Winning the War on Talent Acquisition

Are you attracting the right talent to your credit union?

With the job market more competitive than ever, credit unions across the country are finding it harder to recruit the right people—those who bring not just experience but energy, alignment with values, and a desire to grow. The best organizations are no longer just looking to fill roles. They're building intentional strategies to become employers of choice.

A credit union executive I recently worked with expressed growing frustration about attracting strong candidates. Resumes would come in, but few seemed like the right fit, and even fewer stayed beyond the first year. Together, we took a hard look at their employer brand, recruiting process, and employee experience. The result? A refreshed approach that emphasized what made their credit union special—and it worked.

Why Talent Strategy Is a Leadership Imperative

Great talent doesn't just want a job. They want purpose, growth, and connection. That’s where your leadership comes in. Recruiting isn’t just HR’s responsibility—it’s a cultural effort driven from the top.

Your leadership sets the tone for what it's like to work at your credit union. And in today’s environment, where culture and meaning matter more than ever, your ability to attract and retain top talent depends on your ability to tell that story clearly and consistently.

Practical Shifts to Strengthen Your Talent Strategy

1. Tell Your Story with Intention
People want to join teams that are doing meaningful work. Highlight the unique aspects of your culture:

• Is your credit union deeply involved in the local community?

• Do you offer real paths for advancement and leadership development?

• Are your current employees proud to work there?

Showcase these stories on your website, social media, and during the interview process. Don’t just say “great culture”—show what makes it great.

2. Activate Your Internal Ambassadors
Your team is your best recruiting tool. Referred candidates tend to be more engaged, culturally aligned, and loyal.

• Offer meaningful referral incentives (not just gift cards—try extra time off or public recognition).

• Make it easy for employees to share open roles.

• Ask your top performers what made them say “yes” to joining—then use that in your messaging.

3. Rethink Your Digital Recruiting Strategy
If you're only posting jobs on traditional boards, you're missing a large pool of talent.

• Use platforms like LinkedIn and industry-specific forums to highlight what makes you different.

• Feature employee spotlights and leadership values in your online presence.

• Make sure your job descriptions reflect both the role and your culture—they should inspire, not just inform.

As Simon Sinek put it, “Customers will never love a company until the employees love it first.” The war for talent isn’t won with perks—it’s won with purpose, connection, and strong leadership.

Power Questions to Reflect On

• How can we better showcase our credit union’s culture to attract top talent?

• What referral incentives can we offer to turn our current team into passionate recruiters?

• Are we communicating why someone would choose us over another employer?

Recruiting the right people starts with clearly knowing who you are as a workplace—and boldly sharing that message. Your next great hire might not be actively looking—but if they see what you stand for, they’ll want in.

Thank you for taking the time to read our content. We’re so grateful you're here and are incredibly excited to see you succeed!