​September 3, 2024

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Have you ever wondered how people end up working in the credit union movement? I love hearing these stories from CEOs, managers, MSRs, and everyone in between. It's amazing how often people find themselves in the credit union world by chance. From responding to a random job posting to being invited by a friend, many of us stumbled into this industry in unexpected ways. While it’s rare to hear someone say they dreamed of working at a credit union since childhood, these serendipitous stories highlight the unique and rewarding nature of our work.

 

When I talk to these professionals, their training is rarely even in business. I’ve chatted with people with degrees in creative writing, education, social work and communications. I personally have a degree in cultural anthropology and have spent years conducting research and teaching about how communities work to tackle poverty.

 

Credit unions have a unique opportunity to tap into a diverse pool of talent. By hiring individuals with backgrounds outside of traditional finance, we can bring fresh perspectives and valuable skills to our organizations. As an industry that values community and “people helping people,” we need to undo some of our hiring biases and broaden our search for qualified candidates. Look for individuals who have experience collaborating with community organizations, writing grants, teaching leadership development, or working in hospitality or product development. Below are four core skill sets, often overlooked in traditional finance roles, but are essential to the success of credit unions.

 

• Empathy and Understanding: Individuals trained in education, social work and the humanities often possess strong interpersonal skills and a deep understanding of human behavior. These qualities can be invaluable in our member-focused industry.

• Cultural Competence: Employees from diverse backgrounds can bring a unique perspective to understanding the needs and preferences of different member segments. This can help credit unions develop more inclusive products and services.

• Innovation: People from various backgrounds can challenge the status quo and introduce new ideas. This can lead to innovative solutions that help us stay ahead of the competition.

• Community Engagement: Hiring workers from low-income, immigrant and bicultural/bilingual backgrounds can strengthen a credit union's connection to the communities it serves. This can lead to increased trust and loyalty among members.

 

By broadening our hiring requirements to include these specific abilities, credit unions can create a more diverse and inclusive workplace that benefits both the organization and the communities it serves. Contact Coopera Consulting for help uncovering and overcoming hiring biases to broaden your credit union’s search for qualified candidates.

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