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!

Once a job is submitted, our Talent Scouts begin proactively searching – and marketing to candidates from a variety of databases, associations, professional networking sites, user homepages, and blogs to drive targeted talent to your posting – both active and passive.  What’s the catch? There is no catch.  As Sharon mentioned, it’s $185 for a 60 day posting and it includes it all.  Post your Credit Union Job now, or contact us for more information.

In the end, it’s the results that matter.  Our tagline isn’t Credit Union Talent – On Demand for nothing! Post a job now, or contact us for more information.

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.

Everyone’s taxes are done, right? Well then, it’s time to blog! This morning I found a link with a very short video from the SHRM Staffing Management Conference this week on the importance of driving candidate traffic to your web site.  If you think candidates may not have the greatest experience on your site, create a leading edge career site - for FREE!

Another story for the SMA Conference this week, is Gen Y really stating "newspapers are for losers"?

Check out our re-designed Credit Union Jobs site, and join the Credit Union LinkedIn group if you haven’t had a chance.
 

It’s been another busy week, from hiring projections to layoffs, the news of a recession and a weakened economy continues.  Bloomberg recently ran a story showing U.S. employers cut the highest number of workers since 2003 bringing the unemployment to 5.1%.

If you have ever considered – or have implemented a pay-per-click campaign for your jobs, here are some things to consider.

And great news for progressive organizations using Facebook communities for branding or recruiting – instant messaging is on the way.

I recently received a question from a Client on what makes a strong posting for a variety of sites - including page rankings on job boards, search engines, and various job aggregator sites.  While there are many factors, the biggest issue we’ve encountered is postings are not always written in the format a candidate may search for them.  When posting your next position online, keep the following tips in mind:

• The job title is critical.  Think of how candidates may search job sites or search engines for positions.  A majority of job seekers would likely not search a job site or search engine for a "Member Service Representative II".  Refer to the title as your target market would refer to it.  More keywords can help.
• As with the first point, avoid using too much internal language that is irrelevant to the average candidate.
• Be careful with acronyms.  We always recommend including them, but also expanding on them.  Job seekers search with a variety of terms - be sure to include them.  If you are recruiting for a CFO, be sure to include the term Chief Financial Officer in your posting too.  You might lose prospects if you do not include both.
• Use wise headers.  Again, depending on your ATS you may have flexibility or control.  Most job sites today include the title and location in the page header for you.
• Use keywords in multiple ways throughout your posting.  As an example, if you are recruiting for a role and potential prospects might have retail, customer service, call center, or other experiences, include these terms.
• Research.  Spend a few minutes looking at various sites to see how others - and competitors are advertising their opportunities.
• While this is obvious, your posting is should "sell" your organization and opportunity.  If you are simply cutting and pasting the job description into the posting your results will be impacted! Especially with more passive candidates as job descritions are typically written for internal purposes, not sales documents.

Spending a few extra minutes up front before posting positions on top job sites is worthwile and should be worth the return in additional exposure to prospects or their referrals you may be missing out on.

There is a lot of conversation about the competitive labor market, and the importance of creating an engaging experience for candidates.  As noted in a recent CUhire Press Release, one quick, easy and FREE way to do this is through the partnership CUhire created with Standout Jobs.

With the Reception service from Standout Jobs, you are able to give candidates the information and interactivity they have come to expect.  Key benefits to the Reception service include:

• Creating a career site to showcase your culture and team
• Managing the hiring process more efficiently
• Marketing and tracking jobs
• Building on-going relationships and finding great talent

To showcase the Reception product, CUhire created the following Credit Union Jobs page to reinforce the overall ease of use and effectiveness.  Besides the fact the product is FREE through the partnership, you do not need to have IT expertise to get your own site up and running…  Ours took about 20 minutes, take a look here:

We’d like to challenge you to create a more engaging and interactive career site for your candidates! The first Credit Union to create their site through Standout Jobs will receive a free "platinum" job posting on CUhire’s Credit Union job board.  Just post a comment on this blog post once it is completed.

A FREE job site, FREE job posting, and a more engaging experience for your candidates.  There is no catch, it’s a win-win.