Posted by Mr. Howard Bufe, AVP, Credit Union Resources, Inc on 10/21/2016

Fall is in the air!  Pumpkin patches on corners sprinkled with holiday yard art.  Halloween is upon us, soon to be followed by Turkey Dinners and Packages under the Tree!  Not only will festivities begin to capture more of our time and attention.  We will feel stress from budget season, finishing projects with completion dates rapidly approaching.  Time becomes a precious commodity.  We need to stop, take a deep breath and prioritize!

“Lack of direction, not lack of time, becomes the problem…

Zig Ziglar said “Lack of direction, not lack of time, is the problem.  We all have twenty-four hour days.”  It’s important for us to realize that everything we do either takes us closer to our goals or takes us further away.  You must perform those tasks that take you closer to your goals and say no to those that don’t. 

There’s no question that most of us feel there just aren’t enough hours in the day to get everything done.  Compliance issues, operational challenges, a constant barrage of new products and services to be evaluated and potentially implemented.  Our world seems to be changing at breakneck speed.  We tend to think, how can I plan for the future when I can’t even keep up with today!  Bottom line, you can’t afford not to plan.  You must have a clear vision of where you’re headed to be competitive in today’s market!  I guarantee your successful competitors do!! 

A credit union must have a strategy or a “game plan” for management to position the credit union in its market arena, to compete successfully, satisfy its members and achieve good business performance.  Strategy demands choice and focus!  Strategic planning is both frustrating and exciting in the fact that it is never ending.  Strategies need to be reevaluated and enhanced, that’s why you must view strategic planning as an ongoing process and not a one-time event.

Take advantage of strategic planning by:

  • Setting clear and quantifiable goals

  • Have everyone on board and committed to the plan

  • See the strategic plan as a living document that is reviewed and revised based upon market realities

A lot of work?  Absolutely!  But the potential payoff could be great!

Categories: Education & Training, Human Resources, Strategic Planning & Consulting
Posted by Chris Thomas, Regional Manager, Credit Union Resources, Inc on 10/19/2016

Technology has changed the recruiting and hiring process tremendously.  For the most part, the days of leaving voicemail after voicemail and trying to coordinate interviews around a lunch schedule have been left behind.  Advancements in technology have changed the way companies find and communicate with potential candidates.

We are being introduced to a generation of candidates that can’t even imagine the traditional interviewing process.  Come in and meet with you face to face?  Why?  Fill out a paper application?  Really?  

A digital recruiting plan can be an easier and better way to build incredible staffs at a much faster rate.  It is a much more beneficial way to be able to recruit quality candidates in areas where we may not be able to realistically conduct face-to-face interviews. 

How does it benefit the company and how can it make the hiring process easier and better?  Imagine the benefit of having a candidate conducting a single digital video interview with multiple managers simultaneously instead of having to coordinate schedules for all those managers and candidates.  In one afternoon, you could knock out several candidate interviews and move everyone on to the next step in the hiring process.    

Companies are making those changes.  According to the Society for Human Resource Management, more than 80 percent of companies are using some form of social media to recruit candidates, an increase of 50 percent in the last five years.  Whether it is Facebook, Twitter, Instagram or Snapchat, there are many places for candidates to find you, learn more about your company and culture, and decide if it is an environment they would like to join. 

CUER uses online interviewing and recruiting technology for candidates through social media more and more every day.  We work with credit unions nationally and can recruit for candidates remotely just as easily as we can locally.  We can sit in our office and interview a candidate through our digital interviewing system and come away with a better understanding of their work experience as well as their attitude, presentation and even their own ability to handle technology.  And we can do it at any time of the day. 

Candidates can also conduct a video introduction of themselves that we can share with our credit union clients.  This gives us the opportunity to add value to a typical resume when we share with the client and give them a deeper understanding of that potential employee.

With a new generation of applicants becoming more technical, none of this will be changing anytime soon.  When my 4-year old son can diagnose and repair his grandmother’s iPad, it’s a clear sign that technology isn’t slowing down and we better keep up with it.    

If you are a candidate looking for a career in the credit union industry or a credit union looking for staffing help, and have questions about how to find the right fit feel free to contact me.  In Credit Union Employment Resources we can certainly help you out, or you can contact me directly at

Categories: Employment & Staffing, Human Resources
Posted by Mr. Chad Stanislav, VP Financial & Technology, Credit Union Resources, Inc on 10/17/2016

I recently was watching a Ted Talks presentation by Jim Hemerling who talked about the era of constant change.  Whenever we endeavor for some personal transformation (losing weight, running a marathon, setting a goal to reach, becoming a doctor), we feel energize and excitement.   However, when we hear our company talk about transformation, employees immediately are filled with anxiety and fear the worse.   Jim indicates in today’s world with globalization, advances in technology, people better connected than ever, that we are in an era of “always-on” transformation because things are constantly changing.

He indicates that this always-on transformation is very exhausting for most because leaders don’t have a clear vision, working in crisis mode, or approaching short-term solutions that bleed the hope in the future.  However, to fix the exhaustive approach and change the bleak outlook to a more powering and energizing one, there are five imperatives that need to be of focus which all are about putting people first.

First, inspire through purpose.  If employees are going to perform at their peak, they need a deeper sense of purpose.  These are no necessarily focused on growth or sales, but if employees feel they are making a difference and belief in what the company is doing, then better performance and greater sales will be a by-product of being inspired through purpose.

Second imperative is go all in.  In corporate America many transformation come with a pink slip and focus on bottom line by cutting costs.  Going all in refers to thinking about initiatives, driving growth, making fundamental changes to operations, and invest in developing leadership and talent.  We are experiencing a shift in our operations as credit unions continue to change their emphasis of service needs.

Third, enable people to succeed during the transformation and beyond.  If you can provide the guidance, training, or teamwork with employees, they will rise to the occasion.  When the employees are provided an opportunity to succeed, they will help the company or credit union achieve during the transformation to the clear goals or vision.

Fourth, instill a culture of continuous learning.  There are many different types of learning from class room, conferences, books, internet, self-study, team discussions, experiments, and so forth.   There are more availability than ever before for learning.  If your credit union has culture for learning, your credit union most likely will do better things for their membership and the community.

Fifth, be an inclusive leader.   A good leader will have a vision, goals and benchmarks, and hold people accountable, but an inclusive leader will also solicit suggestions from their team.  By doing so, it typically elevates the team or company as a whole while focused on the vision and goals.

How many of you feel like you are in constant change especially with the credit union shrinking in numbers but credit unions growing in size?   Does your credit union subscribe to any of these five imperatives?  If so, how have they fared for your credit unions?  A constantly evolving credit union to meet the needs of members will better position the credit union for the future.  Can you share any imperatives that you have used in your credit union that were not mentioned in the blog?

Page 1 of 162 (484 items)
Subscribe to the Blog

Categories & Archives
Category Filter

Author Filter




Connect: FacebookTwitter©  Credit Union Resources, Inc. All rights reserved.


Contact Us
6801 Parkwood Blvd.
Suite 300
Plano, Texas 75024
Phone: (469) 385-6400
Toll Free: (800) 442-5762
Online Form