)

7 SENSE OF BELONGING (feeling like I'm not alone)

8 SOCIAL ORDER (society stability)

9 LIFE FULL OF IMPRESSIONS (striving for novelty)

10 MEANING OF LIFE (goals in life)

11 POLITENESS (thoughtfulness, good manners)

12 WEALTH (material property, money)

13 NATIONAL SECURITY (protection of one’s homeland from enemies)

14 SELF-ESTEEM (belief in one's own worth)

15 RESPECT FOR THE OPINIONS OF OTHERS (taking into account the interests of other people, avoiding confrontation)

16 CREATIVITY (uniqueness, rich imagination)

17 WORLD PEACE (freedom from wars and conflicts)

18 RESPECT FOR TRADITIONS (preservation of recognized traditions and customs)

19 MATURE LOVE (deep emotional and spiritual intimacy)

20 SELF-DISCIPLINE (self-restraint, resistance to temptation)

21 RIGHT TO PRIVACY (right to personal space)

22 FAMILY SAFETY (safety for loved ones)

23 SOCIAL RECOGNITION (approval, respect from others)

24 UNITY WITH NATURE (merging with nature)

25 CHANGING LIFE (a life filled with problems, novelty and change)

26 WISDOM (mature understanding of the world)

28 TRUE FRIENDSHIP (close friends)

29 WORLD OF BEAUTY (beauty of nature and art)

30 SOCIAL JUSTICE (correcting injustice, caring for the weak)

LIST OF VALUES 2

Now rate how important each of the following values ​​is: as a guiding principle for your life for you . These values ​​are expressed in ways of acting that may be more or less important to you. Try to differentiate the values ​​as best you can using all the numbers. First, read the values ​​in list 2, choose what is most important to you and rate it on the scale (mark 7). Then choose the value that contradicts your principles (marked -1). If there is no such value, select the value that is least important to you and rate it with marks of 0 or 1, in accordance with its importance. Then evaluate the remaining values.

As the guiding principle of my life, this value is:

31 INDEPENDENT (self-reliant, self-sufficient)

32 RESTRAINT (avoiding extremes in feelings and actions)

33 FAITHFUL (loyal to friends, group)

34 PURPOSE (hardworking, inspired)

35 OPEN TO OTHER OPINIONS (tolerant of different ideas and beliefs)

36 HUMBLE (simple, not seeking to attract attention)

37 BRAVE (adventurous, risk-seeking)

38 PROTECTING THE ENVIRONMENT (preserving nature)

39 INFLUENTIAL (having influence on people and events)

40 RESPECTING PARENTS AND ELDERS (showing respect)

41 CHOOSE YOUR OWN GOALS (selecting your own intentions)

42 HEALTHY (not physically or mentally ill)

43 CAPABLE (competent, able to act effectively)

44 ACCEPTING LIFE (submitting to life circumstances)

45 HONEST (frank, sincere)

46 PRESERVING YOUR IMAGE (protecting your “face”)

47 EXECUTIVE (obedient, obeying rules)

48 SMART (logical, thinking)

49 USEFUL (working for the benefit of others)

50 ENJOYING LIFE (enjoying food, sex, entertainment, etc.)

51 PIOUS (holding religious faith and belief)

52 RESPONSIBLE (reliable, trustworthy)

53 CURIOUS (interested in everything, inquisitive)

54 INCLINED TO FORGIVE (seeking to forgive another)

55 SUCCESSFUL (achieving the goal)

56 CLEAN (neat, neat)

57 Self-indulgent (doing what gives pleasure).

Second part of the questionnaire

PERSONAL PROFILE

Instructions: Below are descriptions of some people. Please read each description and think about how similar or different each person is to you and your Ideal. Write “I” in one of the boxes on the right, which shows how similar the person being described is to you and “My Ideal,” where you see fit.

Keys for the Schwartz Values ​​Questionnaire

Description of the Schwartz test scales for diagnosing value orientations

1. Power. The functioning of social institutions requires some degree of differentiation of statuses, and in most interpersonal relationships in different cultures a combination of indicators of dominance/subordination has been identified. Central goal This type of value is to achieve social status or prestige, control or dominance over people and means (authority, wealth, social power, maintaining one’s public image, public recognition). Power and Achievement values ​​(see below) focus on social respect, but Achievement values ​​(e.g., successful, ambitious) emphasize active demonstration of competence in a given interaction, while Power values ​​(authority, wealth) emphasize achieving or maintaining a dominant position within the most general social system.

2. Achievement. The defining goal of this type of value is personal success through the demonstration of competence according to social standards.

Demonstration of social competence (which is the content of this value) in conditions of prevailing cultural standards entails social approval.

H. Hedonism. In the theory of S. Schwartz, the motivational goal of this type is defined as pleasure or sensory pleasure (pleasure, enjoyment of life).

4. Stimulation. This is a derivative of the body's need for variety and deep experiences to maintain an optimal level of activity. Biologically based variations in the need for stimulation due to social experience can lead to individual differences in the importance of this value. The motivational goal of this type of value is novelty and deep experiences.

5. Independence. The defining goal of this type of values ​​is independence of thinking and choice of actions, creativity, and research activities. Independence is a derivative of the organism's need for control and management, as well as from the interactional requirements of autonomy and independence.

6. Universalism. The motivational goal of this type of value is understanding, tolerance, and protection of the well-being of all people and nature. The motivational goals of the value of Universalism may be derived from those needs for the survival of groups and individuals that become apparent when people come into contact with someone outside their environment or expand the primary group.

7. Generosity. This is a more narrowly defined "prosocial" type of value than Universalism. Benevolence focuses on well-being in close, everyday interactions. This type is considered to be derived from the need for positive interaction, the need for affiliation, and the need for group prosperity. The motivational goal of this type is to preserve the well-being of people with whom the individual is in frequent personal contact (helpfulness, loyalty, forbearance, honesty, responsibility, friendship, mature love).

8. Traditions. Any groups develop their own symbols and rituals, the action of which is determined by the experience of the group and which are consolidated as traditions and customs. The traditional way of behavior becomes a symbol of group solidarity, an expression of common values ​​and a guarantee of survival. Traditions most often take the form of religious rituals, beliefs and norms of behavior. The motivational goal is respect, acceptance and adherence to the customs and ideas that exist in the culture (respect for traditions, humility, piety, acceptance of one’s fate, moderation).

9. Conformity. The defining motivational goal of this type is restriction, suppression of actions, inclinations and impulses to act that may cause harm to others or do not correspond to social expectations. This is a derivative of the requirement to restrain tendencies that have negative social consequences(obedience, self-discipline, politeness, respect for parents and elders).

10. Security. The motivational goal of this type is security, harmony, stability of society, relationships, the person himself, this is a derivative of basic individual and group requirements. S. Schwartz assumes the existence of 1 general type of values, Security, and not two separate ones - group and individual levels, because collective values ​​express to a large extent the goal of security for the individual (social order, family security, National security, mutual disposition, mutual assistance, cleanliness, sense of belonging, health).

Interpretation of results

When analyzing and interpreting the results of the Schwartz Value Orientations Questionnaire, it is important to take into account that two different types of values ​​are diagnosed:

1. Normative ideals, personal values ​​at the level of beliefs, as well as the structure of values ​​that have the greatest influence on the entire personality, but are not always manifested in real social behavior.
2. Values ​​at the level of behavior, that is, individual priorities, most often manifested in the social behavior of an individual.

The difference in indicators by type of values ​​in these two parts of the questionnaire, characterizing two levels of functioning of values, reflects value pressure, which is carried out, on the one hand, through socialization and, on the other hand, through the reference group and traditions.

Another important point is due to the fact that the number of questions included in each of the 10 scales of the Schwartz Values ​​Test contains a different number of questions. This means that the scores obtained on the scales cannot be directly compared with each other.

For comparative analysis the expression of different values ​​in a subject or group must be normalized. This means carrying out the following procedure:

1. The scale with the largest number of questions is located.
2. The highest score that can be scored on this scale is determined.
3. Indicators on all scales are divided by this maximum score.

If a comparative analysis of the severity of indicators on scales is not expected, and the expression of values ​​is supposed to be used within the framework of correlation analysis, then it is possible not to normalize the indicators according to the scales of the Schwartz test for diagnosing value orientations.

An example of values ​​analysis using the Schwartz test

In Fig. Table 1 shows the average values ​​of the normative ideals of adolescents in the experimental and control groups.

As can be seen, the structure of normative ideals in both groups is similar: independence, hedonism, achievement and security are most pronounced. Least of all are stimulation, tradition and power. Teenagers from both subgroups are inclined to independently choose their life path; it is important for them to enjoy their own lives, achieve success, and at the same time feel protected, have some kind of “rear support”.

It is not so important to maintain traditions and the ability to control not your own life, but to determine some aspects of other people's behavior, aspirations, etc.

Every year, financial organizations strive to improve the system for assessing borrowers, reducing the time of the loan application procedure and increasing the efficiency of identifying a reliable and conscientious client.

For this purpose, in addition to traditional assessment methods, banks increasingly began to use psychometric models - or psychoscoring. The essence of the method is that the client is offered behavioral tasks and on the basis of these tests one can examine the person’s intentions, as well as get an idea of ​​his commitment, conscientiousness and ability to earn money.

Getting a loan may soon depend on the likes of a potential borrower on social networks

Let us remember that many large Russian banks announced the use of psychoscoring next year. The creditworthiness of a potential borrower will be analyzed using a psychometric profile based on behavior on social networks. The rating system will take into account likes, reposts, comments and other behavioral features.

However, completely abandon traditional methods assess borrowers and move on to new developments financial organizations don't rush. “The most effective criterion for assessing a borrower is still his credit history,” says Vice President, Director of the Risk Management Department at Renaissance Credit Grigory Shabashkevich. — Other tools - such as data mobile operators, social media etc., are just a pleasant addition. They play a more significant role when the client, for example, has no credit history.”

The vice president of Renaissance Credit explained that banks only need data from one of the sources, and not all at once: if for each client you request information from all available services, the cost of the borrower screening process increases greatly. “At the moment, everyone has a verification scheme credit institutions about the same,” he added. — having received the application, banks request information from the Bureau credit histories. Plus they can use some additional sources. It is precisely at this stage that unusual tools and approaches appear. At the same time, it is not worth saying that these are completely new assessment methods.”

In general, in the banking sector it can be observed that clients try to minimize their communication with banks, avoiding the assessment procedure and transferring communication to the Internet. The same trends can be noted in other banking products. For example, users bank cards began to use payment services more and more often and withdraw cash from ATMs less and less. If in the nine months of 2016 individuals withdrew more than 19 trillion rubles from their cards, then during the same period of this year - 18.7 trillion. The same figure for the first six months of last year was 12.2 trillion rubles and decreased in the first half of 2017 by almost 142 billion rubles.

What are the reasons for such trends in the banking sector of the story? Home Credit Bank analyst Stanislav Duzhinsky. “When analyzing transactions on our cards, we see that the share of purchases from retailers selling their goods via the Internet, as well as those that operate both offline and online, is growing,” he explained. — This observation associated with the growing popularity of purchasing goods via the Internet, as well as with the simultaneous growth financial literacy population and increasing penetration of payment products in Russian regions. This is also largely facilitated by the emergence of modern card products.”

How will it develop banking sector in 2018 is not yet known, but you should definitely expect something new.