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 has a LinkedIn group for HR and Recruiting professionals, and features a link on the 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.

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.

It’s that time again! I came across a great article yesterday on establishing the applicant experience upfront (and how simple statistics can end applicant frustration, mistrust, disappointment, and anger).  A great read for any hiring manager, HR professional, or recruiter.

Recruiting passive candidates takes skill.  Get inside their mind in an article titled "You Had Me at Hello:  How to Get Passive Candidates Interested".

And last but not least a post that contains priceless tips for sourcing from social networking sites.

Cheers!

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.

Take networking to a new level - join the free and premier Credit Union networking group on LinkedIn!  Speaking of LinkedIn, I just came across an interesting topic that is posted on their Q&A module, on automated interviewing.

The question was around the effectiveness of automated interviewing, and the post stated the following:

There is sufficient curiosity surrounding the concept of automated job interviewing. After speaking with the recruiters that have used it, there was no doubt that it saves time, is more convenient for both applicants (especially passive job seekers) & recruiters, and is gaining steam in lower-level jobs recruitment.  Will automated interviewing be to the recruitment industry what ATM’s became to the banking industry? Initially, ATM’s were thought too impersonal but obviously proved that people were more than willing to bank thru a machine rather than stand on long teller lines.

Interesting concept, yet most research shows the highest effectiveness with the initial screening for high volume and entry level jobs.  In the end, most organizations still post and advertise jobs to active candidates.  Whether a company considers an automated interview process the key still lies within sourcing the right talent to begin with – and not pre-screening and sifting through unqualified stacks of Resume’s.  You can’t forget about the candidate experience, and human element…

On the flip side of automated interviewing is our Talent Sourcing – On Demand Service which IS automated for you, and is a great alternative to posting and advertising positions and hoping someone qualified applies!  The focus of this service is for us to seek out qualified candidates, at a fraction of the cost of typical job board postings and resume database passwords for you.