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The underutilization of carrier pigeons in credit union talent acquisition

first_img 38SHARESShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr,Matt Monge Matt Monge is a speaker, consultant, blogger, mental health advocate, and the founder of The Mojo Company. His mission? Simple. He’s on a crusade to make the world a better … Web: Details I’m begging your pardon, but you’ll have to give me a moment. I’m just fastening a tiny recruitment parchment to one last carrier pigeon for a client.You see, we’re going to unleash a flock of them over the counties within which their members live, work, worship, breathe, breed, drive through, fly over, have family, have friends, or eat (or used to eat) Chipotle.Obviously, when I mentioned in a previous post here on CU Insight – Six Things Successful Credit Unions of the Future Will Do – that we need to reimagine employee engagement, including talent acquisition, the above bird-brained strategy isn’t exactly what I had in mind.That said, it is imperative that we reimagine employee engagement, and one major link in that chain, of course, is the talent acquisition process.Here are some practical things to consider as it relates to your credit union’s talent strategy.Successful Credit Unions of the Future…Build the talent acquisition strategy on the foundation of organizational culture and identity. Your credit union’s culture should be the starting point for framing your talent strategy. It should be what informs every aspect of the strategy and tactics.I mean, think about it. If you don’t have a clearly defined culture, who’s to say what candidates are supposed to experience? Is the application and interview process designed to be fun? Serious? Formal? Informal? Is it supposed to create an environment within which candidates are likely to demonstrate whether or not they’re inclined to work collaboratively? Is it going to show you anything other than whether or not they were smart enough to Google the answers to the most common interview questions ahead of time? Is the process really designed to be anything at all besides “compliant?”The application and interview process should be fully aligned with your organizational culture, and should provide candidates a preview of what organizational life is like at your credit union. At the same time, it should provide your team a preview of how the candidates might potentially fit into the culture at your credit union. That will only happen, however, if (1) you have a clearly defined culture and core behavioral values and (2) your talent acquisition strategies and tactics are fully aligned and integrated with the culture and values.Conceptualize the interview process as humans getting to know each other.Much of what we see out there is due to well-meaning folks telling us for years – decades, really – that there were one or two particular ways that were the “correct” ways to structure and execute interview processes and interviews themselves.What I suggest to people is this: for just a little while, forget about reading articles titled “How to Structure Your Interview Process” and instead think more about how humans get to know each other, and work from there.Start from the standpoint of creating contexts within which your team can get to know the humans who are expressing interest in your credit union, and the candidates can get to know your team and the credit union, its culture, and its values.Structure the interviews in ways that create the sorts of contexts mentioned above.This is simply the tactical execution of what I mentioned above. Building a recruitment process for the purpose of people getting to know each other is going to look and feel different than the standard recruitment process. That interview is going to look and feel different than the standard interview. Why? Because the standard recruitment and interview processes are very one-sided. Sure, we give them tours and ask if they have questions and all that jazz; but that’s not at all what I’m talking about here.What you want to do is create these things so that both you and the candidates can discover if there’s a mutual fit, shared values, an intersection of skills and passions needed with skills and passions possessed, and so on.Don’t buy into the myth that you can be forward thinking OR compliant, but not both.The above is what’s called a false dilemma in the wonderful world of logic.What has happened – and I’m by no means the only voice out there pointing this out – is that while other areas within organizations continue to progress and move forward, sometimes HR and Talent Acquisition have not.One of the reasons they sometimes haven’t, or at least not at a rate that allows them to keep pace with the rest of the organization or with the rest of the broader HR and Talent world, is that at times we’ve sewn ourselves into a straightjacket of our own making because of a well-intentioned, but perhaps misguided, understanding of the role or meaning of compliance within HR and Talent Acquisition in 2016. While compliance may be part of what HR/Talent does, it’s not its primary function. If HR/Talent is spending the bulk of its time worrying about compliance, I’d argue it’s veered off course.If the appendix of your HR policy manual has more parts than your applicant pool has people, it may be a sign that things are potentially out of whack in regards to Talent Acquisition.Know that too many application and interview processes are set up to accentuate the power dynamics.Very few folks do this intentionally. It’s just sort of always been this way, but it makes candidates feel like they’re begging instead of conversing. Like they’re Oliver Twist pleading for a job instead of having a conversation between equals trying to determine mutual fit.Don’t write job descriptions that read like the technical instructions for how to put together something in Danish. Most job descriptions out there don’t read like a human is talking to you, and they should. They should reflect your culture and brand. They should read like a human with a personality is talking to you about the gig.Don’t write job descriptions that are entirely focused on outlining the skills and experience necessary for the job and entirely devoid of any meaningful explanation of the culture, core values, and the expectations around those things.If you look at many job descriptions, you might see eighty-seven bullet points detailing every blessed thing someone might possibly have to do, and then nestled somewhere in either the first or last paragraph will be some clearly obligatory but definitely vague mention of the workplace there being positive or that they’re looking for “team players” or something along those lines.Refuse to view talent acquisition as strictly an “HR Thing.”Recruitment, and the recruitment process, is an organizational effort. The second it’s not thought of that way, you’re in trouble, because there won’t be mutual understandings and expectations around how or when or sometimes even if things should be done relating to recruitment. There will be misunderstandings all over the place.Managers with openings will resent HR, because they won’t feel like their positions are getting filled quickly enough or with the right people; and HR won’t be terribly fond of those managers either because they’ll feel like the managers aren’t giving them adequate job descriptions, or responding quickly enough to qualified candidates, or making smart hiring decisions.Sounds delightful, no?So what’s the bottom line?Successful credit unions of the future will be the ones who are forward thinking in regards to talent acquisition. Just like any other area within our organizations, we can’t afford stagnancy in this area either. If we’re not careful, we’ll be left behind, convinced in our own minds that as long as the parchment paper we’re using is compliant, fastening tiny recruitment parchments to carrier pigeons is a recruitment “best practice.” Unfortunately, the end result of our complacency may be that we’re covered in something else the pigeons decided to drop off.last_img read more


Local businesses prepping for Super Bowl boost in business

first_imgFor other hot spots in the area, orders have already started coming in. “Last year we did just over 9,500 wings for takeout so we’re expecting to do right about there, just because we only have so much time in the day,” said Old Union Hotel owner Andy Kipp. And the more business, means the more preparations. “We just over-ordered to make sure we have pizza, wings, and dough and everything, and we’ll be ready for the big event,” said Matruski. “The kitchen usually closes at 2 a.m. on Saturday, so we’ll close a lot earlier to start getting everything ready, making sauces,” said Kipp. “We have a lot of time slots already filled up. We’ve been taking orders for about two weeks now. If you want wings Sunday from us, you should call as soon as possible,” said Kipp. “I would say the calls will start coming in early on Saturday and everybody wants their pizza and wings before the game. And after the game starts, the phone stops ringing,” said Matruski. (WBNG) — The staples of Super Bowl Sunday are football and food. While Americans will be spending the day in front of the TV, local restaurants will be spending the day in the kitchen.center_img Restaurants in our area say they’re ready to see an influx of orders this weekend. Once the weekend comes, it’s all hands on deck, as phones will be ringing off the hook. “The Super Bowl is one of the biggest sporting events of the year. We’re going to be ready for it, there’s going to be a lot of pizza, a lot of wings, we’re just going to have a good time as family and friends are getting together, it’s just one big special day,” said Pizza on the Plaza owner Douglas Matruski. The Old Union Hotel is using the uptick in business to help out the community, calling the day ‘Super Bowl Sunday of Giving.’ “Oh, we’ll probably do like more than triple the business,” said Matruski. “Five percent of all sales Sunday will go to First Ward Charities, which goes to help the community,” said Kipp. So no matter who takes home the trophy, the day is already a win in the books of many businesses.last_img read more


Cleverley: We won’t let heads drop

first_imgManchester United midfielder Tom Cleverley insists the club have no intention of feeling sorry for themselves over their present plight. United are reeling from Sunday’s 3-1 defeat at Chelsea, which left them six points adrift of a Champions League berth and without skipper Nemanja Vidic for three games following his red card for a lunge on Eden Hazard. It means the Serbian will be suspended for Wednesday night’s Capital One Cup encounter with Sunderland, when United must overcome a first-leg deficit to reach the final and a probable showdown with in-form rivals Manchester City. Former United defender Gary Neville accepts Mata does not fit the usual tactical template for United purchases. But he knows the 25-year-old could bring an injection of positivity at a time when United appear to be enveloped in gloom. “Does he fit in with what I would call the typical philosophy of Manchester United? I would say no,” said Neville on Twitter. “Positives of signing a player like him are obvious-lift everyone (spark) creativity, knows PL, 4th place chances go up – fantastic player.” Mata would certainly bring additional competition to an area of the field where so many feel the Red Devils are deficient. After falling 14 points adrift of leaders Arsenal, it is now widely accepted United will not retain their title. Yet Cleverley feels if any club can achieve the impossible, it is his. “You can never rule Manchester United out,” he said. “This club has come from some mad positions in the past to go on and win things. “It is going to be very tough. I would say we will need to win every game from now until the end of the season to do it but you should never rule us out.” Press Association Neither Wayne Rooney nor Robin van Persie are likely to start given they have only just returned to training following groin and thigh absences respectively, although David Moyes must be tempted to include them given the avalanche of negative publicity that would accompany yet another setback. Little has gone right for new boss Moyes this season, but Cleverley is adamant United will not let their heads drop. “We can’t let it get our heads down,” he told Sky Sports News. “You have to feel for the new manager. He has had no luck at all. “But we are not going to feel sorry for ourselves. “We have to stand up and be counted. That starts with the Capital One Cup.” Moyes is already clocking up the air miles in a bid to make the additions so obviously required. The latest player to be linked with a move to United is Chelsea midfielder Juan Mata, who has failed to impress Jose Mourinho sufficiently to claim a regular starting berth and is beginning to fear for his World Cup place. last_img read more


Pinnacle – Content & Social Media Manager Benjamin Cronin – Standing out at Russia 2018

first_img Fonbet builds betting experience through ‘Alice’ voice assistant July 7, 2020 Ilya Machavariani, Dentons – CIS regional dynamics will come to play prior to gambling take-off July 31, 2020 Share StumbleUpon Related Articles Share Duma approves overhaul of Russian sports betting laws  July 23, 2020 Submit This Summer’s World Cup in Russia will provide an unrivalled opportunity for sportsbooks to attract new customers, therefore for both established and growing operators fully capitalising on the event is vital.  As an operator that takes immense pride in its high quality sportsbook offering, giving high limits and not restricting successful bettors. Pinnacle’s Content & Social Media Manager Benjamin Cronin detailed to SBC how it will ensure it maximises the World Cup and the potential that football’s showpiece event brings.______________________SBC: Hi Ben – great to catch up, firstly, can you tell me how Pinnacle plans on ensuring that its sportsbook stands out during this World Cup?Benjamin Cronin: Fortunately for us, our product already sets us apart from other bookmakers. The best odds, highest limits and a winners welcome policy is a unique offering that no one else has been able to copy.That said, we appreciate the World Cup is a massive event and although we give bettors exactly what they want, we are aware that the gimmick-laden marketing campaigns from other bookmakers will create a lot of noise. We plan to offer something in-line with our brand and will always prioritise adding value to our customer’s experience over anything else.I don’t want to give anything away but watch this space…SBC: The Pinnacle sportsbook is a more immersive product and provides customers with a high level of analysis and data, how crucial is it that operators evolve to continually satisfy the ever expanding desires of a sportsbook user?BC: The use of data has been building within the betting industry for a while now. Considering we have always been advocates of the use of data (both for bettors and bookmakers), it puts us in a fortunate position – we haven’t adapted a great deal to suit the market, the market has adapted to us.Whether it’s writing articles about using performance data to find an edge in sports betting, or giving a presentation on how R is transforming Pinnacle’s risk management at this year’s useR! Conference, we are certainly at the forefront of the data-driven sportsbook movement.Any good sportsbook product is will be built around its users. In addition to understanding what our customers want, we are committed to providing a cutting-edge user experience across the board in terms of our offering. SBC: When it comes to new sportsbook products that are launched with the World Cup in mind, retain popularity even as the tournament comes to close?BC: This depends on both the quality of the product and the strategy behind it. There’s plenty of competition for space on the World Cup stage and it will take something special to really grab peoples’ attention. Some products will be built with a month-long shelf life in mind but those that hope to keep customers engaged beyond mid-July will have to balance the buzz of such a big global event with long-term benefits that the customer will remember. SBC: Looking ahead, when the football season recommences next August, what do you anticipate will dictate where players bet, new season sign up offers or a positive memory of World Cup sportsbooks?BC: It depends on what type of bettors we are talking about. Sharp bettors will treat the World Cup like any other soccer tournament – they’ll try and find value bets and know that Pinnacle is where to find them. These types of bettors are only worried about where the best odds are, how much they can bet and getting the piece of mind that they won’t be restricted or banned if they win.Casual bettors, on the other hand, will always be driven by the sign-up offers. The World Cup is a great opportunity to reach a new betting audience but it is keeping people engaged and offering them a consistently good product that matters most.SBC: To conclude I’d be interested to find out if you anticipate whether for betting operators this could be the most mobile based tournament ever, and do you focus your sportsbook offering with this in mind?  BC: We are all well aware of how important the mobile platform is in this industry and the World Cup will certainly intensify the need for a mobile-friendly product. With three of four group games taking place each day (broadcast to an audience across various different time zones) we certainly anticipate a lot of activity on our mobile app (Pinnacle Lite) and the mobile version of our website.______________________Pinnacle have been nominated for Bookmaker of the Year, Esports Bookmaker of the Year and Best Affiliate Partner Scheme at next month’s prestigious SBC awards. Furthermore, maximising the World Cup from the perspective of a sportsbook will be discussed in greater depth at the ‘Betting on Football 2018’ (#bofcon2018) conference. To find out more about both events click on the banner below.last_img read more