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

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.

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.

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.

Up next is a great article on ERE titled "To Catch a Thief".  It provides several easy to use sourcing ideas. 

Last up this week is a post on Recruiting Fees.  If you like the approach, research CUhire’s Total Recruiting Solutions for Credit Unions, and our approach to Executive Search which is all backed by a 2 year guarantee. 

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.

About the webinar, from the registration page:

“Y”er’s are shaking up the workforce as some know it.  With the boomers on deck to exit the work scene, that leaves X to take Y under its wing.  Are Xer’s prepared? 

Growing up with world war II era-born parents, Generation Xer’s were told - “Go outside and play – use your imagination,” to “Share the soda with your sister/brother”, and “It’s ok if you didn’t win – you can always try next time”.  They were told to buck up, and to save their pennies for a rainy day.  

What a difference compared to today’s Generation Yer’s, who grew up with television galore, video games, and barely knew life before there were cell phones – do they even remember pagers?  And don’t forget – everyone gets a trophy – just for participating!  Does the phrase “I want it all, and I want it now” ring a bell?

But how are these new generation college grads making it in the workforce?  Some sources say they’re extremely over-confident – setting off their other generation counterparts.  Do we need to start giving bumper stickers that read “I Interviewed at “ABC Company” Today” to coincide with their mom’s and/or dad’s that read “My Child is an A-Honor Roll Student”?  Although, they do have a huge amount of technological suaveness – a saving grace for sure in this day and age, while other generations sometimes struggle to keep pace – especially those who have been out of the workforce for some time raising kids.  Technology is definitely in this generation’s corner.

How do companies compete for Generation Y talent that could just as easily be harbored into an on-line mega success overnight?  Take a look at Facebook, MySpace, or Twitter.  After all, that is what this generation is notorious for – wanting it all, and wanting it now.  What are companies doing these days to compete for this generation’s techno-talent, in an ever-shrinking workforce trying to keep social security alive?

As we switch over to Generation Y gear, it is easy to see a transition from business as it used to be – 9-5, 40 hours a week, to what it will soon become – or has already become.  Shorter hours, telecommuting, working from home, or inevitably, working from the beach.  Companies have been transitioning toward this new workforce paradigm on how to hook-line-and sink Generation Y talent – making benefits more appealing and the work place more attractive to this younger crowd – posh break rooms, easy-access coffee lounges, and bicycle races – indoors!!  I’ve seen verbiage on company websites referring to on-boarding as taking the company for a test-drive for one’s career, or referring heavily to a menagerie of college year experiences - friends and all - in order to invoke that warm feeling that can just be transferred to one’s new career – something Generation Y apparently can’t get enough of. 

While there are opinions everywhere on the generation gaps, trends, and challenges, I came across a few related stories here, here, and here.

How is your company adapting to Y new hires?  Tell us about it!

I ran across a FREE webinar today on The Recruiting Revolution – Web 2.0.  This is a great opportunity to hear more on emerging trends, social media, and networking.

Enjoy, and have a great weekend!