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Post your Credit Union jobs now by clicking here.
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Have you tried recruiting from social networking tools? Check this out from YAHOO! Social networking to generate $2.5 trillion by 2020.
Join 2 LinkedIn groups: Credit Union Jobs and Recruiting / HR, Recruiting, and Marketing
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Here is an article by Lester Rosen containing valuable information on the dangers of using search engines, myspace, or facebook for hiring decisions.
Check out the newest recruiting blog to enter the blogosphere - The Talent Buzz, and a post on creating an engaging experience for candidates on your career site. The Talent Buzz also offers a link with recruiting jobs.
CUhire has partnered with Standout Jobs to offer the Reception service, FREE! This free service allows Credit Unions to create a career site in minutes, and leverage the interactive capabilities of the service including a blog, polls, workplace news, and more.
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Hosting a summer intern? The first highlight in this week’s water cooler talk is a post from HR Search Marketing titled "Why Do or Don’t You Blog?" A quick read, yet provides valuable insight on why organizations should consider blogging.
If you are considering hiring a recent grad, check out "How to Hire a New Grad: Lessons from a Gen-Y perspective."
And last but not least is an article from ERE highlighting Employee Referral Program Killers.
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In part 1 of Selecting the Right Niche Site to Post Your Jobs, Sharon focused primarily on getting your jobs cross posted and aggregator sites. Part 2 will focus more specifically about job sites marketing to candidates.
So, we’ve all heard the example of hiring “A” players,
passive candidates, or even Michael Jordan.
Would we expect these individuals to come to any specific job site, find
your specific opening, and apply? Not to mention, wait weeks for our
process. While arguments can be made
either way about the differences between active and passive candidates, the
fact of the matter is a variety of Credit Union job sites exist, and have very
different models.
The primary advantage of partnering with CUhire for posting
Credit Union Jobs is what happens the second you hit the submit button. No, you don’t have to wait 24 or 48 hours for
your posting to be approved, or live on the site. It’s immediate, and the cross posting to
Monster, Jobster, LinkedIn, and other sites begins shortly thereafter. And, payment is secure, on-line, and instant. We like to refer to it as another On Demand service!
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Are you looking to hire interns or graduates from college campuses? This week’s water cooler talk and links starts with a post on how to "Make the Connection: Branding on College Campuses".
Up next is a great article on ERE titled "To Catch a Thief". It provides several easy to use sourcing ideas.
Last up this week is a post on Recruiting Fees. If you like the approach, research CUhire’s Total Recruiting Solutions for Credit Unions, and our approach to Executive Search which is all backed by a 2 year guarantee.
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I came across some additional great content for the 4-23 Water Cooler Talk & Links segment. Up first is an article written by Ryan Loken, titled: Are Your Recruiters Ready for the Recession? Some of you, might be thinking what recession?
Up next is a video called A Web 1.0 Thank You, from the Fordyce Letter. A great reminder for all Recruiting professionals, as we leverage Web 2.0 technology for recruiting and communicating to candidates.
Next up a great post from Dennis Smith on The 10 Biggest Networking Mistakes. Speaking of networking, join the Credit Union LinkedIn group if you haven’t had the chance.
And last for this Wednesday is an article titled A Millennial Dilemma which is a great follow up from Cara’s post earlier this week on recruiting trends with Generation X and Y. A Millennial Dilemma focuses on interview questions - and rethinking them for the new generation.
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Job boards are everywhere, and new boards are being added to
the web – almost daily. There are tens
of thousands in existence today. Google “Job
Boards”, and get back an astonishing 2.6 million hits. The trend has shifted over the past several years from the big boards, as their traffic continues to decline, to niche and
aggregator sites.
When considering the countless options you have to post your
Credit Union jobs on-line, I recommend taking several areas into consideration
prior to selecting the right site for you.
I will focus today’s post on cross posting – and aggregator sites.
In today’s competitive environment, cross posting is
essential. If the niche site you are
considering doesn’t cross post to other sites on the web, RED FLAG! Do they
have the traffic, audience, and opportunities to promote your job? More
importantly, have job seekers heard of the site and would they happen to jump
on or find that site the day your job is posted? With the CUhire Credit Union Job site, we
leverage our growing partnership with a network of job boards, blogs, user
home pages, professional networking and association sites.
In addition to getting the furthest reach for your job
posting and branding your Credit Union, we aggressively search and market to a
variety of associations, databases, and professional networking sites to drive
additional targeted candidate traffic to your opening.
And finally, with the most competitive value in the
industry, a 60 day posting on our Credit Union Job Site is $185. Did I mention this includes getting your job
on popular sites including Monster.com, Jobster.com, LinkedIn, and MySpace to
name a few. Are you ready to save
hundreds of dollars? If so, post a Credit Union job now.
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I just came across a free ERE webinar on the future of recruiting and sourcing. Click here for the FREE registration.
About the webinar, from the registration page:
Survey Results include biggest challenges, what’s working, and role in overall talent management.
Your role as a recruiter is continually evolving. Join this event to learn what over 700 of your peers answered to important questions facing recruiters today. You’ll not only learn the survey results, but understand from Knowledge Infusion leaders what the results mean and how you can take the learnings and apply a solution to you role to be more effective. Topic covered will include:
You’ll leave the event with data to benchmark your own organization against others, and better understand how to address many of the challenges that organizations face.
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Born
anywhere between a debated 1978 and 2000 (ages 8-30), some say Generation Y seems
to be causing a commotion in the workforce / recruiting scene these days –
well, at least the Yer’s older than age 15, that is. With the economy
slowing down to a recession in the past two years, mortgages with the highest
foreclosure rates in decades, gas and food prices up, and companies cutting
back on their budgets, one might think that people would be willing to take a
dip in their expectations from employers.
“But ‘Y’ should we?” asks this new generation sliding into the
workforce.
“Y”er’s
are shaking up the workforce as some know it. With the boomers on deck to
exit the work scene, that leaves X to take Y under its wing. Are Xer’s prepared?
Growing
up with world war II era-born parents, Generation Xer’s were told - “Go outside
and play – use your imagination,” to “Share the soda with your sister/brother”,
and “It’s ok if you didn’t win – you can always try next time”. They were
told to buck up, and to save their pennies for a rainy day.
What
a difference compared to today’s Generation Yer’s, who grew up with television
galore, video games, and barely knew life before there were cell phones – do
they even remember pagers? And don’t forget – everyone gets a trophy –
just for participating! Does the phrase “I want it all, and I want it
now” ring a bell?
But
how are these new generation college grads making it in the workforce?
Some sources say they’re extremely over-confident – setting off their other
generation counterparts. Do we need to
start giving bumper stickers that read “I Interviewed at “ABC Company” Today”
to coincide with their mom’s and/or dad’s that read “My Child is an A-Honor
Roll Student”? Although, they do have a huge amount of technological
suaveness – a saving grace for sure in this day and age, while other generations
sometimes struggle to keep pace – especially those who have been out of the
workforce for some time raising kids. Technology is definitely in this
generation’s corner.
How
do companies compete for Generation Y talent that could just as easily be
harbored into an on-line mega success overnight? Take a look at Facebook,
MySpace, or Twitter. After all, that is
what this generation is notorious for – wanting it all, and wanting it now.
What are companies doing these days to compete for this generation’s
techno-talent, in an ever-shrinking workforce trying to keep social security
alive?
As
we switch over to Generation Y gear, it is easy to see a transition from
business as it used to be – 9-5, 40 hours a week, to what it will soon become –
or has already is becoming. Shorter hours, telecommuting, working from
home, or inevitably, working from the beach.
Companies have been transitioning toward this new workforce paradigm on
how to hook-line-and sink Generation Y talent – making benefits more appealing
and the work place more attractive to this younger crowd – posh break rooms,
easy-access coffee lounges, and bicycle races – indoors!! I’ve seen
verbiage on company websites referring to on-boarding as taking the company for
a test-drive for one’s career, or referring heavily to a menagerie of college
year experiences - friends and all - in order to invoke that warm feeling that
can just be transferred to one’s new career – something Generation Y apparently
can’t get enough of.
While
there are opinions everywhere on the generation gaps, trends, and challenges, I
came across a few related stories here, here, and here.
How
is your company adapting to Y new hires?
Tell us about it!
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