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.

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.

Happy Friday.  I found the following free webinar for building effective referral programs.  The program is being put on by Kennedy Information, and is sponsored by LinkedIn.  The best part – it is FREE!

From the Kennedy site:

• What are the common denominators of the best employee referral programs?


• Learn referral tools for your business like how people get referred to hiring managers or recruiters, how to forward a job posting to your networks, and how employees can add a link from their LinkedIn profile that says “We’re hiring.”


• How to plan referral programs and who should be in charge


• Recognition and motivation tips for effective employee referral programs


• How to train in house employees on up to date referral programs


• See how LinkedIn allows people to refer their connections for positions.

Here is another post on low cost or no cost employee referral program tips that also provides several great ideas within the recognition component of a referral program.

Enjoy the weekend!

That’s right! In celebration of our blog launch, we’re giving away 5 Free Job postings on our Credit Union job site, and Monster.com! 

It’s simple, here is the fine print:

• The first 5 blog readers to e-mail us through our contact us form win
• Submissions only accepted from Credit Union employers
• Winners will be highlighted on our blog
• Winners will be sent instructions on submitting their job posting
• One winner per Credit Union only
• No purchase necessary, void where prohibited

That’s it - easy, simple, and FREE.

Happy Friday - Cheers!

You either love or hate them – regardless – they are one tool both candidates and employers use.  A lot of activity has been happening in the job board space recently, but first, consider this:  Over the past 3 years traffic to large job boards has been declining, while the number of niche sites popping up is increasing.  As the big guys try to continue their attempt at increasing their value proposition (and traffic) change is imminent. 

Here is a graph pulled from Alexa.com showing CareerBuilder and Monster – with their overall traffic for the past 3 years.  The picture tells the story.

So, what’s been happening in just the past few weeks?

• Specialized recruiting ads will promote CareerBuilder and employers’ sections within Facebook


• HotJobs will no longer list job postings in date order


• Microsoft’s current bid to buy Yahoo:  $44.6 billion


• Indeed adds video to employer profiles


• Monsters stock is down with possible rumors about layoffs


• Job board acquisitions continue

The internet (including job boards and a company’s career site) combined equate to approximately 26% of external hires, according to a recent Workforce article.  This is 3rd on the list, following internal transfers/promotions, and referrals.  As niche sites continue to grow, an important aspect from my perspective is the ability to attract, sell, and hire passive candidates.  This is something the traditional "post and pray" methodology won’t get you.  For niche sites, look at both how and where they market your career opportunities at.  Good examples include (user groups, associations, networking sites, blogs, etc.).  A leading Credit Union job site like CUhire actively markets to both passive and active candidates.

In the end, the important thing to remember is job boards are just one tool, in the many we have access to as recruiting professionals.  A balanced approach is always the best, and typically yields the best results – time, quality, cost, and retention.