Posts Tagged ‘SHRM’
This week’s guest host for #HFChat is Dave Ryan, SPHR is the Director of Human Resources for Mel-O-Cream Donuts International in Springfield, IL. He has been in HR since it was Personnel. Dave is also Director of Social Media, and Chief Blogger for the Illinois State Council of SHRM. On his blog site, HROfficial Dave talks about his role in HR and his role as USA Hockey Certified Referee. Dave has two sons and a wife of 32 years. Dave is active in Social Media, SHRM, and Ice Hockey and loves all things electronic. You can find him on Twitter asDaveTheHRCzar, Linkedin and Facebook. Here is his topic:
Hire Friday is an event that has been around for a long time, at least in the twittersphere. If you have been out here in the HR space you would know this. The genesis of show is based in “good,” and is the brain child of HRMargo.
I have been friends with Cyndy Trivella for quite some time. We interact on twitter frequently. Well recently, she asked me if I would Guest Host a chat session. I was flattered, honored and flabbergasted all at the same time, but without question happily agreed to do so.
So part of my responsibility as the host is to frame the discussion with a concept and five questions to drive the discussion. The concept is gaining employment in a small to medium size organization, compare to large organizations. So here are the set-ups and the questions.
Just like gaining employment in a larger organization, finding a cultural fit with the organization is crucial.
1.) How do you learn about the culture of a small privately-held Company?
Smaller organizations may be more difficult to get specific information about products or services, however if you have some mastery about the Companies offerings you will appear to have a leg up on other candidates.
2.) Where do you go to get good insight on a small Company’s product or service line?
Smaller Companies often times do not have the resources (dollars) allocated for research, marketing or other project. In an interview you might be asked to solve a $500,000 problem with a $5000 budget. This often involves technology or equipment.
3).Do you have a story of effective and cost effective problem-solving which might intrigue a small Company recruiter?
While most of us HR veterans know that nepotism is not a good thing, you should be prepared to see it in a smaller Company.
4.) Working in a small Company, how can you prepare yourself for dealing with management decisions involving nepotism?
We have talked about many of the down sides of smaller employers. There are also many opportunities that a smaller Company would afford an employee that a larger Company could offer.
5.) What type of opportunities might you get in a smaller Company that you might not get in a Fortune 500 Company?
Ok so there is the discussion for Black Friday #HFchat. I hope to see you on the tweet stream. – Dave “theHRCzar” Ryan
The US Unemployment Outlook: What Does This Mean To You?
Happy Labor Day: Or Is It?
Do you find yourself scratching your head with curiosity after reading a report about the unemployment rate in The United States? Don’t feel bad, you’re not alone. Today, on about.com one of my favorite writers, Alison Doyle discussed the state of employment in our Nation. Unemployment hovers around 9.1%, but is that a true picture? Why should you care? I’m going to address these points in today’s post. First, I’m going to share some industry data, then I’m going to share my view point.
Hilda Solis, The US Department of Labor Secretary released interesting information. She said that in the past four years 2.2 million jobs have been added. However Solis, and Doyle point out that in order for our economy to grow, The US would have to add 250,000 jobs per month in order for our economy to grow, and to cut unemployment. The study released from Manpower, The Talent Shortage survey shows that the top ten toughest to fill jobs are:
1. Technicians
2. Sales
3. Skilled Laborers
4. Engineers
5. Laborers
6. Management Executives
7. Accounting and Finance Staff
8. IT Staff
9. Production Operators
10. Administrative Staff
You ought to also read SHRM’S LINE Report (Leading indicators of National Employment). I have perspective about this, but I’ll save that for another post. You might be wondering if you are unemployed, “well if there’s a talent shortage, why is it taking me so long to find a good job?” It seems ironic that we have a bleak employment situation, and so many good people are out of work. It also seems strange that we still have a labor shortage in some sectors.
I’m a recruiter (again) as many of you know. I started my career as a recruiter, and then got away from it to go into corporate leadership training. I was hired to find people for the toughest to fill positions, the positions no one else in the organization can fill. So, when I read these studies, I analyze it from both a recruiter’s standpoint, and a job seekers standpoint (because I’ve been both). You might be thinking, well when’s it gonna be my turn to find a job?
I wish I had an easy answer to that question. That’s something you should write about in a journal, and share with a colleague, a friend, or a career professional that you trust. I can say that this is the worst recession in our Country’s history since The Great Depression. I can also say that our candidate community, and community of professionals are here to help you. Please take part in #HFChat on Fridays at Noon ET, 11 Central. We tackle some really tough problems, and if you read our transcripts you’ll get some really great ideas.
We can put you in touch with some really great recruiters, career professionals, and leading job boards that can and will help you. We are answering these tough questions, and addressing these tough issues. We are here for you. We are a grassroots group of volunteers who donate their time to be of service. Some of our professional community members do charge for their work, but the ones of our preferred list of service providers give community members a discount on their services.
There’s a lot of great information out there for free. Join our LinkedIn group, we are always swapping tips, and free tools. Check out our Facebook page, we hope you’ll “like” it. Most importantly, we are here to support you and be helpful. I hope you will comment here, become active here, write blog posts for us, send us your resume so we can keep it on hand in case we hear anything. My personal goal was to grow HireFriday to 1 million strong by the end of 2011.
Only you can make that happen. We can only help you if you let us. We are always looking for volunteers with great ideas, and fresh perspectives. Join us, and remember regardless of the economic status of our economy, you are never alone. We are a community. We help each other. That’s what we do. On Monday, if you have a job, remember those who don’t. Jessica Miller Merrell is helping grow The Zero Unemployment movement. Her message is simply this: take 15 minutes on Monday, and help an unemployed person find work. That’s an easy time commitment to make. Let’s help them out. Let’s do something to make a difference. Each of you can. Let’s change this economy. Each of us can do our part.
- Labor Day is coming, foster the spirit of compassion.
| Tomorrow, Monday April 5, 2010 at 7:30 p.m. EST, Compassionate HR. Of all the shows we’ve recorded to date, I am most excited about this show because I welcome the leadership of three incredible organizations, http:monster.com http://dressforsuccess.org and http://careergear.org Tomorrow, we are going to hear about how Monster.com demonstrates corporate responsibility around the globe. Their philanthropic efforts, matched with the volunteer work their employees do in the community are an inspiration to the entire Human Resources and Recruiting community. Unemployed men and women around the globe tap into monster.com’s resources. It is about time someone told their story, how they support the global community of job seekers, and how they make our community a better place.
Allow me to tell you about tomorrow’s guests. Monster.com leads the pack in the realm of Job Boards, which is why I wanted to speak with Lew Karabatsos. Lew Karabatsos Lew Karabatsos is currently the Vice President, Corporate Philanthropy and Workplace Communications for Monster Worldwide. He is responsible for the company’s global charitable giving strategy and programs as well as Monster’s internal/employee communications. He is the former Executive Vice President of Client Relations for CreateHope (Washington, D.C.) and the former Director of Global Philanthropy for Hewlett Packard, headquartered in Palo Alto, CA.He also served as the Director of the Lowell (MA) Museum, a community-based, nonprofit, cultural organization that focused on textile, women’s and immigration history. He is a current member of the board of the Association of Corporate Contributions Professionals; the past chair of the International Advisory Board, Center for Corporate Citizenship at Boston College; past chair of the Conference Board’s Community & Public Issues Council; past member of United Way of America’s National Corporate Leaders’ Council; a past member of the Board of Overseers of the Boston Museum of Science and the boards of City Year Boston and the Massachusetts Children’s Trust Fund. He currently serves as Treasurer of the Lowell (MA) Historical Society and is a Trustee of the Lowell (MA) Cemetery. Lew holds an M.S. degree in Communications from Boston University and a B.A. degree in Secondary Education from the University of Massachusetts. Monster’s philanthropic partners are: CAREER GEAR: Compassionate HR applauds- John Kofi Sanful John Kofi Sanful is the Executive Director of Career Gear, a national nonprofit organization. Career Gear provides economically disadvantaged men seeking to enter the labor market with the necessary tools, skills and attire to compete in the marketplace and become economically self-sufficient. Career Gear’s programs provide low-income men with appropriate business attire and proven outcome-based programming that increase their chances getting jobs, retaining employment, and moving themselves and their families from poverty to self-sufficiency. John has worked in the private and nonprofit sectors. In the nonprofit world, he was program director of New York Community Voice Mail program a the Coalition for the Homeless, providing voicemail numbers to individuals who were homeless and without a telephone so they could keep in touch with potential employers, case workers, and family members. He was program director of the Morningside Area Alliance’s Job Connections program. John helped develop programming that moved Job Connections from pilot status to a fully implemented program. Job Connections worked with local institutions, including ColumbiaUniversity, to identify match Harlem residents with job opportunities. He has presided over Career Gear’s growth in size and scope. Since taking an executive position with the organization, direct services has grown over 20% annually and a fully realized retention program- The Professional Development Series- became a permanent part of services offered to participants. John led efforts in implementing the quality-of-life survey and making it a part of how program and participant success are measured. John is an active member on the board for The Fortune Society, a nonprofit organization dedicated to strengthening the fabric of our communities by promoting successful prisoner re- entry. John is also an active member on the board for WHY Hunger, which fights hunger and poverty around the world at a grassroots level. He is the author of Russian Revolution: Exodus To The NHL, the story of the first Russians to play in the National Hockey League and the changes to the sport in North America andRussia. He was a contributor to the first edition of Total Hockey and The World of Hockey. He has written numerous articles in various hockey periodicals and remains a part-time senior correspondent for the International Ice Hockey Federation (IIHF). John attended Iona College and was a 2005 Coro Leadership New York Fellow and 2008 Tenenbaum Leadership Initiative Fellow and Milano School The New School of Management and Urban Policy. DRESS FOR SUCCESS: Compassionate HR Applauds- Suzanne Elliot The mission of Dress for Success is to promote the economic independence of disadvantaged women by providing professional attire, a network of support and the career development tools to help women thrive in work and in life. STAY TUNED MONDAY, APRIL 5, AT 7:30 EASTERN TIME 4:30 PACIFIC TIME HTTP://BLOGTALKRADIO.COM/COMPHR Your Twitter/Facebook/linkedin pal, HRMargo |
You can’t go anywhere in the recruiting industry without hearing two names uttered: Gerry Crispin and Glenn Gutmacher. Master consultants, they lead our industry with the vision of leadership. Glen and Gerry equally impressed me because of their commitment to developing our future leaders. Not just in our industry, but in many industries, Crispin and Gutmacher wave the flag of corporate responsibility.
Compassionate HR is committed to shining a light on great leaders doing great things. In the words of Gerry Crispin, Board member of ERE: “World Class Recruiters are not just people who are good at what they do, they are individuals who are doing great things in their communities.”
Tune in this evening and hear their stories. Glen was kind enough to post the following paragraph on Arbita’s website:
Beyond Job Boards on CompassionateHR Blog Talk Radio
Glenn Gutmacher
Arbita’s Glenn Gutmacher and recruiting industry guru Gerry Crispin are the guests on the next edition of the popular online radio show, Compassionate HR, hosted by Margo Rose (also known as HRMargo). The topic will be “Beyond Job Boards”, the methods behind the popular webinar developed by Glenn and Shally that help job-seekers expand their methods for finding full-time or project work by using completely free online methods. Gerry is involved because he invited Glenn to present the webinar for the alumni association of his alma mater, Stevens Institute of Technology (one of several universities whose alumni associations have raved about Glenn and this webinar). Together, they will talk about this innovative example of how world-class recruiting research / sourcing methods can be flipped to benefit the job-seeker community — techniques that are 100% free to job-seekers to implement — in a way that scales better than 1-on-1 career counseling (though that’s very important work, too!) and open the discussion to other ways that recruiters can give back as well.
Login on Monday, March 22 at 7:30pm US Eastern Daylight Time / 4:30pm US Pacific to listen and/or ask your questions at
http://www.blogtalkradio.com/comphr
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Host of Compassionate HR and Founder of HireFriday: Connecting Job Seekers To Resources
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