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.

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!

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.

• 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.

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.

This week I came across a great blog post from Jobs in Pods called "2 things every corporate recruiter should see and hear about recruiting with social media".  The videos are very telling.

Next, a post about job boards from John Sumser.  I have appreciation for John’s last comment about the importance of sites building alliances and partnerships across the web.  This is true for us too, and is a competitive advantage.  When you post a job CUhire’s Credit Union Jobs site you are leveraging our technology and partnerships with a growing network of general and niche job boards (including Monster.com), blogs, user home pages, professional networking, and association sites.  We target both passive and active candidates by also searching and marketing to a variety of associations, databases, and professional networking sites to drive targeted candidate traffic to your posting.

I’ll close out this post with some food for thought on a post I came across today on filling positions vacated by baby boomer retirements.