What’s In Your Backpack?

New post from KolormeHR.

While I’m generally an upbeat person and look forward to each week with enthusiasm and anticipation, a friend and colleague recently retired and last week was a tough week for me. Thankfully I didn’t have much time to dwell on it, but my heart was a little heavier. I’m happy for her that she can now spend her time how she chooses, but selfishly I miss her being here.

As I stuffed my backpack last night with gym clothes (one is hopeful they’ll get used this week) and other work necessities, I started smiling and my heart was full again. Why? The simple and pure pleasure on my soon-to-be 3-year old grandson’s face this weekend when I bought him a backpack that he picked out. Never mind that the backpack is almost bigger than he is. Never mind that there wasn’t anything yet in it. He proudly showed his new treasure to Grandpa and his brother and sister when we got home from shopping. When he displayed how it looked on him, he was beaming and mentioned the bus thinking he was now ready for the school bus like his brother and sister.

I smiled thinking of what my own backpack represents and that I need to keep it filled with tools that will help me have a fun and successful week at work. Aside from the gym clothes that may or may not get used, I pack my iPhone so I can start my day by seeing what the #hrtribe is up to on social media (makes me wish my train commute was longer). Check them out on twitter and join in on the comraderie and knowledge sharing. It’s refreshing how we celebrate each other’s successes and encourage each other to greater heights. It’s great for the soul my friends. I also check out articles and blogs through sources such as feedly.com. A favorite item in my backpack is a copy of HR On Purpose! by Steve Browne (check out his blog Everyday People at http://sbrownehr.com/). It’s the perfect size and I refer to it frequently because it’s loaded with powerful stories and tips, and reminds me why I love HR. And I would be remiss if I didn’t mentally pack my attitude of gratitude. Gratitude for everyone and everything in my life.We all have tools to help us be successful – it’s up to us to use them wisely.

Every night when I stuff my backpack for work, I will see a beaming face of what that pack represents, and it will remind me of the many tools available to be successful. It will remind me of the important things in life.

Be Relevant – Stay Relevant

New post from KolormeHR: Be Relevant – Stay Relevant

“Still don’t know what I was waitin’ for, and my time was running’ wild……..ch ch changes…..” David Bowie.

Change. The word most people are sick of hearing. But change happens every day whether we like it or not. How we react and adapt (or not) to changes in our workplace not only show what we’re made of, but it either helps or hinders our success. To me, it’s not really about change per se, but rather continually moving forward in a fast-paced world. Unless we are completely oblivious to what goes on around us, we know change is coming. Why then do we act surprised when it gets here? When it touches us? Why then do we think maybe we should have done something different sooner, like learn a new skill or enhance a rusty one? Why then do we feel like we should have taken control of our career sooner?

Don’t let this be you. Take control of your career now. Take control of your learning. Make a plan and put that plan into action. While we may not always be able to alter the course the way we’d like, we have a better chance of staying relevant and marketable. Relevancy matters. We were hired because we had relevant skills for the job. And that’s great if we were hired recently. But what if we were hired 5, 10, 15, 20 years ago or more? Some of those skills still matter of course, and hopefully we’ve enhanced them. But  have we taken the time to develop new skills needed to help us stay relevant in a fast-changing world and help move our organizations forward? Or have we stayed in a bubble and not kept up on what’s happening in our respective industries and professions?

I’m celebrating 28 years at my firm on April 2nd. Longevity can be viewed as a great thing…..or not so great depending on your viewpoint. I didn’t envision being here that long, but many things kept me here. Executive leadership has consistently been strong. Personal and professional development has been encouraged and supported by my boss, and that is priceless to me. I continually sought to enhance and change job responsibilities as time marched on to keep stretching myself for personal job satisfaction.  And I learned….and kept learning by getting involved in industry associations, eventually moving into leadership at the local and national levels, completing a college degree, attaining professional certifications, soaking up information from publications and blogs, attending workshops, conferences, webinars, connecting with peers, and the list goes on. These things have not only helped me enhance already solid skills, but gain new skills that are relevant in today’s world. And it keeps me hungry for more.

There are so many resources at our fingertips that there is no excuse not to be ready when change comes knocking at the door. We cannot afford to rest on our laurels of yesterday because yesterday is gone. While not all change is fun, most of it can be if we reframe our thinking. As HR influencer and blogger Mary Faulkner says, “No matter how great change is, it will still seem like a wrecking ball.” By taking control of your career and staying relevant, you’ll be ready for it.

See Me, Hear Me, Hire Me

Bob (names have been changed to protect the innocent) arrived to the interview with boots laced around his neck. John continually mopped his forehead while sweating profusely during his interview. Tom abruptly stood up moments into his interview and announced he was going home because he missed his cat. In the middle of her interview, Sally pulled out family photos….many many photos. During his second interview with us, Jack revealed the prank he played at his law firm while working in the mail room (took a check that came in the mail outside and ran over it several times with his car). Harry told me about a nickname his co-workers gave him – Chester Chester the child molester. Sue had a lovely phone voice but that was overshadowed by the rats nest in her hair.

These are just a few memorable interviews I’ve conducted over the years. Yes, I smile when I think of these, but not for the reason you might think. I smile because when you’ve interviewed as much as I have, you learn that some candidates reveal who they are early on and others you find out about after the hire. I smile because even if someone isn’t right for our organization, they may be a great fit for someone else. I smile because no matter what candidates bring to the table or how they present themselves, they all have one thing in common. They put themselves out there applying for jobs. They took the steps to better their employment situation and lives. And that takes courage. They all deserve courtesy and respect and for HR professionals and hiring managers to see and hear them fully before making a hiring decision.

HR professionals and hiring managers have an awesome responsibility to find top talent for their organizations. We have the power to move people through the process … or not. We have the power to give hope to someone. We have the power to change someone’s life. We have the power to bring more diversity to our organizations. We cannot and should not abuse that power.

We abuse that power by feeling and acting superior to candidates. We abuse that power by looking for anything and everything to disqualify candidates. For example, in discussions with others with recruiting and hiring responsibilities, some have indicated that even one typo immediately puts that candidate in the “no” pile. It didn’t matter that they had a great cover letter and resume with solid skills. Some people can’t get beyond employment gaps as if those candidates are marked for life and don’t deserve a job. Have we forgotten the recession that cost lots of good people their jobs? Of course there are employment gaps people! Some candidates have had the audacity to take time out for families. Why are they not snapped up is beyond me.

I’m not saying every candidate is a fit for our organizations. I’m not saying that attention to detail doesn’t matter. I’m not saying that I don’t try to “find where the bodies are buried” because I’m responsible to my firm to be thoughtful and careful with who we bring in the door. But a typo here and there is not the end of the world for me. A letter or resume riddled with typos is another matter, but sometimes we just don’t catch everything. If a resume isn’t formatted the best, that’s not an automatic rejection from me (although it should be presented in an easy way to read). An employment gap doesn’t bring immediate suspicion because we’re in a different world from 20 years ago. To let some of these things rule out good candidates is short-sighted and not always in the best interest of our organizations.

Recruiting is fun and I enjoy it. I love representing our firm to candidates because it’s a fantastic firm. I love meeting with people and hearing their stories and admiring their skills. I love putting them at ease and having a great conversation. Not all candidates are right for our organizations. But all candidates deserve respect and courtesy. I encourage HR professionals and hiring managers to view the recruiting process through the lens of the candidate. I challenge us to apply for jobs so we can experience first-hand what candidates experience today, and change our procedures if applicable. It’s not only the right thing to do, but we never know when we’ll be on the other side of the desk. And that can be more humbling than anything.