RS_CUAO July2010 SM Webinar Presentation

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RS_CUAO July2010 SM Webinar Presentation

  1. 1. CREDIT UNION ASSOCIATION OF OREGON YOUNG ADULT OUTREACH RECRUITING FUTURE LEADERS +
  2. 2. TODAY 1. GOALS 2. EMPLOYEES 3. YOU 4. VOLUNTEERS 5. Q+A
  3. 3. HOW ARE WE DOING WITH OUR GOALS AND MILESTONES?
  4. 4. ASSIGNMENTS For June 8th Eugene meeting: • Review CU Tomorrow Business Briefs • Identify three goal-appropriate areas In Between: • Basecamp messages, filesharing, milestones, etc. For October 6th Portland meeting: • Reporting on goal fulfillment and/or specific near-term targets
  5. 5. ON OCTOBER 6TH We’ll each present our progress (3 slides). $50 Amazon Gift Card Price for: • Best idea • Most Resourceful • Wild Card (popular vote)
  6. 6. ATTRACTING YOUNG PROFESSIONALS
  7. 7. 1981 SUMMER JOB=2/3 TUITION TODAY’S 1-YEAR JOB = 1 YEAR OF SCHOOL
  8. 8. OF MILLENIAL 36% EMPLOYEES STAY LESS THAN A YEAR AT FIRST JOB
  9. 9. SEE FINANCES AS 30% THEIR MOST IMPORTANT PROBLEM
  10. 10. MOST IMPORTANT EMPLOYMENT FACTORS FOR CREDIT UNION PROFESSIONALS UNDER 30 Non-cash compensation (e.g. insurance and perquisites) 3.25 Cash compensation (base pay plus any bonuses) 3.31 The credit union's values 3.38 Paid vacation days 3.46 Attitude of senior leaders 3.58 Relationship with my immediate supervisor 3.60 Support from managers to innovate at work 3.63
  11. 11. CREDIT UNION DIFFERENTIATORS
  12. 12. SOCIAL RESPONSIBLE EMPLOYER
  13. 13. OPPORTUNITY TO WORK WITH SENIOR MANAGERS FROM DAY ONE
  14. 14. OPPORTUNITIES TO INFLUENCE STRATEGY IMMEDIATELY (ESPECIALLY APPEALING TO MBA RECRUITS)
  15. 15. VARIETY IN JOB FUNCTIONS “I LOVE THAT MY JOB IS DIFFERENT EVERY DAY.”
  16. 16. TRAVEL FOR JOB- RELATED TRAINING
  17. 17. REASONABLE HOURS THAT ALLOW FOR GOOD WORK/LIFE BALANCE
  18. 18. EDUCATION REIMBURSEMENT (FOR FULL-TIME HIRES)
  19. 19. CAMPUS RECRUITING TIPS
  20. 20. MAKE CONTACT IN THE RIGHT PLACES
  21. 21. BE SPECIFIC ABOUT WHAT YOU WANT IN AN EMPLOYEE / IN THE POSITION
  22. 22. OFFER A MEANINGFUL JOB
  23. 23. MANAGE THE CREDIT UNION’S SALARY EXPECTATIONS
  24. 24. MAKE THE PROCESS MOVE QUICKLY
  25. 25. EMPHASIZE WORK/LIFE BALANCE
  26. 26. PLAY UP GROWTH OPPORTUNITIES
  27. 27. SELL RECRUITS ON HIGH-LEVEL OPPORTUNITIES
  28. 28. WORK YOUR NETWORKS
  29. 29. CONSIDER NIGHT / WEEKEND STUDENTS
  30. 30. USE COLLEGE CAREER OFFICES
  31. 31. RECRUITING ON A BUDGET
  32. 32. HOST RESUME CRITIQUES OR MOCK INTERVIEWS
  33. 33. SEND ENGAGING SENIOR EXECS
  34. 34. SEND A “GOOD LUCK” CARD OR SMALL GIFT
  35. 35. WHAT DO YOU LOVE ABOUT YOUR JOB?
  36. 36. ATTRACTING YOUNG VOLUNTEERS
  37. 37. AGE OF EXISTING CREDIT UNION DIRECTORS: 25% are under 49. 6% are under 39.
  38. 38. Boards that are more diverse return more value to shareholders. DAVID A CATER, BETTY J SIMPKINS, & W GARY SIMPSON, “CORPORATE GOVERNANCE, BOARD DIVERSITY, & FIRM VALUE, THE FINANCIAL REVIEW 38, (2003): 33 - 53
  39. 39. HOW ARE BOARD MEMBERS FOUND?
  40. 40. 54% THROUGH EXISTING NETWORKS
  41. 41. 25% EXISTING VOLUNTEER SUPERVISORY COMMITTEES, NON- VOTING DIRECTORS, ETC.)
  42. 42. 4% NOMINATING COMMITTEE ACTIVELY RECRUITS
  43. 43. 4% PROACTIVE SUCCESSION PLAN
  44. 44. WHEN RECRUITING...
  45. 45. TOUT THE BENEFITS.
  46. 46. ALTRUISTS
  47. 47. (TYPE OF PERSON // MOTIVATED BY)
  48. 48. MAKING A DIFFERENCE
  49. 49. INVOLVED IN STUDENT GROUPS & VOLUNTEER ORGANIZATIONS
  50. 50. (DO THIS)
  51. 51. EMPHASIZE HISTORY & MISSION
  52. 52. HIGHLIGHT COMMUNITY CONTRIBUTION
  53. 53. DESCRIBE INDIVIDUAL DIRECTORS’ INFLUENCE
  54. 54. CAREERISTS
  55. 55. (TYPE OF PERSON // MOTIVATED BY)
  56. 56. MEETING PEOPLE
  57. 57. DEVELOPING NETWORKS
  58. 58. LEARNING HOW ORGANIZATIONS WORK
  59. 59. FINANCIAL / FIDUCIARY EXPERIENCE (DEPENDING ON WHETHER OR NOT THEY HAVE THEIR MBA)
  60. 60. “Without my experience at USC Credit Union I wouldn’t have been competitive for [my current position]. I spent a great deal of time [ during my job interview] talking about my experience at the board.” - JUSTIN HO, USC CU BOARD MEMBERS, 2007
  61. 61. (DO THIS)
  62. 62. TREAT IT LIKE A SALES CALL 1) ESTABLISH TRUST 2) EXPLAIN BENEFITS 3) CLOSE
  63. 63. DESCRIBE DIRECTORS’ COLLECTIVE ACHIEVEMENTS
  64. 64. TACTICAL TIPS
  65. 65. Take prospects out to dinner
  66. 66. Offer a tour of branches & headquarters
  67. 67. Invite to participate in a board meeting
  68. 68. Make a firm invitation, with a response date
  69. 69. Submit your invitation in writing with benefits and responsibilities
  70. 70. Invite to an advisory position
  71. 71. Ask for referrals from community leaders and candidates who decline
  72. 72. One referral per director per year: Emphasis on targeted groups.
  73. 73. THANKS! :) EMAIL ME: brentd@filene.org CALL ME: (214) 736-4505 TWEET ME: WWW.TWITTER.COM/ITSJUSTBRENT LET’S KEEP THE CONVERSATION GOING

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