MADISON, Wis. (8/5/14)--Technology is a key resource for human resources professionals as they work to attract, hire and retain the best talent for their credit unions, according to a new white paper from the CUNA HR/TD Council.
However, discerning how, when and what technology to use is equally important, says "Recruiting: Techniques and Trends for Attracting the Right People to your Credit Union."
The white paper's four sections cover the economy, generational differences, attracting and choosing employees and how technology weaves them together.
An improving economy has meant a stronger pool of potential employees, according to Valerie Perez, a recruiter at United FCU, St. Joseph, Mich., with $1.68 billion in assets.
"When the recession hit, it was a standstill, from teller to degreed positions. Now we're seeing more applicants and more qualified candidates," Perez said. "The unemployment extensions caused the talent pool to be almost non-existent. We would have candidates come in, but they didn't meet minimum qualifications. Currently, that's not the case."
HR professionals have technologies to track job postings and applicants, and test and screen candidates. Social media networks such as LinkedIn have expanded networking and word of mouth contacts, while Skype, WebEx and Google Hangouts are being added as interview tools.
That technology can be attractive to a younger pool of potential workers as well. Millennials are comfortable using technology to find information quickly. A credit union that promotes a "people helping people" philosophy while be cutting edge for tech may be more attractive for younger workers.
"As an industry we need to be more active in getting younger employees more involved and knowing the credit union industry," said Susan Looney, senior vice president at Credit Union Resources. Technology is part of the answer, she said.
Think about having chat groups for employees, Looney said, or change a policy that allows texting as a method to call in sick.