Above and beyond onboarding
How credit unions can respond to the Great Resignation and set labor standards that will benefit everyone for years to come
Credit unions have not been immune from the effects of the pandemic-induced Great Resignation; employees have quit their jobs in higher-than-usual numbers, and positions have remained unfilled much longer than is typical.
You may have heard stories of employers getting no applicants for their open positions—or experienced it yourself. Or perhaps you’ve heard about interviewees who stood up the recruiting panel. Even worse are what CUES member Kent Lugrand, president/CEO of $1 billion InTouch Credit Union in Plano, Texas, calls “ghost employees”—new hires who accept a position and then don’t bother to show up for their first day.
Credit unions offer some of the work perks employees are asking for today, such as a mission-driven culture and employee-centric benefits. But it is important to take a new tack when it comes to communicating those perks to potential employees and mentoring them through the application and hiring process.
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