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:

Born anywhere between a debated 1978 and 2000 (ages 8-30), some say Generation Y seems to be causing a commotion in the workforce / recruiting scene these days – well, at least the Yer’s older than age 15, that is.  With the economy slowing down to a recession in the past two years, mortgages with the highest foreclosure rates in decades, gas and food prices up, and companies cutting back on their budgets, one might think that people would be willing to take a dip in their expectations from employers.  “But ‘Y’ should we?” asks this new generation sliding into the workforce.

“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!
 

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!