I came across some additional great content for the 4-23 Water Cooler Talk & Links segment.  Up first is an article written by Ryan Loken, titled:  Are Your Recruiters Ready for the Recession? Some of you, might be thinking what recession?

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.

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.

I just came across a free ERE webinar on the future of recruiting and sourcing.  Click here for the FREE registration.

About the webinar, from the registration page:

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!
 

I came across a great tool for researching jobs per capita in the U.S.  It’s interactive, so you can take a closer look at a specific area.

It also lists the 50 most populous areas which are ranked by the number of current job postings per capita.  For a sneak peak, here are the top 10:

1. San Jose, CA
2. Washington, DC
3. Hartford, CT
4. Milwaukee, WI
5. Boston, MA
6. Phoenix, AZ
7. Austin, TX
8. Richmond, VA
9. Denver, CO
10. Baltimore, MD

Enjoy!

Diversity, inclusion, and your workforce impact your success and business.  The press about the workforce, aging demographics, and talent shortages is everywhere.  Consider the following:

• Gen X and Gen Y make up the core demographic of social networking sites [i.e. Facebook and MySpace].  Generating an estimated 90 million viewers every month, between business, industry, professional, and internet groups.
• According to the bureau of labor statistics the United States will face an overall labor shortage, continuing for decades.  In 2 years, the shortage of skilled workers is expected to hit 10 million.  By 2030, the estimated shortage is projected to hit 35 million.
• By 2015:  Hispanics will make up an estimated 15.9% of the labor force, up from 13.7% in 2006.  African Americans will make up 12% of the labor force, up from 11.4% in 2006.  Asians will make up 5.1% of the labor force, up from 4.4% in 2006. 
• By 2012 people of color will make up 35% of the workforce, and by 2015 students of color will make up 47% of college enrollment.
• An estimated 3.3 million white collar jobs and $136 billion in wages will shift from the United States to low-cost countries by 2015.
• People with disabilities aggregate income tops $1 trillion; they are the largest minority population in the United States that spans all other minority groups.

Integrating an overall workforce and diversity plan – as well as aligning it to your business strategy is critical.  While "planning" alone is not enough, questions you should integrate include:

• How will we successfully compete for our unfair share of future talent?
• What is our value proposition?
• Are we prepared and equipped to attract, hire, develop, and retain the talent needed to meet our business and member objectives?
• What sets us apart?
• What are the implications for our business?

Remember the buzz years ago about "the war for talent"? The best days are in the past as competition for critical talent will only intensify.  Are you prepared?