Tuesday, November 27, 2007

Retaining Young Adult Employees

This is RecruiterGuy again to give you another quick preview of coming attractions at the CUNA YES Summit in Austin, TX on Dec. 5, 2007.

You work too hard to find great talent. Failing to retain them is a shame – and not very cost effective.

In order for you to retain high impact talent, it is very important that you have your retention fundamentals down.

The first and certainly one of the most important rules is the Golden Rule – “Treat others as you would like them to treat you.” The stories that I hear from candidates make me shake my head. If managers simply followed the Golden Rule, retention would be much higher. The concept is not magic. The execution is everything.

Have you taken the time to develop a retention process? If so, have you documented it? Are all employees aware of it? Are you focused on retention? Have you developed a leadership development plan? Succession planning is very important today as our Baby Boomer generation is beginning to move into retirement. Therefore retaining Impact Performers is more important than ever.

You certainly have developed a member retention plan. It probably focuses on great member service and great member communication. Shouldn’t that be the basis of your employee retention plan?

As we spoke in a previous blog, the young adult is used to immediate gratification. Is that expectation always possible in the business world? Of course not. However you may be creative and give them the perception of immediate gratification. Here’s a suggestion – use the CUNA courses/certification completion as incentives. Most importantly, listen to their ideas and talk in terms of their interests.

We have much to discuss. See you next week!

Sunday, November 25, 2007

Recruiting Young Adults

Happy Thanksgiving YES CU bloggers and YES Summit Enthusiasts!

This is RecruiterGuy again just to give you a quick preview of coming attractions. Great news! My presentation is now down to 40 slides and dropping. However, coffee or Mountain Dew consumption is recommended so you can listen fast.

We spoke of the instant gratification that young adults expect today. In order for you to give them that experience on the recruiting side, it is very important that you have your recruitment fundamentals down.

Have you taken the time to document your recruitment process? If so, are there any extra steps that may be removed?

Generally businesses do a good to great job branding their service or products and really do not brand themselves as an employer. Would you prefer to brand yourself as an employer – or do you want public perception to do so? How do young adults in your area perceive you as an employer?

How quickly do you respond to candidate inquiries for employment? When you interview candidates, do you sell the services of your credit union and discuss the reason(s) you are passionate about working there? Remember that Every candidate is a potential member! How many candidates, who do not become employees, become members? That may be an interesting metric to watch.

Is your recruitment process smooth and efficient? Have you trained your hiring managers how to interview? If they haven’t been trained how to interview, how do you expect them to select the best candidate - and not the least threatening? Do you make hiring decisions quickly? Do you do reference checks? You better!

Recruitment is one of the most important areas of the credit union. With one hire you may be able to greatly expand your business - or a poor hire can wreck your reputation.

Friday, November 23, 2007

Focus Fridays - VP Actuary

Are you a consultative Actuary with the experience of a VP Actuary? Do you have demonstrated strong analytical skills? Do you have a desire to perform and be recognized for your performance? Do you have a good understanding of the life insurance business? Would you like to live in the Midwest and work with a well known life insurance company?

The client recognizes the importance of an internal consultant and risk manager for actuarial activities. One of the goals for this person is to build professional relationships with the Chief Actuaries of the different divisions within the company, and help the Chief Actuaries identify and audit areas of concern.

This position will be responsible for auditing and consulting within all of the actuarial responsibilities throughout the US member companies based on an annual audit plan.


Requirements:
This is the senior person within Internal Audit responsible for interfacing with the Chief Actuary in the business’ divisions and reports to the Vice President and Director of Internal Audit.

Thorough knowledge of the life insurance business and actuarial principles relevant to the position are required. Asset liability experience and product pricing experience while working with Marketing is valuable. Investment and product development experience required. Experience as an external or internal consultant is required.

Will work as part of an integrated audit team on some assigned audits while either leading or acting as a sole contributor on others.

Interact with Senior Management to advise on key actuarial related issues. This is often done through meetings so management may make informed decisions.

Bachelors Degree required. Member of the American Academy of Actuaries; FSA required.

The successful candidate will have a minimum of 20 years of actuarial experience in a life and/or health insurance environment and another 3-5 years in a consultative role to Chief Actuaries whether internally or as an external consultant. Must have detailed knowledge of relevant insurance laws and regulations as well as actuarial standards of practice relevant to their responsibilities. Must have effective written and verbal communications skills.

Write to me at recruiterguy@msn.com to learn more!

Wednesday, November 14, 2007

YES Summit CU Blog

Hello YES CU bloggers and YES Summit Enthusiasts! I am RecruiterGuy, and my goal is to help you attract and retain the 18-30 year old employees. Oh by the way, I am also one of those Old White Guys – OWG’s for you text folks!

We are going to have an interesting morning on Dec. 5th. An organization, any organization, is either growing or it is dying. It’s important to have the seasoning on your team; and it is also important to have the fresh new faces who don’t know what they can’t do – and their accomplishments will sometimes surprise everyone, including themselves.

In our hour together we will discuss two topics that I could speak hours on. So far my PowerPoint presentation is down to 125 slides so get your coffee early and often. You’ll need to listen fast.

And that is one of my points. This generation has grown up with instant gratification. Remember when you had to wait for the tubes in the TV to warm up before you saw the picture? No more. We had to play Monopoly for hours to determine a winner. With today’s video games, I am sometimes defeated before my seat gets warm. Technology comes easily to these candidates – and that’s where you can find them.