CREDIT UNION ASSOCIATION OF OREGON

YOUNG ADULT OUTREACH

+

RECRUITING FUTURE LEADERS

TODAY1. GOALS2. EMPLOYEES3. YOU4. VOLUNTEERS5. Q+A

HOW ARE WE DOING WITH OUR GOALS AND MILESTONES?

ASSIGNMENTSFor 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

ON OCTOBER 6THWe’ll each present our progress (3 slides).

$50 Amazon Gift Card Price for:• Best idea• Most Resourceful• Wild Card (popular vote)

ATTRACTING YOUNG PROFESSIONALS

1981 SUMMER JOB=2/3 TUITION

TODAY’S 1-YEAR JOB = 1 YEAR OF SCHOOL

OF MILLENIAL EMPLOYEES STAY LESS THAN A YEAR AT FIRST JOB36%

SEE FINANCES AS THEIR MOST IMPORTANT PROBLEM30%

3.25

3.31

3.38

3.46

3.58

3.60

3.63

Non-cash compensation (e.g. insurance and perquisites)

Cash compensation (base pay plus any bonuses)

The credit union's values

Paid vacation days

Attitude of senior leaders

Relationship with my immediate supervisor

Support from managers to innovate at work

MOST IMPORTANT EMPLOYMENT FACTORS FOR CREDIT UNION PROFESSIONALS UNDER 30

CREDIT UNIONDIFFERENTIATORS

SOCIAL RESPONSIBLE EMPLOYER

OPPORTUNITY TO WORK WITH SENIOR MANAGERS FROM DAY ONE

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

VARIETY IN JOB FUNCTIONS

“I LOVE THAT MY JOB IS DIFFERENT EVERY DAY.”

TRAVEL FOR JOB-RELATED TRAINING

REASONABLE HOURS THAT ALLOW FOR GOOD WORK/LIFE BALANCE

EDUCATION REIMBURSEMENT (FOR FULL-TIME HIRES)

CAMPUS RECRUITING TIPS

MAKE CONTACT IN THE RIGHT PLACES

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

OFFER A MEANINGFUL JOB

MANAGE THE CREDIT UNION’S SALARY EXPECTATIONS

MAKE THE PROCESS MOVE QUICKLY

EMPHASIZE WORK/LIFE BALANCE

PLAY UP GROWTH OPPORTUNITIES

SELL RECRUITS ON HIGH-LEVEL OPPORTUNITIES

WORK YOUR NETWORKS

CONSIDER NIGHT / WEEKEND STUDENTS

USE COLLEGE CAREER OFFICES

RECRUITING ON A BUDGET

HOST RESUME CRITIQUES OR MOCK INTERVIEWS

SEND ENGAGING SENIOR EXECS

SEND A “GOOD LUCK” CARD OR SMALL GIFT

WHAT DO YOU LOVE ABOUT YOUR JOB?

ATTRACTING YOUNG VOLUNTEERS

25% are under 49.6% are under 39.

AGE OF EXISTING CREDIT UNION DIRECTORS:

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

HOW ARE BOARD MEMBERS FOUND?

54%THROUGH EXISTING NETWORKS

25%EXISTING VOLUNTEERSUPERVISORY COMMITTEES, NON-VOTING DIRECTORS, ETC.)

4%NOMINATING COMMITTEE ACTIVELY RECRUITS

4%PROACTIVE SUCCESSION PLAN

WHEN RECRUITING...

TOUT THE BENEFITS.

ALTRUISTS

(TYPE OF PERSON // MOTIVATED BY)

MAKING A DIFFERENCE

INVOLVED IN STUDENT GROUPS & VOLUNTEER ORGANIZATIONS

(DO THIS)

EMPHASIZE HISTORY & MISSION

HIGHLIGHT COMMUNITY CONTRIBUTION

DESCRIBE INDIVIDUAL DIRECTORS’ INFLUENCE

CAREERISTS

(TYPE OF PERSON // MOTIVATED BY)

MEETING PEOPLE

DEVELOPING NETWORKS

LEARNING HOW ORGANIZATIONS WORK

FINANCIAL / FIDUCIARYEXPERIENCE(DEPENDING ON WHETHER OR NOT THEY HAVE THEIR MBA)

“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

(DO THIS)

TREAT IT LIKE A SALES CALL

1) ESTABLISH TRUST

2) EXPLAIN BENEFITS

3) CLOSE

DESCRIBE DIRECTORS’ COLLECTIVE ACHIEVEMENTS

TACTICAL TIPS

Take prospects out to dinner

Offer a tour of branches &headquarters

Invite to participate in a board meeting

Make a firm invitation,with a response date

Submit your invitation in writingwith benefits and responsibilities

Invite to an advisory position

Ask for referrals from community leaders and candidates who decline

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

THANKS! :)EMAIL ME: brentd@filene.org

CALL ME: (214) 736-4505

TWEET ME: WWW.TWITTER.COM/ITSJUSTBRENT

LET’S KEEP THE CONVERSATION GOING