Young talent is essential to Rabobank’s future

JelleJunior Corporate recruiter

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"New generations play an important role in bringing fresh perspectives and new ways of thinking"

Jelle (29) works as a recruiter within Rabobank’s Young Talent team. Together with his colleagues, he focuses on traineeships, the Early Career Program, internships, and junior-level roles for candidates with up to two years of work experience. “Attracting young talent is not a nice-to-have; it is absolutely essential.”

“It is incredibly important that we continue to attract young professionals, and there are several reasons for this. The most significant is the ageing workforce. Like the rest of society, Rabobank is facing a growing number of employees who will be approaching retirement in the coming years. Many of them have spent a large part of their careers here. While that is certainly a compliment to the organisation, it also means that these colleagues will take with them a tremendous amount of knowledge and experience. Replacing that expertise is not something that can be done overnight.”

Investing in a new generation

“Beyond addressing the challenges of an ageing workforce, new generations play a crucial role in bringing fresh perspectives and new ideas. We do not yet know exactly what the bank will need ten years from now, but we do know that the professionals who will shape that future are joining us today.

This is particularly relevant at a time when technology is evolving at an unprecedented pace. Take AI, for example. Many repetitive tasks are becoming increasingly automated, which means the skills required in the workplace are changing as well. Young professionals are growing up alongside these developments. They can help organisations adapt more quickly and embrace new ways of working.”

Plenty of talent available

“There is certainly no shortage of interest among graduates and young professionals in working for our bank, especially when it comes to traineeships and Early Career Programs. For some roles, we receive hundreds of applications within a very short period of time. That demonstrates that young people know how to find Rabobank and are eager to work with us.

The challenge is therefore not only about attracting talent, but also about creating enough opportunities for starters and junior professionals. If we consistently choose more experienced candidates simply because it feels easier, we risk underinvesting in the future. This is a conversation we actively have within the organisation: do not focus solely on what is needed today, but also on who will be driving the organisation forward ten years from now.”

What does an ideal career path look like foryoung talent at Rabobank?

“We like to build what we call a Rabobank lifecycle for young professionals. Ideally, you first become familiar with the bank during your studies through an internship. You build a network, get to know the organisation, and discover what suits you best.

From there, you can progress into a traineeship, an Early Career Program, or a junior role. During a traineeship, you work across different parts of the organisation, allowing you to discover what energises and motivates you. This is valuable not only for the individual, but also for Rabobank. It helps create employees who understand the organisation inside out and who are committed to the bank for the long term.”

A bank that reflects society

“What is particularly interesting is that a kind of vicious cycle can emerge: the fewer young people there are in an organisation, the less attractive it becomes to new generations.

As an organisation, you want to reflect both society and your customer base. If you are trying to engage younger audiences but have very few young colleagues within your teams, you miss out on valuable perspectives. It makes a real difference when you also have employees internally who understand and represent that target group.”

Does Rabobank’s reputation match reality?

“Among younger generations, banks can still have a somewhat traditional and old-fashioned image. People often associate them with extensive rules, hierarchy, and conventional ways of working. At the same time, we compete with newer players such as bunq and Revolut, which position themselves strongly towards younger audiences.

However, the perception of working at Rabobank does not match the reality. To be honest, I was pleasantly surprised myself when I joined the organisation. There is a great deal of flexibility, hybrid working is the norm, and there are countless opportunities for personal and professional development.

You can pursue many different career paths here. There are training programmes, educational opportunities, projects, and young professional networks that you can become part of. At Rabobank, you are encouraged to take new steps, broaden your experience, and explore different roles throughout your career.”

What makes someone a good fit for Rabobank?

“We deliberately look beyond a candidate’s CV. Of course, education and experience matter, but ultimately it is the person behind the application that counts. We are looking for people who are curious, eager to develop themselves, and open to feedback. For entry-level candidates in particular, these qualities are often more important than having a perfect CV. Someone may not have completed multiple years on a student board or graduated cum laude, yet still excel at collaboration, communication, and learning. Those are the qualities that create long-term value.”

Why Is that so important?

“Because success is becoming less dependent on technical knowledge alone. With the rise of AI, skills such as collaboration, communication, adaptability, and self-reflection are becoming increasingly important. You do not need to have all the answers or every skill from day one. We invest heavily in learning and development. What we do expect is the motivation and willingness to grow.”