The document discusses strategies for credit union associations to recruit young professionals and volunteers. It provides tips for attracting millennials, such as emphasizing work-life balance, growth opportunities, and high-level responsibilities from day one. Regarding board recruitment, it notes most members are older and offers ideas to appeal to different personality types, such as highlighting community impact for altruists and networking benefits for careerists. Tactics suggested include campus recruiting, treating recruitment like a sales process, and leveraging referrals.

1. CREDIT UNION ASSOCIATION OF OREGON
YOUNG ADULT OUTREACH
RECRUITING FUTURE LEADERS
+

2. TODAY
1. GOALS
2. EMPLOYEES
3. YOU
4. VOLUNTEERS
5. Q+A

3. HOW ARE WE DOING WITH OUR
GOALS AND MILESTONES?

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. 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. ATTRACTING
YOUNG
PROFESSIONALS

7. 1981 SUMMER JOB=2/3 TUITION
TODAY’S 1-YEAR JOB = 1 YEAR
OF SCHOOL

8. OF MILLENIAL
36% EMPLOYEES STAY
LESS THAN A YEAR
AT FIRST JOB

9. SEE FINANCES AS
30% THEIR MOST
IMPORTANT
PROBLEM

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. CREDIT UNION
DIFFERENTIATORS

12. SOCIAL RESPONSIBLE EMPLOYER

13. OPPORTUNITY TO
WORK WITH SENIOR
MANAGERS FROM
DAY ONE

14. OPPORTUNITIES TO
INFLUENCE
STRATEGY
IMMEDIATELY
(ESPECIALLY APPEALING TO MBA RECRUITS)

15. VARIETY IN JOB FUNCTIONS
“I LOVE THAT MY JOB IS
DIFFERENT EVERY DAY.”

16. TRAVEL FOR JOB-
RELATED TRAINING

17. REASONABLE HOURS
THAT ALLOW FOR
GOOD WORK/LIFE
BALANCE

18. EDUCATION
REIMBURSEMENT
(FOR FULL-TIME HIRES)

19. CAMPUS
RECRUITING TIPS

20. MAKE CONTACT IN THE
RIGHT PLACES

21. BE SPECIFIC ABOUT
WHAT YOU WANT IN AN
EMPLOYEE / IN THE
POSITION

22. OFFER A MEANINGFUL JOB

23. MANAGE THE CREDIT UNION’S
SALARY EXPECTATIONS

24. MAKE THE PROCESS MOVE QUICKLY

25. EMPHASIZE
WORK/LIFE
BALANCE

26. PLAY UP GROWTH
OPPORTUNITIES

27. SELL RECRUITS ON HIGH-LEVEL
OPPORTUNITIES

28. WORK YOUR NETWORKS

29. CONSIDER NIGHT / WEEKEND
STUDENTS

30. USE COLLEGE CAREER OFFICES

31. RECRUITING ON A
BUDGET

32. HOST RESUME
CRITIQUES OR
MOCK INTERVIEWS

33. SEND ENGAGING
SENIOR EXECS

34. SEND A “GOOD
LUCK” CARD OR
SMALL GIFT

35. WHAT DO YOU
LOVE ABOUT YOUR
JOB?

36. ATTRACTING
YOUNG
VOLUNTEERS

37. AGE OF EXISTING CREDIT UNION DIRECTORS:
25% are under 49.
6% are under 39.

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. HOW ARE BOARD MEMBERS FOUND?

40. 54%
THROUGH EXISTING
NETWORKS

41. 25%
EXISTING VOLUNTEER
SUPERVISORY COMMITTEES, NON-
VOTING DIRECTORS, ETC.)

42. 4%
NOMINATING COMMITTEE
ACTIVELY RECRUITS

43. 4%
PROACTIVE
SUCCESSION PLAN

44. WHEN RECRUITING...

45. TOUT THE
BENEFITS.

46. ALTRUISTS

47. (TYPE OF PERSON // MOTIVATED BY)

48. MAKING A DIFFERENCE

49. INVOLVED IN STUDENT GROUPS &
VOLUNTEER ORGANIZATIONS

50. (DO THIS)

51. EMPHASIZE
HISTORY &
MISSION

52. HIGHLIGHT COMMUNITY
CONTRIBUTION

53. DESCRIBE INDIVIDUAL
DIRECTORS’ INFLUENCE

54. CAREERISTS

55. (TYPE OF PERSON // MOTIVATED BY)

56. MEETING PEOPLE

57. DEVELOPING NETWORKS

58. LEARNING HOW
ORGANIZATIONS WORK

59. FINANCIAL / FIDUCIARY
EXPERIENCE
(DEPENDING ON WHETHER OR NOT THEY HAVE THEIR MBA)

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. (DO THIS)

62. TREAT IT LIKE A SALES CALL
1) ESTABLISH TRUST
2) EXPLAIN BENEFITS
3) CLOSE

63. DESCRIBE DIRECTORS’
COLLECTIVE ACHIEVEMENTS

64. TACTICAL TIPS

65. Take prospects out to dinner

66. Offer a tour of branches &
headquarters

67. Invite to participate in a
board meeting

68. Make a firm invitation,
with a response date

69. Submit your invitation in writing
with benefits and
responsibilities

70. Invite to an advisory position

71. Ask for referrals from
community leaders and
candidates who decline

72. One referral per director per year:
Emphasis on targeted groups.

73. THANKS! :)
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