Upcoming Presentation: Why Should HR Care About Social Media?

by Bryan Chaney
(Reposted with permission by http://careerconnects.org)

As the founder of CareerConnects and producer of the second HR focused event, I am proud to feature Curtis Midkiff, Director of Social Engagement for SHRM.

Curtis and I met originally online, then in person at an HR event in Austin two years ago. He works tirelessly to increase awareness of the power of social media in HR, and to help practitioners leverage it more effectively.

Have you struggled with the technology, the time, or the legal ramifications of using social media? He will address the fears and failures that some human resources professionals have faced and overcome. Don’t miss his session “Why Should HR Care About Social Media.”

You can earn HRCI credits for attending the Austin HR strategy event. Tickets are limited, so get yours through AHRMA today.

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Bryan Chaney is a global talent branding and attraction strategist. He has most recently led employment branding and social media for corporate recruitment at Aon. He serves on the board of Social Media Breakfast in Austin and founded careerconnects.org, Find out more at http://about.me/bryanchaney.

September 2013 Member Volunteer Profile - Julia Menegay, SPHR

Julia Menegay, SPHR is the Director of Human Resources for the Texas Nurses Association and has been a member of AHRMA since 2001.  In her early years with the organization, she admits she just attended an occasional monthly meeting and the annual conference, mainly for the HRCI credits.  Then, she learned about the Workforce Readiness Committee and, since helping prepare students and young people to successfully enter the workforce is her main interest, she joined this committee in 2009.  She volunteered on the Mentoring Subcommittee, which eventually merged with another subcommittee to become “School 2 Work.” 

For two years, she volunteered as Project Manager (first as Co-Chair and then as Chair) for Workforce Readiness Day, which she credits a wonderful team of volunteers with helping make this such a success.  This year, she is serving as Co-Chair of “School 2 Work”, and their mission is to work with schools and community agencies to help students become prepared to enter the workforce.  Julia says Workforce Readiness is such a passion to her because, as HR professionals, we have an opportunity to help students by sharing our stories through mentoring, Career Days and other volunteer opportunities. 

She enjoys the Workforce Readiness Committee because they have so many opportunities to give back to AHRMA and the community.  They have a diverse set of goals every year, but are focused on bridging the gap between workers and employers to help employees become more successful.  They have various subcommittees focusing on everything from K-12 students, HR professionals and Military Veterans in transition, as well as working with community organizations to improve the skills of tomorrow’s workers. 

Before Julia joined Texas Nurses Association in 2010 as their Director of Human Resources, she was an HR Consultant for a Professional Employer Organization (PEO) for 13 years, where she worked with numerous small businesses to provide guidance to the business owners about HR, payroll and benefits. 

Julia’s dedication and enthusiasm for AHRMA and her volunteer efforts with the Workforce Readiness Committee is best summed up in her own words.  Julia says, “AHRMA has great things to offer members, if we get involved.  It’s so easy to pay dues, attend a couple of meetings and go to the conference every year, but that’s not really what AHRMA is all about.  It’s about taking advantage of what our association and members have to offer.  There are so many ways to get involved and those naturally lead to networking opportunities, which gives us the opportunity to learn from each other and grow both personally and professionally.  I’ve met a lot of great people through AHRMA and plan to stay involved for a long time.” 

You Are NOT Just Another HR Professional

by Angela Loëb, Career/Personal Vision Consultant, InSync Resources

(Reposted with permission by http://careerconnects.org)

There’s one underlying question on everyone’s mind during the hiring process.  And, as an HR professional, you know this is the big one, whether or not you’ve ever been involved in the recruiting function.

That question is… “Why Should I Hire You?”

Guess what?  The answer lies not only in what you can tell them about about your qualifications, your hard-earned degree or certification and your fabulous work history.  While those things are all important, what I’m getting at is that your answer needs to go deeper than that. 

Why?

Because there are many other HR professionals in the market who also have suitable backgrounds and qualifications for the job opening.

The deeper and most important part of the answer is how you are different.  

In order to answer the question well, you must know HOW you are different so you can articulate it clearly and according to their needs.  

What’s So Different About You?

There is definitely something unique about you. You were born with this uniqueness.  Others know what it is because they come to you for it.  Since you’ve had this uniqueness all your life, you might be too close to it to see it.  You live in the skin you’re in, and it’s hard to look at yourself from the outside.

But there is, indeed, something unique and different about you.

A client once told me that she is known for being the glue that holds everything.  Another said that she is very tenacious and that walls only appear when she stops.  

These are great examples of compelling and memorable ways to describe uniqueness.

Uniqueness Formula

Over the years, I've developed an easy way to figure out your uniqueness.  I call it the Unique Promise of Value Formula, which is Talent + Passion + Impact.

It’s simple.  You identify your unique core talent – the one that you are most passionate about using – and then cross check it by determining how you’ve made an impact using it. 

For the Talent part of the formula, make an inventory your special talents and skills.  Write down everything that comes to mind, even if it seems too obvious.  Chances are what comes easy to you may be just what makes you unique and special.

There is a distinction between talents and skills.  Talents come easily to you – they’re inborn abilities.  Skills are what you have learned to do.  Skills may or may not be related to your talents.  Some of your talents may still be raw and undeveloped.  For example, maybe you had natural music ability when you were younger but never had the opportunity or perhaps chose not to develop skills like reading and writing music or playing a musical instrument.  Start with the skills you enjoy using and see if they track back to a natural talent that you have enjoyed developing. 

When it comes to Passion, you should think about the talent that you have the most passion for when using it.  If you need help figuring this out, pay attention to what tasks you do that energize you or that you enjoy doing so much that you lose track of time (in a good way, of course!).  

If passion isn't a word that resonates for you, try approaching it as what makes you feel deeply satisfied and contented.  Like everything is right in the world during the time when you’re working or performing that particular activity.  Basically, you can’t not do this… whatever it is.  In fact, you’d do it (and probably already do it) for free.

When you're looking at the Impact part of the formula, look at those accomplishments that came out of the work you really enjoyed doing.  I’ve noticed that many of us have the tendency to be good girls and boys who get results because we are trained to be that way or because we need to get the gold-star recognition or because it’s the right thing to do when we’re on someone’s payroll.  What I’d like you to focus on is what you did to make a difference because you were all in.  

The core talent you’re so passionate about using that you can’t not do it will have a positive impact in some way.  So look for examples of results that validate the other parts of the formula.

You make a difference – and add value – when you do something that not only gets results, it ignites you and satisfies your soul.

Pull these three elements together, and you’ll be able to articulate why they should hire you.  You’ll be able to tell them why you are NOT just another HR Professional. 

“Everyone has been made for some particular work 

and the desire for that work has been put in every heart.” 

– Rumi

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Angela Loëb has been in the career services field for over 20 years and is the author of two books about job search. Connect with her at http://about.me/angelarloeb.

And if you want to learn more about the importance of finding and leveraging your own uniqueness as an HR professional, please come to the 2013 CareerConnects event sponsored by AHRMA on September 26 at the Long Center.  Click HERE for more details.

Stepping Stones: A Taste of Integrated Talent Management

by Renee Polk, SPHR, AHRMA 2013 President-Elect, Stepping Stones Coordinator

“The flavor of this presentation is Texas BBQ—simple, meaty, humorous, interactive and probably messy.”  

This is how Dan Medlin, Talent Acquisition Leader for Samsung Austin Semiconductor, and Scott Beardsley, Market Manager for Technology Navigators, described their recent Stepping Stones to Enhanced Leadership session on Integrated Talent Management.  Their 4-hour morning session focused on proactive strategies for “getting, keeping and growing” employees as an overlapping and continuous process that is both a human capital and business imperative.

Sounds impressive, but does the process work?  Dan and Scott have refined their “Texas BBQ” of talent acquisition and human resources management for a combined half-century of success.  Dan brings experience in corporate staffing, agency recruiting and as an independent headhunter.  Scott brings experience in contingency search, contract staffing, recruitment process outsourcing, professional services/consulting and corporate staffing.  

So, what did the Stepping Stones participants say about the session?

“The class was excellent. The speakers were knowledgeable, engaging and very well prepared. They gave us a detailed road map to build a successful talent management program. I love their top-down approach. I feel that I know now where to go and what to do. “

“Talent management is a very broad topic and the presenters did a nice job of covering the end-to-end integrated topic.  Their direct experience made the subject very interesting.” 

“The class gave us a general framework and a detailed action plan. We will use the framework for our company and prioritize the actions. It will take time to implement what I have learned during the class, but we can start, one piece at a time.” 

“Our recruiting process sometimes takes a while and I hadn't kept in touch with candidates in the past unless I had something to tell them. Now I will keep in touch with the top candidates regularly, even if it's just to tell them we're still working through our internal process.” 

“Even though we're a small company and can't afford a large, fully integrated applicant tracking system I found out there are some low or no-cost programs that may work for us. I've put implementing a system on my list.”

Stepping Stones to Enhanced Leadership is a 2009 Pinnacle Award-winning program created by the Austin Human Resource Management Association (AHRMA) leadership to establish a pipeline for AHRMA’s Board of Directors, provide professional development from best-in-class subject matter experts, and enhance workplace engagement and strategic partnership of program participants. Program participants attend nine (9), 4-hour workshop sessions focusing on a variety of strategic leadership topics.  Stepping Stones sessions are certified for Human Resource Certification Institute (HRCI) credit.

June is LGBT Pride Month!

Submitted by AHRMA Diversity and Inclusion Committee

Just days ago, President Barack Obama once again officially recognized the month of June as Lesbian, Gay, Bisexual and Transgender (LGBT) Pride Month in the United States. This is only the 5th time a Pride Month has been officially declared by a President: the first came from President Bill Clinton (declared June of 2000 “Gay and Lesbian Pride Month”). The next declaration didn’t come until 2009, when President Obama proclaimed June to be LGBT Pride Month; President Obama went on to officially recognize June as LGBT Pride Month for each consecutive year since: 2010, 2011, 2012, and now 2013.

LGBT Pride Month is currently celebrated each year in the month of June. LGBT Pride Month was established to recognize the impact that gay, lesbian, bisexual, and transgender individuals have on the world. The month of June was chosen in commemoration of the Stonewall riots (June 28, 1969 at the Stonewall Inn, Greenwich Village NYC: a series of violent riots put on by members of the LGBT community in response to a police raid of the Inn. Openly gay and lesbian people were not often welcome in many establishments in the 1950s and 1960s, and random police raids aimed at gay and lesbian patrons were common. The raid at Stonewall Inn drew a crowd who had had enough of the discrimination based on their sexual orientation, and a riot ensued).

Gay, lesbian, and bisexual groups celebrate this special month with pride parades, picnics, parties, group gatherings, workshops, symposia and concerts, and LGBT Pride Month events attract millions of participants around the world. Memorials are also held during this month for those members of the community who have been lost to hate crimes or HIV/AIDS. The last Sunday in June is Gay Pride Day.On May 31, 2011, President Obama stated in his proclamation: “I call upon all Americans to observe this month by fighting prejudice and discrimination in their own lives and everywhere it exists.” 

How will you observe and celebrate LGBT Pride Month?


Resources for additional information: 

PFLAG Austin (PFLAG is Parents, Families and Friends of Lesbians and Gays): a 501(c)3 non-profit organization that was established in 1994, this is a local chapter of the National PFLAG organization supporting Central Texas. In addition to monthly meetings, the group participates in several events throughout the year to help drive awareness and community focus.  Their primary focuses include: Support for the families, friends, and individuals; Education on various resources to help inform their members and/or visitors. Resources include a book & video library, guest speakers, and booklets on specific topics; and Advocacy for equality, striving to make Central Texas a better place, with an offer for scholarship programs to help with financial aid for qualified LGBTQ students trying to further their education. 


Austin Gay & Lesbian Chamber of Commerce: AGLCC, Central Texas' home for lesbian, gay, bisexual, and transgender (LGBT) supportive businesses and organizations.  According to their website: The Chamber is the best resource for places to shop, things to do, arts and entertainment, organizations to support, and all manner of gay-friendly businesses.

Getting Ahead of the Talent Shortage

by Sunny Ackerman, Vice President/ General Manager, Mountain Central US, Manpower

The struggle to find the right talent with the skills needed for business success has been building over the last several years.  Unfortunately, this struggle shows no signs of ending.  So what do we do?  We certainly can’t accept unfilled positions and lost productivity as normal.

The people that you employ are what drive your business success and give you a competitive edge.  We need to prepare for the future by anticipating talent shortages, and being aware of skills gaps and other human resources issues. Human resources executives can lead their companies to success by aligning workforce strategies with their organization’s business strategies. This alignment will separate companies that survive from companies that win and grow.  

What is a workforce strategy? It’s a complete assessment of your company’s business plan, the long-term talent needs of the organization and an approach toward managing the supply and demand of talent.  A good workforce strategy does more than fill positions – it drives a business forward.  There are three steps to creating a workforce strategy:  

1. Determine the current and future talent needs of the business, making sure to consider changing business conditions and emerging technologies.
2. Assess the available supply of talent whether it is in the immediate area, or stretches outside the area you would typically recruit.
3. Develop solutions to fill the potential gaps between needs and the available talent.

You’ll begin to see that when you anticipate a talent shortage you can address it more easily.  As a result, you can move from relying on what talent comes your way to manufacturing the talent you need when you need it.  Examples of these solutions can include:

• Apply the Teachable Fit. Expand your talent pool by recruiting for certain skills that are hard to train.  Then train for the skills that are easy to learn. You can find people willing to change careers (they may even already be in your company) and new graduates with basic degrees. You’ll end up investing in valuable individuals and build loyal employees.
• Hyperspecialization. Remove tasks that workers end up performing as part of daily duties. Free up your workers to focus on what they’re best at it, resulting in improved final products. This can save you money in the long run.
• Explore Untapped Talent Markets. Youth is a largely untapped talent market. Consider supporting career guidance programs. Developing a pipeline of inexpensive and energetic young labor can be a great window of opportunity.  It can also have the added benefit of injecting fresh thinking into an organization. Some of the most innovative companies have workforces with high concentration of young talent.
• Expand Talent Markets. Take a second look at candidates that you once thought were unsuitable.  Consider using job success profiles to describe a role within the company instead of a conventional job description. Job descriptions explain responsibilities and requirements. A job success profile focuses on the core competencies to deliver the required outcomes. 

Employers that are not concerned about the impact of unfulfilled positions on their bottom line put themselves at a disadvantage.  It’s the people you employ that will set you apart.

According to the most recent Manpower Employment Outlook Survey, Austin area employers expect to hire at an active pace during the second quarter of 2013. From April to June, 23% of the companies interviewed plan to hire more employees.  This means your race to find good talent won’t be getting any easier.  How do you plan to prepare?  Join us on May 23rd to discuss the importance of strong talent pipelines. 

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Our many thanks to Sunny Ackerman for her contribution to AHRMA and "We Are Austin HR."

If you want to learn more about the importance of building a strong talent pipeline within our businesses and communities, please come hear Sunny Ackerman speak live on May 23 at 9:00am during AHRMA's Workforce Readiness Day.  

Click HERE to register.

May is Asian-American and Pacific Islander Heritage Month

Asian-American and Pacific Islander Heritage Month celebrates the culture, traditions, and history of Asian Americans and Pacific Islanders in the U.S.

First observed in 1978 as a week-long celebration, the first week of May was chosen to commemorate two significant anniversaries: The arrival of the first Japanese immigrants on May 7, 1843, and the completion of the transcontinental railroad (which many Chinese laborers contributed to) on May 10, 1869. It was designated as a month-long celebration May 1992.

You can also read more on IWD here: http://asianpacificheritage.gov/index.html

*ACTION! How does your company celebrate the various national holidays, national ____month, and other celebrations throughout the year? We want to know! Please share with us how your company celebrates (no minimum or maximum length, just your own words), at vpdiversity@austinhumanresource.org. Send pictures, links, videos, a written summary - anything you'd like to share.We look forward to hearing from you, and we are excited for what the year will bring!Your AHRMA Diversity and Inclusion Committee

-submitted by AHRMA Diversity & Inclusion committee member, Jami Mozaffari