18 Dec

Credit unions must look beyond the traditional recruitment playbook

first_img 28SHARESShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr,Charles Shanley Charles Shanley has specialized in executive recruiting and project management for more than 20 years. He has a solid background in all facets of Executive Search and has extensive experience … Web: www.jmfa.com Details It’s pretty safe to say that a successful credit union wouldn’t neglect writing a strategic plan or preparing a budget until the institution’s business model was disrupted. The resulting implications would surely have a negative impact on measuring performance or addressing growth opportunities and unforeseen  challenges. So why is it that many institutions fail to put a plan in place to ensure they will have access to qualified, well-suited executive talent in the event of a planned retirement or unexpected vacancy in the C-Suite?As more and more Baby Boomers near retirement age and the changing financial services environment has spawned an entirely new mindset when it comes to consumer service preferences, the practice of replacing executive staff by conventional methods is no longer prudent. Thanks to more technology-driven services and a younger executive talent pool, credit unions must look beyond the traditional playbook to find the level of expertise they need to maintain a high level of performance and a strong professional team. You want to hire a what?If you look at a list of leadership jobs that financial institutions are trying to fill these days, you will notice some major changes. With IT, identity security and consumer mobility having so much of an impact on where and how consumers choose to access financial services, search postings contain very different monikers and qualifications than they did just a few short years ago.Today, titles such as chief technology officer, compliance officer, chief strategy officer and director of innovation are commonplace. Not only that, C-Suite executives are expected to have more technical and compliance understanding than ever before – due to an ever-increasing emphasis on regulations, IT and higher-level  expectations regarding committee and board responsibilities.The problem is, most individuals with training and expertise in these areas didn’t get their start in financial services or a credit union. Finding someone with such specialized talent who has the interest in changing industries can be challenging.Not easy, yes; but it is very doable with the right strategy and resources on your side Following are steps you can take now to ensure that you will have the resources necessary to find and recruit quality candidates to fill key positions before a vacancy puts unnecessary pressure on the process: For best results: have a proactive plan in place To ensure that you are consistently connecting with and hiring individuals with the talent, leadership qualities and commitment to member service that are consistent with the credit union’s mission, you need to have detailed descriptions of the type of executive candidate you are seeking. In addition, you should determine the qualifications necessary for your credit union to provide undisrupted service in the event of an open position.This will allow you to build a Human Resources Information System (HRIS) to keep track of data on applicants and potential candidates for all types of positions. A good place to begin the process is with people you meet in the course of doing business or through references you receive from associates and friends.Keep in mind, an effective hiring plan should be part of your strategic plan. While you may initially focus on an immediate need, make sure you take into account how today’s hiring decisions will support your strategic goals two- to five-years down the road. For instance:Do you have plans to grow?What type of talent do you need to offer new technology-based products and services?If you hire specialized talent, do you have the systems in place to support them long-term?How do your hiring plans affect the long-term situation for current employees?Don’t overlook the possibility of growing potential talent from within your existing employee ranks to fill future management openings. If you identify current employees who may have the leadership qualities that are a nice fit for the organization’s culture and strategic goals – but who may not have all of the knowledge necessary to take the next step in a specialized direction – begin a conversation to see if there is interest in a possible career shift. Then, by providing training, mentoring and educational support, you can save yourself the time, expense and uncertainty of finding and recruiting an external candidate when a need arises. Plus, this will demonstrate to other staff members that you not only value internal talent, you are interested in rewarding hard work and loyalty. Cast a wide net to expand your hiring optionsOnce you determine that it is necessary to look outside of the organization to find the qualifications or leadership style you are seeking, don’t just rely on the usual recruiting strategies that credit unions have used for many years, such as newspaper advertising or online job posting.Establish a social presence on sites like LinkedIn, Facebook, Twitter, Google+ – as well as through industry and community involvement – independent of your recruiting endeavors. Today’s job candidates want to know that a potential employer is connected socially and they are just as interested in knowing more about your organization as you are about knowing them. Not only is this an effective way to spread the word about potential employment opportunities, it is also a way to showcase what makes your credit union a great place to work.Don’t forget, it is important that once you have a social media presence to designate someone on staff to keep the information current. An outdated social media presence can be just as damaging as an unkempt property or uninviting lobby when it comes to attracting quality employees to your organization. Increase the stickiness factor once a new hire is in placeAfter spending the time required to find and recruit the right talent, make sure you have ironed out the details of a comprehensive onboarding process and compensation plan before considering the initial hiring offer. By creating a welcome environment – from the minute a new hire walks in the door – you increase the odds that he or she will be satisfied with the decision to join your ranks and will become a valuable addition to the credit union for a long time.Needless to say, compensation is a key component of securing and keeping an employee in place – whether it is a top level executive, manager or specialist. Make sure that the salary offer is competitive with – if not superior to – other financial institutions in the area. Then, depending on the salary and benefits package provided, it is important to continue to incent and motivate your hires to keep them engaged and committed to ensuring peak performance for the credit union.In addition to salary increases and or bonus opportunities, make sure you are providing a stable, employee- and family-friendly work environment, a culture that supports individual growth and recognition for a job well-done. This is especially important when bringing in Millennials who have a different perspective on what makes a favorable work environment than the executives they may be replacing.The results will be worth the effortFor best results, you may want to consider working with a professional recruiting firm that can give you access to a broad network of potential candidates and make sure no details are overlooked in the search and hiring process. Also, outsourcing this important activity to a professional will free up your time to concentrate on the daily operations and member service activities that are so important. Just make sure the firm you select knows the financial services industry completely, and has access to professionals in other relevant areas such as technology, innovation and regulation.last_img read more

31 Aug

Italian Serie A Review: The Big Teams Show Superiority

first_imgStandings (Top 4): Napoli 28 points Inter Milan 26 points The theme for Matchday 10 in the Italian Serie A was superiority on the part of the big teams as they secured respective wins over their inferior opponents.Napoli are back on top after they came from behind to beat hosts Genoa 3-2 with leading topscorer Dries Mertens getting a brace to take his league tally to 9 goals. They leapfrog Inter Milan who had gone to the summit on Tuesday night after their win over Sampdoria.Third-placed Juventus are three points off top spot following their 4-1 home win over SPAL 2013 with stars like Gonzalo Higuain, Paolo Dybala, Federico Bernardeschi and Juan Cuadrado getting on the scoresheet. Lazio also maintain their place in the top four with a 2-1 win at Bologna with goals from Sergej Milinkovic-Savic and Senad Lulic.Lazio’s city rivals AS Roma have been overshadowed by their arch nemesis this season but that didn’t stop them from beating Crotone 1-0 courtesy a 10th minute penalty from Diego Perotti.Another big side in AC Milan returned to winning ways with an emphatic 4-1 win over Chievo Verona with players like Nikola Kalinic, Suso and Hakan Calhanoglu getting on the scoresheet for the 7-time European champions. The win eases the pressure on manager Vicenzo Montella who has overseen an average start to the season.Results:Bologna 1-2 LazioJuventus 4-1 SPAL 2013Genoa 2-3 NapoliFiorentina 3-0 TorinoChievo Verona 1-4 AC MilanAS Roma 1-0 CrotoneAtalanta 3-0 Hellas VeronaSassuolo 0-1 UdineseCagliari 2-1 Beneventocenter_img Juventus 25 points      4. Lazio 25 pointsRelatedItalian Serie A Wrap: Top Two Maintain Perfect StartSeptember 24, 2017In “Europe”Serie A Review: Napoli Regain Summit With Slim Win Over SPAL After Brief Juventus AscentFebruary 19, 2018In “Europe”Serie A Review: Napoli Wrestle Top Spot From Juventus With Bologna Win As Milan Edge Lazio In Big ClashJanuary 29, 2018In “Europe”last_img read more

16 Aug

Handball Federation of BIH promoted World Junior Championship

first_imgToday, in the premises of Handball Federation of BIH, a promotion of the World Junior Championship which will be held in BiH from 14 to 29 July was held. The hosts of the competition will be Sarajevo, Banja Luka, Zenica and Ljubuški.Also, BiH junior team players and ambassadors (Jasna Merdan-Kolar, Abaz Arslanagić, Zdravko Rađenovića and Milorad Karalić) of this event were presented and they noted that they will work on promotion of the event.Secretary General of the HFBIH Smajo Karčić said: ‘ Let us all jointly promote this event during which a great number of guests will visit our country. We are working hard to make this World Cup as organised as possible, so that we could organise senior competitions. Teams will arrive on 12 July, and the finals will be played on 28 July in Zetra in Sarajevo.’Manager of BiH team Zdenko Grbavac said that he’s satisfied with everything and he’s glad that this generation of sportsmen will represent BIH at this competition, which will be a huge promotion for BIH.last_img read more

14 Jan

‘Renault Beautifies Monrovia’

first_imgThe Renault corporate showroom on Capitol Bye Pass Mayor Mvogo asserts, dedicates showroomAt the dedication of the new Renault showroom in Monrovia on Thursday, July 20, the Mayor of the City of Monrovia, Madam Clara Doe-Mvogo, said “The city of Monrovia is much honored to have a showroom of this caliber. It adds to the city.”The Mayor said, “When business people invest in the city of Monrovia on a boulevard such as this, it gives a facelift to the city. People visiting Monrovia now can leave and say, ‘when you go to Monrovia and drive along the boulevard, you see another French company who has added to the beauty of the city.’”(Right to left:) Together, Monrovia City Mayor Clara Doe-Mvogo and Mr. Elias Antoine cut the ribbon to the new Renault showroom, as Rudolph Antoune and his wife Lisa, look on.She recalled, “My mother had a relationship with her car. But I have a relationship with the Antoune family. When Mr. Elias Antoune started this car dealership on Bushrod Island, I was a little girl and my mother’s first car was bought from him. But, I felt sorry for him. And this is because my mother went to him for every little issue on her car. As such, Mr. Antoune always stopped at our home every time he passed by to see whether she was alright.”The managing director of Elias Antoune Motors, Mr. Rudolph Antoune, lauded his father Elias for bringing the automobile brand to Liberia in 1955. According to Mr. Antoune, the showroom was designed and constructed in keeping with Renault’s modern standards applied in France and throughout the World.“Despite the civil war and Ebola epidemic, we never stopped believing in Liberia. So, we are extremely grateful to all of our clients, suppliers, and partners for the confidence reposed in us and the commitment to stay with Renault,” he said.The Renault area manager for Anglophone Africa, Mrs. Anne Leprun, expressed joy to have been a part of the event. She noted, “It is an honor to address you in this new showroom tonight, where a new step of Renault and Elias Antoune Motors is beginning. Renault was created more than 100 years ago and is currently in over 120 countries. Renault has been expanding all over the world. Our strategy in Africa is very ambitious and clear. We rely on robust and attractive models built for Africa. We also rely on strong importers such as Elias Antoune Motors, a very good partner.”Also speaking was France’s Ambassador to Liberia, Joel Godeau, who showered praises on the Antoune family noting, “Rudolph and his father Elias have never given up in running the company and have demonstrated their confidence and fidelity to both Liberia and the Liberian people, and Renault.”Ambassador Godeau continued, “This marvelous realization located in such an elegant building has to be considered as an important milestone in the development of the French company Renault in Liberia. I also see it as a marking symbol, among others, of the dynamism of French companies who are all committed to contributing to the recovery and development of Liberia.”Established in 1955, Elias Antoine Motors remains the official dealer of Renault vehicles in Liberia. Situated at the corner of Capitol Bye Pass and Bassa Community, the elegant structure housing the new showroom is a unique venue where customers can easily go and purchase Renault vehicles.Last Thursday’s event was graced by senior Liberian clergymen, foreign diplomats, senior Liberian government officials as well as foreign and local corporate executives.Share this:Click to share on Twitter (Opens in new window)Click to share on Facebook (Opens in new window)last_img read more