May 12, 2009

Who Says Nobody is Hiring? Nationwide HR Opportunities Abound!!

It would seem as though I am being bombarded with requests to pass on HR opportunities to people who may be looking. It appears that, even in this time of recession, good, ethical, talented, abd motivated HR professionals are hare to find. I am a little shocked by this as I see HR folks out there everyday looking and sending out there resumes in blind hope of landing their next career altering position. As I have said a number of times in the past, I am all about networking and paying it forward. I read somewhere (probably on Twitter) that more than 80% of new hires reported that they received their foot-in-the-door opportunity through networking. If that doesn't speak to the power of career anarchy and doing things differently, then I don't know what does. So, with that spirit in mind, I bring you a list of nationwide HR Opportunities. Good luck!!!

For all positions, qualified applicants should contact

Huntsville, AL
Director of Human Resources
Compensation: Open
Major consulting firm. Looking for someone with 10 years experience in various HR functions including employee relations, recruitment, & OD. Must have a proven track record in developing & managing highly productive leaders. Masters degree a +. Consulting or professional service experience a strong +. ________________________________________________________________________ Washington, DC
Manager of Human Resources
$110-120k + bonus
Professional service experience necessary. 5-8 years generalist experience.
Chicago, IL
Manager of Human Resources
Up to $100k + 10% bonus
Confidential search. Reports to VP of HR. Organizational development & employee relations. Experience in manufacturing. _______________________________________________________________________
Grand Rapids, MI
Manager of Benefits
Up to $130k + 10% bonus
Consulting experience a plus. Vendor relations experience.
Grand Rapids, MI
Manager of Human Resources
$100k + bonus
Fortune 100 corporation. 3-5 years generalist experience. Relo is provided. ________________________________________________________________________
Howell, MI
Manager of Human Resources
$110k + bonus
Financial service company. Reports to VP. Strong employee relations. No relo.
Minneapolis, MN
Director of Leadership Development & Organizational Development
Compensation: Open
10 years experience. Experience in succession planning & learning & development. Fortune 500 retail company.
Raleigh, NC
VP of Compensation & Benefits
Compensation: Open
Tobacco company. Reports to senior VP of HR. 5 direct reports. Must have experience in executive compensation. Work with board. Equity position.
Parsippany, NJ
Director of Human Resources
$150k + bonus
New position. Fortune 500 manufacturing company. 8-10 years experience.
Bay City, TX
Manager of Compensation & Benefits
$134k + 20% bonus
5-8 years experience in compensation & benefits. Full relo.
San Antonio, TX
Director of Human Resources
Compensation: Open
Major consulting firm. Looking for someone with 10 years experience in various HR functions including employee relations, recruitment, & OD. Must have a proven track record in developing & managing highly productive leaders. Masters degree a +. Consulting or professional service experience a strong +.
San Antonio, TX
Manager of Recruiting
Compensation: Open
12-15 years experience. Work force planning. Manage small team of recruiters.
Norfolk, VA
Director of Human Resources
Compensation: Open
Major consulting firm. Looking for someone with 10 years experience in various HR functions including employee relations, recruitment, & OD. Must have a proven track record in developing & managing highly productive leaders. Masters degree a +. Consulting or professional service experience a strong +

HR Generalist II Needed for Polk County!!

I received the below email in regards to an HR Generalist II - Polk County Board of Commissioners Office. As is always my spirit of paying it forward, I thought I would share:

My name is Renee Whitfield and I am the Staffing Manager at the Polk County Board of Commissioners office. We currently have a HR Generalist II position open and I was hoping you might know someone who would be interested in the position. We are looking for a seasoned generalist with at least 5 years working experience and a 4 year college degree.

My contact information is or office phone is (863) 534-6039. Please let me know if you know anyone. Thank you so much for your help and please do not hesitate to reach out to me in the future for assistance.


Regional HR Manager Needed for Florida!!

Regional HR Manager
State of Florida - multi-site
375 employees
25-30% travel

Strengths in:
Employee relations
High non-exempt population
5-7+ years experience
Non-union environment - union knowledge a plus

Please refer anyone you might feel would be great for this position. We are interviewing immediately. Interested applicants can contact me at:

Shari Ratner - Executive Recruiter
Lucas Group
Specializing in Executive Search
In Partnership With The Wall Street Journal
3384 Peachtree Road, Ste 900
Atlanta, GA 30326
P: 404.260.7199

May 7, 2009

HR Manager Needed in the Tampa Bay Area!!!

Because I am an anarchist and believe that all things HR and Job Search related need a new lease on life, especially in this weakened economy, and because I truly believe that networking is king, here is a lead on a new job posting here in the tampa Bay area. Feel free to reach out to the contact person listed, but only if you truly fit the bill. There is nothing worse than blindly submitting your resume in the hopes that the recruiter will be desperate on the day he reviews your resume. But, if you've got the skills and know how to use them...give it a shot. Who knows what could happen? Just let me know of your success. Good luck!!

The Human Resources Manager will be part of the leadership team for our Supply Chain facility with approximately 350 employees. Responsibilities include, but not limited to:
  • Provide active HR leadership and execution in critical business initiatives.
  • Manage frontline roundtable feedback process and other forms of upward feedback.
  • Partner with business leaders to plan and execute leadership development strategies.
  • Effectively present critical HR information to audiences at different levels.
  • Counsel/guide leaders through complex employee relations issues.
  • Investigate/address harassment complaints. ‘Administer internal appeals procedure.
  • Successfully develop and execute proactive union awareness/avoidance strategies.
  • Lead all frontline and leadership staffing initiatives.
  • Ensure compliance with all applicable labor and employment laws; handle OFCCP audits or other inquiries from regulatory agencies, as needed.


  • 3-6+ years of progressive HR experience, preferably in a manufacturing environment.
  • Bachelor's degree or equivalent required and a master's degree preferred.
  • PHR Certification Preferred.
  • Strong business acumen and HR leadership experience with a proven track record as an HR business partner.
  • Strong employee relations (building strong relationships with employees and leaders).
  • Proven ability to influence and interact effectively with business leaders.
  • Superior decision-making and client relationship skills.
  • Superior oral and written communication skills, as well as the ability to manage expectations of the business and clients.
  • Strong interpersonal counseling and conflict resolution skills.
  • Excellent organizational skills with the ability to effectively prioritize and multitask.
  • Strong communications skills with all levels of employees ranging from call center employees to senior management. ~ Ability to build programs that support positive employee relations.
Technical systems & special skills:

  • Appropriate federal and state regulations such as EEOC, Title VII laws
  • Union avoidance
  • Experienced in working with Affirmative Action Plans
  • Have worked with and knowledgeable on FLSA, FMLA, ADA, HIPAA etc.
  • Knowledge and experience with benefit programs: 401(k), medical, dental, STD, LTD etc.

All interested and well-qualified candidates can contact me:

L. Chad Dickinson
VP, Business Development
Wade & Associates, Inc.
Executive Search Firm

May 6, 2009

Just When We Finally Start Getting Used to E-Verify...Here Comes NEVA!!

Ok, E-Verify just started and I am already sick of it. It is a hassle and an unbearable waste of time but requirements are requirements. I completely understand Obama's need to tackle the whole immigration reform issue and I applaud his efforts...really, I do. I just wish that he and his administration would make up their minds already. I went through the painful E-Verify "certification" process (ok...maybe not painful, just painfully boring), had the software installed on my computer and was ready to go when I hear there is a new bill being passed before congress called NEVA, the New Employee Verification Act or H.R. 2028. This bill, if approved, will completely replace E-Verify as the preferred (aka mandatory) way to verify new employees as having the legal right to work in the United States. NEVA's major components, per a recent SHRM article, are:

Employers would use the same system that their individual states use to verify workers. This is typically the system that is used by state child support enforcement agencies. The thought is that using the child support system would allow employers to verify both work eligibility and citizenship status quickly and efficiently. Yeah...ok. How's that working for child support enforcement? Hmmm...let me ask the millions of people still waiting on child support from the millions of deadbeat fathers and mothers of the world.

The bill would establish a "voluntary" (I air-quote because anything that the government dictates to be voluntary somehow always seems to turn mandatory) biometrics option that employees can choose to use. This system would allow employers to collect some biometric identification, such as a thumb print (although I can see employers now asking for DNA samples and retinal scans) to assist in establishing identity. Supposedly, the biometrics system would allow employees to use the information scanned to run a background check and prevent the illegal use of fraudulent identification documents. What I want to know is, 1) how much information does the government really need to have out there on us. Can you see Demolition Man being the reality of the future? and 2) who's to say that the biometrics aren't fraudulent to being with? If somebody obtained the documents falsely prior to the biometrics being in place, then how will we know? I'm sure "they" have it all figured out, but inquiring minds want to know.

Supposedly, this legislation would provide safety for employers who correctly used NEVA and still unknowingly hired an illegal. Wow...I am impressed that the government is actually admitting, up front, that there could possibly be flaws to their well-thought out and orchestrated plan. Bravo!!!

One good thing is that if this new process works as it says it should, it will eliminate the need for the I-9 form. One less piece of paper floating around out there in the world is alwasys a good thing.

The new process also would not require employers to re-verify existing employees, which is one step in the right direction for NEVA. E-Verify is a headache in that respect because companies are now required to re-verify all existing workers, which is a time-consuming and costly process. I am all for things that take less time and cost less money, as long as they are effective. The jury is, obviously, still out on the latter.

There are a few other less necessary to know points to the new legislature but I refuse to bore you with minutia. I will just say this...I am all for an easier way to get things done. I love that everybody is also going "green" in the process, although this should have always been the case. I am not against government or policy changes. What I do have a problem with is time wasting...particularly mine. So, message to the government...Get on with it and make up your mind. E-Verify, NEVA, traditional I-9 method, I don't care. Just pick something and stick with it!!

April 17, 2009

OT on PTO??

Of all the assinine questions I have received, this by far takes the cake...

Regarding overtime - do you pay overtime for hours "actually worked" or do you include paid vacation, holidays, etc. (time not actually worked) in your overtime calculation?

It would be so nice if each of us lived in "Perfect" where we received overtime pay when we didn't actually even work overtime. But, we don't live in "Perfect", do we? No, we live in the land of "Reality" and reality says that overtime pay is just that...OVERTIME PAY. If you didn't actually "work" 40 hours in the week (or 8 in a day in CA), then why in the world am I, as an organization, going to shell out an additional 50% of your pay? That just doesn't make much financial sense, now does it? Now, I will say that companies do handle this differently and how OT is paid is partially determined by company policy. But, let us not forget that all that is required, by law, is that the employee be paid overtime for all hours "worked" over 40 in a week (or 8 in a day in CA). I have seem some companies who thought they were based in the land of "Perfect" go above and beyond what is required and pay OT based on any hours within the week, such as PTO time used within the week. This is fine (and o, how I wish I worked there), as long as it is documented as a policy and is conspiciously known to all employees and is also applied to all employees.

Bottom line? As long as you comply with the requirements of the law, you should be fine.

Holiday Pay for Exempt Workers

Here is a very interesting question that I received about holiday pay and exempt employees...

Our company has a strict policy against calling out the day before or after a holiday. If an employee calls out on either of those days, they do not receive pay for the holiday. We have an exempt employee that called out the day after Thanksgiving. Can anyone tell me if we are required by law to pay him for the holiday because he is exempt? From the research I have done, I cannot find any conclusive answers.

First of all, how dare you not give your employees off the day after Thanksgiving. I don't know a soul alive that can effectively work with turkey day syndrome. I mean the stuffing and cranberry sauce effect is bad enough, but you expect them to come to work after eating a whole half of turkey too!!?? Shame on you!!

Now that that's out of the way, let's get down to brass tacks. There is no law, written or otherwise that states that you have to pay for holiday pay...period! It's great that your company falls in with the 90 percentile of other companies that take pity on their employees and gives them some duly needed time off of work to worship, frollick, and otherwise enjoy their family without the contraints of the office. But, and listen close, because I will only say this one more time...You are not required to pay this worker for the holiday. You have a clearly stated policy (so you say) that stipulates that workers WILL NOT be paid for the holiday if they do not work the day before and the day after the holiday. Who cares that he was exempt? Does your "clearly stated" policy say "as long as you are not exempt"? I didn't think so. Don't pay the worker, and if he complains, remind him of the policy and show him where he signed his understanding if the policy. You did make him sign some kind of aknowledgement, right? Good...thought so.

Now, get back to work and stop goofing off sending me emails!

Regional Compensation Structure Query

I received the following question regarding regional pay structures today...

My company is considering implementing a new pay structure. We have employees in various locations; Should I put all of their jobs into one salary structure? Or, should I have multiple structures for each different geographic region or city? Or, should we add a premium to jobs for being in a specific geographic region?

While I am in no way a compensation expert, nor do I claim to be, I do don the hat every now and again. In my very varied experience, I have handled geographic salaries in a number of different ways. I have worked for companies whose salary structures ran the gamut to being steady across the board to having each location "create" their own comp structures based on their individual regional markets. Both of these scenarios can create potential problems. With the former, you have workers that can be either grossly over or under paid based on their relevant marker. With the latter, you have roughshod comp practices with no consistent, and oft times, no oversight.

One good solution would be to create an overall pay structure based on the cost allocation of the job and to include a "premium" if you will for the cost of living difference, based on the market index. The COLA is added as a percentage to the overall pay structure for that position for whichever region the position is in. On the flip side though, we do not generally adjust down for regions in which the cost of living is lower than the corporate pay structure. You would need to price the job first, and this, of course, comes with it's own set of challenges, as numerous pricing structures exist. You would have to choose the one that is right for your organization.

Again, I have to reiterate that I am by far, NOT a comp expert, but I certainly hope that my advice has alleviated your stress in some way.

April 15, 2009

Why Do I Need an RPO?

I received the following question recently in regards to RPO firms (A.K.A ~ PEO Firms)...

I have a question related to RPO: How recruitment consultants search a candidate? eg. Recruitment Consultancy have to search candidates having skills: C++\Linux with 2+ experience. Now what plan they follow to search candidate from different job portals (like monsters, naukri, timesjob etc.), networking sites (like orkut, linkedin etc.), local database and other resources as its a very time consuming process.

I think this question has a lot of hidden questions as well but I will try to answer your most basic question... Also, for those less than educated about what an RPO is and what they do, let me also provide some basic ackground information...

A Recruitment Process Outsourcing (RPO) firm does pull from the same pool of candidates as sites such as Monster, Careerbuilder, and Hotjobs, for the most part. The difference is that, most RPO firms act as extensions to their clients with a seemless process for recruitment. This means that the recruiters from the RPO firm generally have the client's email address as their own, they use the same systems, they state to prospective candidates that they are from the client's company or are acting as an agent for the client, and they typically follow the same recruitments guidelines as the client.

To the candidate, there is no difference between the RPO firm's recruiter and the client's recruiter, hence the seemlessness of it all. A company would choose to use an RPO firm for ramp up staffing, where their own recruitment team can not handle the level of recruiting necessary, or when a small company does not have the need or resources for full time in-house name a few examples. But to really answer your question, while RPO firms do pull from the same candidate pool, most "good" RPO firms will have an internal database of contacts they have screened and will also engage in passive recruitment and networking (through social media sites like Twitter, LinkedIn, Facebook, etc) to gain additional potential candidates. These passive recruitment tactics are practices that are not done a lot by in-house recruiters in most client companies because the recruiters either do not have the time (due to adminstative tasks or high requisition load), do not have the ability passively recruit, or because the organization has not blazed into the 21st Century and figured out the social network recruiting is the recruitment of, not the future, but now. Since specialized recruiting and client development is the core of the RPO firm, they tend to be experts in passive recruiting and networking.

RPOSource has great resources on their site. It may be worth checking out...

March 26, 2009

Find Your Own Darn Motivation...

Motivation seems to be the theme of the week. It seems like every day this week, I have dealt with, heard or read about one issue after another regarding motivation.

I had a wonderful, motivating (there's that word again) talk with my girlfriend about her reasons for signing up for, and running in a 10k. Then, after a day of a complete and utter lack of any and all motivation, I decided to watch an episode of The Doctors, this TV show that I sometimes DVR about real doctors discussing real life medical issues. This particular issue also dealt with motivation on some level. What is it about motivation that really gets people going?

I had a conversation with a girlfriend who found the motivation to register for a 10k after not running for years. She said she was tired of watching other people do the one thing that she had once loved doing so much. She has a naturally competitive spirit so it was hard to find her motivation. From the day she set her mind to start running again to the time she ran her first 10k, was less than 2 months. Her motivation was internal. She wanted to feel good about herself again, she wanted to compete, and she wanted to get healthy.

Then earlier today, I had an episode of The Doctors that I have DVR'd playing in the background. They were discussing the motivation to lose weight and be fit. Their discussion revolved around why people can not lose weight and what they need to do to reach their goals. Each person was asked why they want to lose weight. Their answers didn't much matter as the feedback was the more whole foods, fewer fats and exercise more. But, the whole purpose was for them to understand why they wanted to lose the weight. The thought was that the right motivation would lead to success, regardless of what that motivation was. The bottom line was that the people questioned could not be motivated by anybody else (they couldn't be losing the weight for their spouse/partner, revenge, etc.) but they had to be motivated by themselves (health, personal happiness, improved confidence, etc.). If they had this internal motivation to lose weight, then they would be more likely to successfully lose the weight. Man...I should have been paying more attention to that episode, but that's another story for another day.

Now, I just had this long, 2-hour conversation with my brother about his life and what he is doing with it (not much) during which point he told me that he was thinking of joining the police academy. Now, most of you would probably say that this is great, especially in this day and age where jobs are scarce and crime is on the rise. But, let me just say that this is the same brother who I had a similar conversation with a few weeks ago when he, out of the blue, told me that he was going to join the military...AGAIN!!

Let me back up and give you some history. My brother is the baby of the family and all his life, he has been my mom and his dad, by my husband and I, and even now, by his girlfriend. My brother (we'll just call him Bill), was a great kid growing up; he made straight A's and B's in school, was on the Honor Society, Future Business Leaders of America, and both the English and Spanish Junior League, in addition to playing football and basketball. In all respects, he was headed to college on a silver platter.

Then, sometime in his junior/senior year, he lost all motivation. Bill nearly flunked out of school, lost all desire to go to college. He became a slacker, drinking all the time and doing other intoxicating things that I will not divulge in this forum. He was living with me by this time and yes, I will admit, that in a lot of ways, I enabled him (read above...I have already wholeheartedly admitted to coddling the boy). He hopped from job to job with no real direction in life. He never kept any job long, either because he got bored and stopped going, he was too inebriated and stopped going, or he was sick because he refused to take care of himself properly, and stopped going. See the pattern here? Oh, he was fired from plenty of jobs, but mostly, he just stopped going. He couldn't find the motivation to find a "real" job, he couldn't find the motivation to stay in school (he completed a semester and got it...he STOPPED going), and he certainly couldn't find the motivation to clean up his act and do right. Of course, after way too long (5 years) and way too many heartaches (countless), I had to kick him out. Cruel and unusual...maybe, but I like to call it tough love motivation.

That was over 2 years ago. Since then, he met a girl, rented a room in a house, worked at Cracker Barrel, moved to Delaware to live with my mom (with the girl), stopped working at Cracker Barrel, started working at Subway, got the girl pregnant, had a baby, stopped working at Subway, and got a job at Friendly's...all in this same time. So, now my 25 year old brother had a girl, a baby and a dead-end job. So, what does he do? He calls me for advice.

Back to my brother and his desire to join the Police I said...a few weeks ago, it was the military. See, right after 9/11, when my brother was 18, he got all patriotic and decided that he was going to join the army and go off to war "to fight for his country". Now, I am all for patriotic symbolism, but I do not think we all need to rush out and join the military and for my brother...that was the last thing he needed to do. He just doesn't have it in him. Anyway, I was right...he didn't even make it through basic training. Now, I don't know the whole story but it was something about not listening and failing to respect the commanding officers. Needless to say, he was "less than honorably" discharged...whatever that means. forward to a few weeks ago… He calls me (not long before the baby is born) and is going on and on about how he doesn't know how he is going to support his son and how his job isn't paying him enough and how he wishes he had stayed in school...blah, blah, blah...nothing I hadn't heard a million times before. So, he proceeds to tell me that he is going to try to join the military again...this time the Air Force but he is afraid they will not accept him because of this Army record. I tell him the best he can do is try and that he needs to figure out what he wants to do with his life. Our conversation goes like that for probably over an hour before I was able to get off the phone.

So, fast forward again to this week… My brother's baby was born a couple of weeks ago. Unfortunately, my nephew was born prematurely and is still in the hospital. My brother is complaining about how hard it is and how he has to drive two hours to go and see the baby (they live in a very rural area of DE), and how the commute is killing him. He then proceeds to tell me that he thinks he is going to try out for the police academy. I told him I thought it was a great idea (honestly, I thought it sucked, but I wasn't going to derail him from pursuing SOMETHING to do with his life). He constantly asks me if I think he should go for it and if I think it's a good idea and so on and so forth. So, this is what I tell him...

I tell him that I can't make that decision for him, that he needs to figure out what he wants to do in life and that only he can find the motivation that he needs to succeed in life. He proceeds to tell me that he is really not that motivated but knows that he needs to do something so that he can take care of his family. I go on to explain to him that there are different things that motivate us and that what motivates one person is not necessarily going to motivate the next. For instance, some people are motivated by success, some by fame, and some just are motivated by their internal feeling of self-worth. Some people are motivated by external, money, etc. I told my brother that his son is a strong motivating factor and that he can certainly be motivated to do what he needs to do because of his son. But, I told him that he needs to determine what that motivating factor was and then he needed to act on it.

See, basically, we can all TALK about what we want out of life, what we are going to do, what we are going to accomplish, how we are going to accomplish it, and what our dreams look like. But, it is up to us to set these plans in motion. It is often fun to plan, but normally not fun to actually do. Anatole France once said, "To accomplish great things, we must dream as well as act." We are all good at dreaming, in fact, we often do it without even trying. But acting takes work and it is often an uphill battle to be successful. True innovators...those that are really successful at what they have set out to accomplish, had to fight to get to where they are today. Oscar Wilde once said, "Anything worth doing is worth fighting for." I explained to my brother that nothing in life worth doing comes easy and that he would need to fight for what he wanted. I don't know if he took my advice. The last I heard, he is still working at Friendly's and hasn't even inquired at the police academy, but I have come to learn that it is his life. I can give him all the tools and advice in the world, but only he can take that information and do something with it. I liken it to a drug addict or can provide them with the tools (in the way of support groups, rehab, and the like) and you can beg, plead, reason, and persuade until you are blue in the face, but it is only when the addict finds their own motivating factor will they change their ways and come clean.

We all have something that motivates us. Find out what motivates you...

What You Know About Dating Can Help Your Career...8 Tips to Use to Prepare for Your Next Career Move

One of my biggest guilty pleasures in recent years is watching The Today Show, and more specifically, The Kathie Lee and Hoda Show. Well, I happened to be watching today during one of my tacit moments of "me time" and tuned in just in time to hear them discussing a recent survey that was conducted on men and dating. Supposedly a study was done by Women's Health magazine, in which over 700 men were asked to vote on the Top Do's and Don'ts of the First Date. While I did not agree with all of them, such as "Women Should Make the First Move", I did agree on most of the issues. I even added a few of my own, and as I was doing so, realized a direct (ok…maybe not so direct) correlation between dating and job interviewing. These same dictums can easily apply during that all elusive job search. If you want to get what you want out of your career search, then heed the following:

1. "Order the Steak Already and Stop With the Salads!!" - Just like in dating, too much time is spent putting up a facade and ballroom dancing around issues. We go into interviews or promotion negotiations with the mindset that we will take what they offer and that we are lucky enough just to be here in the first place. NOT!! You have worked hard to get that interview, raise, or potential promotion. You have to believe that you are worth it, because, quite frankly, if you don't, who will? If you want to get what you want, then you have to ask for it...right up front with no pretensions. This can apply to salary, promotions, a raise, etc. Know what you want before you go into the meeting and ask for it. Be prepared to be shot down, but know that you won't be disappointed because you didn't ask for what you want. The old adage stands true...You Never Know Unless You Try.

2. "It's a Turn-on When Woman Insist on Paying All or Half of the Bill" - Now I would never in a million, trillion years advocate that a woman pay the bill on a date (I know that this poll had to be written by men...but I digress), I do believe that sometimes interviews and the process can be much like dating, and like dating, socialization is volley for the course. It may do you wise to take your supervisor/manager to be out to lunch/dinner to learn more about each other from a social perspective, outside of the rigorous, bureaucratic confines of the office. It is important to know who you are "going to bed with" outside of the professional aspect, because the truth of the matter is that people typically spend more time at work with their bosses and co-workers than they do at home with their families. Do I condone becoming mindless drone workaholics? No...but the fact still remains. In the latter stages of the hiring process or promotion process, you may suggest meeting for lunch/dinner (the opportune time for this would be during the actual offer phase...anytime before that may seem like petty bribery) to discuss details. If, especially if, all goes well, then it may be wise, even advisable to pick up the tab, or at least offer to split the tab.

3. "Prefer to Figure Perfect Date Spot Together" - People in relationships, even fledgling ones, like to feel as if they are making decisions together and that no one partner is holding all the chips. The same goes for your career. Understand that locking that job or promotion is very much like a tango, with each partner leading and lagging at the precisely choreographed opportunities. Dating is a give and take and there is a lot to be learned from that in your professional life. Lay your cards on the table, make it known what your needs are, while also making it clear, in quantifiable, no uncertain terms, why you are worth it and what value you bring to the proposition. Accept that there will be some negotiations and prepare to meet in the middle. Whenever you come to the table, you always want to slightly pad your offer, so that there is room for negotiations. That way, when you figure out the perfect "spot" together, each partner walks away satisfied.

4. "Don't Flash Flesh - Most People Prefer Mystery" - I can't think of truer words being spoken (well, I probably could, but not right this context). There is nothing tackier or more revolting than showing up for an interview scantily clad, over-scented, and highly coiffed in the hopes of arousing your way into a job or promotion. If that is your modis-operandi and it has worked for you in the past, more power to you, but please understand that at some point, it will backfire, and you will burn rather than glow. People...get this through your hairspray laden heads...You want to know that you have received a job/promotion/raise because you deserved it, because you were worth it!! If you get the reputation of being a seductress/gigolo, then who is going to take you serious and just how far will your career go? Depending on the job (obviously, there is more creative license for jobs that are just that...creative) dress conservatively. A dark suit is always in fashion and while I don't think you necessarily have to wear stockings and close-toed shoes (unless you work in a conservative industry such as law or finance), I do still believe in the maxim of minimal make-up, polished hair, no perfume, and unfussy accessories. Nobody wants to hear your bracelets jingling around while you talk or get nauseous from the sickeningly sweet fragrance your sporting.

5. "Would Rather Have a Second Date Rather Than a Meaningless Hook-up" - I think this little pearl of wisdom applies to both parties equally. There is nothing worse for an employer or potential employee than to feel like time has been wasted on what amounts to a meaningless hook-up. I can't over-emphasize it enough...Know what it is that you want before you go on that first date!! Try to have a pre-interview conversation by phone to discuss some of the basics about the position. i.e. detailed job description, pay range (most would argue to not talk money on the first date, but why waste your time if they can not meet your requirements or you, theirs?), flexibility (tele-commuting, flex-time, etc.), and so on. Know what you are getting yourself into and if the requirements or specifications of the position/company are comfortable to you. Don't waste your time or theirs going on an interview for a job that is not even in the ball-park of your needs. It is better to know up front than to forage in the garden of meaninglessness.

6. "Great Date Without a Lip-Lock" - Yes, you can have a great first date without "sealing the deal". Aside from the initial phone screening, which is like the of the interview world, the first date is the time to really delve into the specifics about the job. Just like you would get history on the other person on a first date, such as where they grew up, how many siblings they have, and if they ever had a purple nurple (ok...maybe this is just me), you want to do the same to, and expect the same from, the company that you are considering working for. This does not mean that you have to leave the table in a committed relationship. The idea is to simply get to know one another to see if there is any chemistry and if a second date is in order.

7. "Blackberrying is Offensive" - As is any other form of distraction. Why somebody would be texting, twittering, or updating their Facebook status on a date, let alone a job interview is beyond me, yet it still begs to be discussed as it is happening all the time. It should go without saying that the first thing you want to do prior to stepping into the building for the interview (better yet...before you even step out of the car) is to turn your cell phone off or at least to silent. There is nothing worse that you hear "Yankee Doodle Dandy" blaring out of somebody's cell phone in the middle of an interview. The same goes with any other distractions. Please don't bring your laptop to the interview (unless of course your job is that of a web designer or graphic artist where a virtual media presentation would be appropriate), and make any notes discreetly. Come prepared with questions. There is nothing more annoying than asking if you have any questions and waiting for you to look inside your faux Tumi, Dooney, or Gucci for your pad of questions. Review your list beforehand and know what you want to say so that you can look studied and prepared for the interview.

8. "Don't Tell Me About Your Last Date" - Of course you want, and actually need to talk about your previous job(s) but please...and I can not iterate this more...DO NOT TELL MORE THAN WHAT IS ABSOLUTELY NECESSARY!!! The one thing that I learned from my husband (if it can be equated to JUST one thing) is to "never volunteer information". Just like no date wants to hear about how your ex was a psycho and that you had to take out a restraining order on him/her and now sleep with a baseball bat under your bed, no employer wants to hear all the negative comments of your previous boss/company/position. If you left under less than desirable circumstances, do your best to put a positive spin on it. I am not advising that you lie but I would limit just how much you divulge. For instance, if you were fired because you were under-performing, then say something like..."I did not feel that the position was a good fit for me, and while I feel that I gave my all to the position, I do not feel that what I was providing and what I was receiving from the position was ideal. I am now looking for an opportunity in which I can fully use my background and experience in (XYZ) to further benefit ABC Company in furthering their goals to be 1) industry leader, 2) cost leader, so on and so get the picture. I always say that while I have had positions that I absolutely despised and worked for companies that I have loathed, that I have learned something from each and every one of them, whether they were a good fit or not. This is what you should be conveying to your new, potential boss. Nobody likes a whiner.

Interviewing, like dating is not perfect. There is no exact quantitative formula. It is truly n learned art form and the more practice, the better at it that you become. With these tips, a bit of preparation and a little assertive backbone, you will make your way through the mosh pit of job seekers to the front of the stage.

Good luck!!

March 24, 2009

So, You Want to be a Blogger Too?

I am always receiving interesting emails and phone calls, especially once people see that I am more than a pretty face. Yes, I actually work and blog and go to school. Why people find this surprising is beyond me, but oh well. So, anyway, yesterday, I posted my latest blog excerpt to my Facebook page and almost immediately received a Wall post from an associate of mine. Her question was quite simple really, "How did you get into blogging". My answer, while still simple, could not be as easily conveyed, upon further reflection. See, what I told her was the simple and easy truth...I love to write and was always looking for my creative outlet. Since I had something to say and feel very knowledgable about what I do (HR) then I felt it was prudent for me to share my knowledge with all who would listen.

Again, upon further reflection, I realize that it is not as simple as it seems on the surface. Yes, we all have something to say. Yes, blogging is a great form of modernistic expression. Yes, it is important to find your voice and find your audience. It is all of these things, but it is more than that. Blogging is a way to brand yourself, to create your image, and to mark your place in your field/industry. I recently read a post on Careerealism all about branding. The author stated in the most poignant of ways..."Social media has the ability to make the single greatest impact on your career identity" (Thanks sparktalk!!). I couldn't agree more. In this day of interactive resumes, video interviews via Skype, and "googling" prospecive candidates, it is very important to brand yourself to ensure that you are putting your best foot, or in this case, face forward. Your brand can change whether a prospective employer or business acquaintance contacts you or passes you by.

Branding is very simple. All you have to do is answer one very simple question...What do you want others to see? Yes, you may be a killer snow boarder with abs of steel and a dog name Blaze, but is that what you want plastered all over the net when potential employers are looking for you? And trust me, they will look. Now, I am not saying that you can't have a personal life or that your personal life is not content for the web. It is, just not when you are trying to brand yourself. Even though most psychologists/psychiatrists wouldn't agree, multiple personalities are in order. As a matter of fact, in the virtual world, multiple personalities are probably best. All I am saying is don't make your personal identity your main identity, unless of course, your personal and career identities are one in the same. For instance, you're in a band or are in some other creative niche, where what you do is TRULY who you are.

What does all of this have to do with the key point, which is blogging? Well, let me give you some history...when I first starting blogging and twittering, I approached it from a very personal perspective. I created a blog about me and who I was as a person, such as my children, my childhood, my family, etc. Very meaningful, but personal things. I twittered about the same...again not relevant at all to who I am from a professional perspective. Had you read these blogs are followed me on Twitter back then, you would not get a true sense of who I was and what I did. I had to sit back and think about who I was as a brand and what I wanted others to see. So, now I blog about my passion and I tweet from a professional standpoint. My blog still contains personal posts because I don't think you can have a career without having a life, but my point is that my brand is now relevant and identifiable. If you read my blogs or follow my tweets, you instantly know who I am, what I do, and what I'm about. That is branding in a nutshell.

The whole point to blogging is analyzing your passion, determining your audience, and writing useful, timely, and relevant information. You want a following. Otherwise, what is the point? You want people to read your blog, you want people to comment on your blog, you want people to talk about it and forward it to their friends. Blogs are living breathing things...a community, if you will. There should be banter and rhetoric, a sort of give and take to it. You post, your followers comment, you post another blog based on the comments you receive. See the pattern? Without this, your blog dies and with it, so does a piece of your identity. As my associate put it, "it gave me inspiration". Your blog should do the same. Whatever it is that you write about...whoever your audience, you blog should inspire, motivate, persuade, or simply inform others.

So, go find your voice and then blog about it!

March 23, 2009

Breaking Into Human Resources...It's Easier Than You Think.

I received an email recently through my LinkedIn profile. One of my connections, a woman currently working in the Real Estate field, was unsurprisingly looking to make a career change and wanted to know how to break into Human Resouces, having never worked in the field. Below is my advice to her. This advice would apply to anybody looking to get into the HR field from other industries.

"Being in real estate you are, no doubt, used to dealing with people and connecting with them. The same success traits that are necessary in real estate, i.e. networking, understanding people's needs and selling your services, are all traits that will serve you well in the land of HR. As far as breaking into the profession, my advice would be to network, network, network. Make real contacts in the field, do research on HR policies and practices and find a ground floor opportunity that will allow you to get your feet wet. Understand that, as with any career transition, you will have to start slow and most likely at the bottom, but if you are willing to pay your dues and show your worth, then it should all be fruitful in the end.

I am not sure why you are looking to make the switch and to what area of HR you are more inclined to focus on but your first step should be to answer those questions. Think of why it is that you are attracted to the field of Human Resources and what it is that you feel you can bring to the field. This was, you will gain a better understanding of what area of HR you will want to pursue. The easiest way to break into HR is to become a recruiter. Most have little to no knowledge starting out and can quickly learn the ropes of the profession. (Side note: I am not saying that recruiters are inexperienced here. What I am saying is that there are many entry-level recruiter positions that do not require experience. As a matter of fact, this is how I entered into HR myself.) Join professional organizations in your area and the national association, Society for Human Resources Management (SHRM). Then submerse yourself in all of the information that you can find to better acclimate yourself to the field.

True HR professionals have also received training or have furthered their education in the field of HR. SHRM offers many certificates in HR, as do many local colleges and universities. You can also obtain an undergraduate or graduate degree in the field of Human Resources Management or Human Resources Development. Gaining your degree can not only further your personal experience in the field but will also show prospective employers that you are serious about your career transition.

Whatever you decide, I wish you much luck and please feel free to reach out to me should you have any other questions."

The above advice can ideally work with any career transition. The key is to research the field that you are looking to transition into, network with those in the field to determine what education, training, or experience is necessary, and then obtain said education, training, or experience. Remember that you will most likely need to start at the bottom and work your way up but, as I mentioned, if you are willing to put in the effort, and the time, a career transition just may be on your horizon.

March 22, 2009

In a Time of Recession...Learning is Key

Everybody knows that we are currently in a recession...even if some are afraid or too in the dark to actually speak the word. Companies are going bankrupt, people are losing their homes to foreclosure, and unemployment is at an all-time high. In these difficult times, it is so important to distinquish yourself from the crowd when job-hunting among the masses. Amid stories of low-level jobs receiving hundreds of applications for one position and McDonald's turning down a woman with a bachelor's degree because "applicants with Master's degrees are applying everyday, there is no better time than now to further your education, learn new skills, or earn career advancing certification. I have decided to do just that.

As some of you are probably aware, I recently completed the grueling, but worthwhile task of attaining my SPHR (Senior Professional in Human Resources) certification.

My certification proves to the world that I am proficient in all areas of Human Resources and have attained the highest level of credentials in the field. The SPHR also proves to others that I am committed to the long-term furthering of the field. I decided to pursue my SPHR because, even though I have been in the field for over 13 years, I did not have the necessary tools to prove my experience. In the running against thousands of other HR professionals, I had to prove myself and had to prove that I was just as experienced and qualified, if not more, as others in my field. The same can be said for anybody else, regardless of the field you are in. I know many of you are griping about how little time you have...between work (for those lucky enough to still have jobs), family, and personal obligations, what time will you have to further your education? Well, just think about all of the time you WILL have once you lose your job and can't edge your way out in front of all of the thousands of other people competing for the same job as you. Are you starting to see things my way yet? Ahh...I thought you would. Today, there are so many options to consider when going back to school. You could certainly pick up a few classes at your local community college, or obtain your Master's degree at your nearest state of private university. But for those that are looking to save time and gain some flexibility, there is a plethora of online offerings to be had. There are universities that only exist online, such as University of Phoenix, Capella University, and Devry's Keller Graduate School of Management. What most people don't know is that more and more traditional, brick and mortar colleges and universities are now offering online programs as well...some even offer the entire program online. Prospective students should check out Drexel University in Philadelphia, PA, which offers online certificate, as well as Bachelor's and Master's degrees completely online. Florida State University in Tallahasee, FL offers both undergraduate and graduate progams online, as does Indiana State in Terra Haute, IN. There is a wealth of information on online course offerings on the premier education website, Peterson's. Here you can not only find out about traditional and online course offerings, but also specialty schools, such as nursing and technical schools.

I urge each of you to take a long, hard look at your background and your experience and determine if there are ways in which you could improve your chances of future success. Whatever happens and whatever you choose, may your path be long and fruitful!