Check out these exciting Human Resources job opportunities:
Recruiter – Community Tissues Services
Human Resources Specialist – The United States Bankruptcy Court
HR Generalist – Goodwill Easter Seals Miami Valley
Talent Acquisition Associate – Hobart Service
Sawdey Solution Services – HR Manager
THANK YOU TO OUR FEBRUARY SPONSORS!
THIS MONTH'S ARTICLES
Member Spotlight: Katy Jacomet
Katy Jacomet is a new member of MVHRA and is excited to get to know the members. When you meet Katy, you will quickly see she is also someone you should get to know. She truly enjoys networking and building relationships with everyone she meets.
Katy is currently on the benefits team at USI in Dayton. USI’s moto of doing “all things insurance” is perfect for someone like Katy who seems to just do “all things” well. In addition to her successful professional life, Katy has three daughters who keep her busy. She enjoys watching her daughters play multiple sports with her husband of more than 20 years and still finds time to play golf and do pet therapy with her golden retriever.
Last but not least, Katy is a proud graduate of the University of Dayton so as we enter March Madness we must say – Go Flyers!
Certification Updates at HRCI
Submitted By Kay Phillips, MSM, PHR, SHRM-CP
HRCI has a lot of changes taking place this year as they continue to push their certification programs forward. Notable differences will occur in test delivery, exam content, and recertification activity processes. Here’s a look at the latest changes.
Effective March 1st, HRCI will move to Pearson VUE for certification test delivery. HRCI’s current exam provider, Prometric, will stop administering HRCI certification exams on Feb 22nd. (Prometric will, however, continue to be the exam provider for SHRM certification exams.) HRCI already works with Pearson VUE on the development of exam content, and now looks to leverage Pearson VUE’s network of 5,000+ test centers in over 175 countries, and according to HRCI’s FAQ on the new partnership, the partnership “means improved customer service and candidate support for exam scheduling, test taking, and next-day delivery of official exam results.”
HRCI is also making changes to the exam content of the PHR and SPHR exams. Currently, both exams cover the same knowledge areas but to varying degrees of emphases. Beginning in July, expanded areas of responsibility and knowledge will be added resulting in separate exam content outlines for each exam. HRCI’s press release dated 1/16/18 on this change shares that the PHR exam content will reflect greater emphasis on the HR professional’s role in the employee experience, the business decision-making process, and use of data in making informed decisions; while the SPHR exam content will reflect an increased responsibility for developing workforce strategies aligned with business outcomes. HRCI thinks these changes “provide a mirror of the changes in HR practice over time, including the impact of new legislation, the emergence of new business practices, technological innovation and social factors.” For further details on exam content changes, visit www.hrci.org and search for exam content outlines or the 1/16/18 press release.
Also this year, HRCI now requires SHRM-affiliated HR chapters to submit an application to become an Approved Provider of recertification activities, which is a process they have previously required of training providers who are not SHRM-affiliated HR chapters for some time. This new requirement for SHRM-affiliated HR chapters is meant to strengthen continuing education activities for PHR and SPHR certificants as HRCI wants all providers of training activities to meet (or exceed) defined and consistent program offering and record-keeping standards. MVHRA is seeking to become an HRCI approved provider to demonstrate that the training offerings we conduct for our members (and the public) are indeed quality programming that can be relied upon to help you stay at the forefront of the HR profession. Until we receive approved provider status, we are unable to provide attendees at our activities with pre-approved activity codes to submit for recertification credit; however, we will provide all participants with information to independently seek recertification credits from HRCI.
Questions about HR certification or recertification can be directed to email@example.com or stop by the Certification display table at the March luncheon.
SHRM Foundation Committee Update
Submitted By Jefferson Alcott, SHRM-CP, PHR
The SHRM Foundation Committee is proud to announce that at the February 13th Luncheon, the raffle for the $25.00 Gift Certificate for Starbucks donated by Liberty Bank, netted the Foundation committee $131.00! A special thanks goes out to Liberty Bank for their donation of the Starbucks gift certificate! The SHRM Foundation could not do great things like research future HR Trends, offer scholarships for SHRM Certification Testing, and offer educational scholarships for undergrad and graduate programs in Human Resources without your help.
Speaking of which, if you are interested in a scholarship, please check out the dates and links below.
And, don’t forget to bring your loose dollars for our raffle at the next luncheon! Our goal for this year is $500.00!
Scholarship Deadlines and Tips
The SHRM Foundation is now accepting applications for the following scholarships and awards:
Five winners will each receive complimentary full-conference registration, up to three nights at a Chicago hotel and a $500 travel stipend. One Northwest Human Resource Management Association scholarship will be granted to a student member from Washington, Oregon or Alaska. For eligibility requirements, visit shrmfoundation.org/scholarships.
The SHRM Foundation will award 220 scholarships in 2018, with 110 awarded this spring to individuals seeking a SHRM certification. Twenty scholarships are reserved for SHRM members who are engaged in veterans or aging workforce issues in a professional or volunteer capacity
New in 2018–the SHRM Foundation will award 40 scholarships in 2018, with 20 awarded this spring to support individuals who are renewing their SHRM certification
The SHRM Foundation has created a handy checklist for HR professionals and students who are applying for any scholarship, whether its a SHRM certification, one of the foundation’s academic scholarships or a graduate student award.
Most scholarship applications involve three parts: a resume, an essay and recommendation letters. We offer advice on tackling all three components and remind applicants of some of the most common pitfalls, including forgetting to proofread!
Hiring an employee for your business doesn’t have to be stressful. Just follow these tips for writing a job description, and you’ll be on your way to hiring an A+ employee.
By Catherine Conlan, via Cox Media and Monster.com
Your business is growing, and now it’s time to hire! First, congratulations are in order: Every new employee represents a major step forward for a business.
You may feel like you know exactly what you need from this new hire, but developing a formal job description will help you more fully understand what you’re looking for—and that will help you find the right person to fill that role. A good job description will even do some of the hiring work for you by encouraging candidates who aren’t a good fit for the job to self-select out of the process.
That’s a big plus for time-strapped companies. “As small-business owners, we don’t necessarily have a big HR department that can run through 400 resumes—time is money. The more clarity you have on the front end helps ease the entire process,” says Mori Taheripour, principal at MT Global Strategies, a business consulting group based in Washington, D.C., and a faculty member at the University of Pennsylvania’s Wharton School, where she teaches negotiation and conflict resolution.
Use these steps to create job descriptions that attract people who will be as committed as you are to taking your business to the next level.
Cover the Basics and in the Right Order
Much like a menu, your job description needs to be simple and clear. This will increase the likelihood that job seekers will read it from top to bottom and come away with a clear understanding of the job. Include some mouth-watering details, and follow a logical format, starting with the job title and ending with a call to action. Monster’s hiring experts recommend that you structure the information in the following order:
1. Job Title
Avoid “made-up” titles that include uncommon words which will negatively impact your job’s ranking in search results. When you post a job on Monster, the job title field will prompt you with recommended titles to help you make the best choice.
This is your opportunity to communicate your company’s value proposition. What exactly does your business do, and what makes you special? Cater your pitch to your ideal candidate so they can imagine what it will be like to work for your company.
Think of this as a high-level overview of the job’s main responsibilities that will help the job seeker know if the position is right for them. Include relevant keywords to help your posting be found in search results.
Requirements are the “must-haves” for the applicant to get the job; preferences are the “nice to have” qualities. Providing both will help candidates gauge how their own skills and experiences measure up to your vision of a superstar employee. Be specific about the skills and education that are required for the role and where there’s some flexibility.
Include primary benefits (healthcare, 401k, etc.) as well as secondary benefits that are unique to your company (flexible work options, child care support, etc.) These will help set your company apart from the competition.
6. Call to Action
Make it super easy to apply to the job by including a direct link to the application. This will encourage users to apply and make it easier for you to track applicants on Monster. With a Monster job posting, the apply button is pinned to your job in both the desktop and mobile view so the seeker always sees it.
To get the basics right, check out Monster’s Sample Job Descriptions, and also search for actual ads on Monster with the same title. Specifically look for ads in the same field or location as yours. That way you can have a sense of what your competitors are seeking.
Bring Your Job to Life
As you write your job description, keep your ideal applicant in mind. Provide enough information and description to help him or her visualize themselves in the position. The better you can articulate the desired characteristics and experience you want, the more targeted potential candidates will be, Taheripour says. And that will help simplify and potentially shorten your recruiting process.
Candidates want to know what they will do from day to day in your job. Why not feed their curiosity with detailed, colorful descriptions? “It’s important to be as accurate as possible about what the job will entail so the candidate can understand a ‘day in the life,’ ” says Christina Boudreaux, owner and senior talent consultant at Talent Made Simple, an HR consulting firm in Baton Rouge, Louisiana. Include information about who the position reports to, who they would work with daily, what tools they will be expected to use and what their output should be. If there’s a training period, explain how long it will be and what it entails.
And if you’re looking for someone to wear multiple hats, note that as well. “Sometimes with small or startup companies there is a lot that can fall into the ‘other duties as assigned,’ ” Boudreaux says. That can be a plus for enterpreneurial-minded Millennials who are hungry to know how business works. If that’s the case, be open about this opportunity to let interested applicants know that they need to be flexible and adaptable to succeed in this role, she says.
Finally, as a small business, you may not be able to compete for talent with larger companies on pay so think about what aspects of your culture might be appealing to a candidate and talk about those in the job description. For example, if your management style is such that you give employees a lot of ownership of their work or you allow for a lot of flexibility in schedules, say so.
Define Success at Your Organization
Your company is a unique community of people and values. Be sure that your job description reflects those unique characteristics to help set seekers expectations, says Jodie Shaw, chief marketing officer at The Alternative Board, a peer advisory board service headquartered in Westminster, Colorado.
As you start jotting down the attributes of the job, Shaw recommends describing your ideal candidate, “not just with the experience, education and skills they possess, but also with the behaviors they will need to fit into your culture. For instance, if your company’s culture places a value on people who don’t take themselves too seriously or have a work-hard/play-hard value, spell that out in the job description.”
To really make your job description shine, include some details about how the candidate can advance in six months to a year. If applicable, include specific metrics that the person in the role should accomplish, as well as information about potential growth opportunities for greater autonomy or leadership. This type of detail is likely to get the attention of career-driven Millennials and Gen Z job seekers and signals to them that your company promotes from within.
An engaging job description will go a long way to help you attract the talent you need to grow and sustain your company. But there’s an added benefit: Besides making a great impression on job seekers, your ad will enhance your company’s brand and reputation with potential future customers.
Now that you've mastered how to write a job description, why not get started? A Monster Job Ad makes it easy to post a job online. You’ll also receive up to 20 recommended resumes from Monster’s extensive resume database, helping you find the talent you need more quickly.
Five Ways to Boost your Company’s Recruiting Results
By Roberta Matuson, via Cox Media and Monster.com
Recruiting may have been placed on the back burner in your busy organization -- but now it’s time to pump up the hiring. Or maybe your company’s hiring needs just never stop.
Whether you're an in-house recruiter or work independently, you’ll want to use every tactic you can to expediently recruit in-demand talent. Here are five ways to reduce your time to hire and fulfill your company’s hiring goals more efficiently.
1. Look inside your organization for talent. Recruiting is so competitive today, but it doesn’t have to be. Look to your own organization prior to going outside to fill a position. After all, your own employees already know what it’s like to work for your company. If they perform well, they’ve already proven they are a good fit for your company culture.
Scan performance appraisal data to see who in the organization may be the perfect match for the position you need to fill. Check your hiring process to determine next steps in approaching internal candidates who are worth further consideration.