Join 2 LinkedIn groups:  Credit Union Jobs and Recruiting   /   HR, Recruiting, and Marketing

If you are considering hiring a recent grad, check out "How to Hire a New Grad:  Lessons from a Gen-Y perspective."

And last but not least is an article from ERE highlighting Employee Referral Program Killers.

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.
 

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.

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!

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.

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.