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.

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.
 

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!

The CUhire blog post every Wednesday is about delivering recruiting news and hot topics from other sites, newsletters and blogs.  Some great information caught my attention recently!

First, for Recruiting, Research and Sourcing professionals (if you’re not you can still learn something too) I came across a post this morning that has some valuable search techniques – from a site called GoogleGuide.

And, with all of the talk about social media and networking be sure to check out "Social Recruiting:  Corporate Adoption of Social Media for Recruiting and Retention".

If you consider competitive intelligence important in researching organizations and passive candidates, LinkedIn released some new features on their site that have a tremendous amount of value for a variety of users.  Check out the video for an overview.  Of course, if you haven’t had the chance to join the CUhire Credit Union professionals group on LinkedIn, check it out and join.

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.

LinkedIn Recruiter offers premium features and services designed to fit individual corporate staffing departments’ needs. The new Recruiter account is geared to enhance both active and passive sourcing with:

• New productivity and team collaboration tools
• Powerful new search capabilities
• A new user interface for efficient recruiting workflow
• Bundled InMails and job postings

Click here to see more information on the LinkedIn Recruiter account.

If you have not had a chance to sign up for the Free Credit Union LinkedIn Group, click here for more information – and join a leading networking group for Credit Unions and Human Resources professionals.