Just a reminder regarding our SWIT meeting scheduled for Thursday, April 21st @ 4:30. I have only heard back from a few people. I realize this meeting is scheduled during Passover and right before the start of the Easter Holiday and people may be busy. I am trying to get a feel for how many of you plan on attending. Can you let me know if you plan on attending?
Thanks very much and happy holidays to all,
Dear SWIT Member,
Michele Underhill has asked me to take over facilitation of the SWIT group while she transitions into her new role. I have volunteered to do this for at least the next three of our meetings and am working on obtaining speakers and identifying topics for these meetings. If you have any ideas for future meetings please let me know.
In the meantime, you are cordially invited to join us for our next SWIT meeting that will take place on Thursday, April 21, 2011 from 4:30 pm to 6:00 pm at the Holiday Inn (formerly Wyndham Garden) in the International Trade Zone in Mt. Olive, NJ.
Our Speaker will be Jeff Wade, President and CEO of Anchor Planning Group, an HR consulting and Executive Search firm, located in Virginia. In addition to his presentation he is interested in discussing possible career opportunities in the areas of recruitment and consulting with his firm.
Following is information about the program. Please RSVP to karen.sichieri@comcast.net no later than Thursday, April 14, 2011. Thank You! The SWIT meetings are NO COST but please note that refreshments are not served.
Micro-Messaging - Its Impact During Transition & The Interview & Selection Process
Background for Discussion
A micro-message is a small, sometimes unspoken and unconscious message that is sent and received many times a day. It can be positive or negative. For example, an understanding nod across the table, a glance at a watch while a person is speaking, or an interested lean forward when a colleague is talking could all be examples of micro-messages. Research shows people can transmit between 10 and 40 micro-messages in a 10-minute time period. These messages can have a powerful impact during the interview and selection process for those of us in transition and can impact the outcome of the interview without our conscious intention of doing so.
We all know that the job search process can be stressful and full of frustration and disappointment along the way. Micro-inequities can be negative micro-messages that erode communication and success. They are a pattern of subtle, semi-conscious devaluing messages that could impede success in landing a job. On the other hand, Micro-affirmations can be used as an advantage in all forms of communication, including those encountered during the selection process.
SPEAKER
Jeffrey A. Wade, SPHR, President & CEO
Mr. Wade, co-founder and president and CEO of Anchor Planning Group, Inc. (Anchor), he has over 17 years of strategy, recruiting and HR/ management consulting service to large private sector and government organization. He has led numerous engagements to develop HR core business, diversity, employee engagement strategies leading to improved revenue performance, mission-critical improvements, and more effective customer service.
Mr. Wade assists clients in solving problems. His skills in HR management and business allow him to synthesize data and develop creative solutions to meet his clients’ challenges. He has worked with corporate CEOs, executive teams, agency administrators, and senior officials to build HR strategies, facilitate challenging discussions and achieve their organization’s vision.
Mr. Wade provides a cross-sector, cross industry perspective. He has successfully developed and implemented HR strategies serving the needs of a wide spectrum of clients. Mr. Wade is well versed in executing best practices in HR consulting in multiple venues and has worked at the senior level with the U.S. Department of Treasury, Justice, Labor and the National Archives. His private sector clients include MetLife, JPMorgan Chase, MBNA America Bank, and Nike. Mr. Wade’s clients benefit from his ability to adapt best practices from a variety of organizations to create customized solutions to their challenges.
Mr. Wade co-founded Anchor Planning Group after a successful career in human resources management, organizational management consulting and operations management. Previous positions include senior vice president of human resources, vice president/senior consultant for a leading consulting firm and senior director, human resources.
Mr. Wade is a member of the Society of Human Resources, the Institute of Management Consultants (IMC), and the American Society for Training and Development (ASTD). He also received the distinguished HR Executive of the Year Award presented by the Delaware Valley chapter of SHRM. Mr. Wade received his bachelor’s degree in Business Administration from the University of North Carolina. He holds certificates in Strategic Leadership of Diversity and Inclusion (SHRM), and Business Coaching for Workplace Learning and Performance (ASTD).
Jeff will also conduct a more formal presentation at the SHRM Chapter meeting following our group and talk about micro messaging as it pertains to leadership and organizational development!
THURSDAY, FEBRUARY 17TH
4:30-6PM
HOLIDAY INN (FORMERLY WYNDHAM)
1000 INTERNATIONAL DRIVE
MT. OLIVE (BUDD LAKE)
RSVP: MICHELE UNDERHILL
underhilljm@embarqmail.com
201-317-1693
TOPIC: JUMP START YOUR JOB SEARCH
PRESENTED BY: GREG TAYLOR
NO COST
*Refreshments will not be provided.
SWIT Meeting immediately precedes the Sussex Warren SHRM Chapter Dinner Meeting.
No obligation to attend the Sussex Warren SHRM chapter meeting but if you stay the cost for those in transition is $20.00. Pre-registration for the Chapter meeting is preferred.
Are you interested in receiving HR job leads? If so join our yahoo group. You can contribute job leads to this yahoo group once you are a member and receive job leads from the whine and dine, central NJ and other sources.
Go to Yahoo Groups:
Search: swhrmatransition
Select join: please identify yourself by full name. I will be notified of your request to join.
Chapter Meeting
Topic: HR- A Business Perspective
Presented by: Greg Taylor, Lee Hecht, Harrison
RSVP for Chapter meeting: Email: treasury@sussexwarrenhrma.org
**Please note you will be charged if you RSVP and do not attend or cancel after the deadline.
SWIT RECAP
1/20/11
LESSONS LEARNED IN TRANSITION
Mistakes
Accepted a position with the wrong company…Why?
Result = Back in Transition
Job Search Missteps
Conclusion = Develop new strategy, obtain mentors, rebuild approach from the ground up
Key Learning from Mentors
Result= more interviews, less applications, landing with great fit, promotions, and fully engaged!
When you Land
Paraphrased Quotes
6/17/10
Wyndham Hotel
1000 International Drive
Mt. Olive
4:30-6:00
TOPIC: Using LinkedIn To Aid Your Job Search, Application and Interview Preparation
GPS Career Mapping LLC
Please RSVP to: Michele Underhill
201-317-1693
**No cost to attend. Please note this meeting precedes the Sussex Warren SHRM Chapter Meeting which is at 6:00pm. The Sussex Warren SHRM Chapter Meeting holds professional development programs for Human Resource Professionals.
SEARCH THE COMPANY
Purpose: To get better insight into individuals interviewing you, company culture, explore common ground/connections
o Linkedin-Search Company
See who you are linked to that works for the company. Can you get some insight into the company, i.e. culture, atmosphere, status, stability…
o Linkedin-Search employees who are Interviewing you
Or search other connections. Try to get a pulse on the hiring manager.
RESEARCH FINANCIAL BASIS OF COMPANY
Purpose: How does company make its money?
o Google/Yahoo Finance (If a public company )
o Explore Website
o Wikipedia (medium to large companies)
PREPARE QUESTIONS TO ASK
Purpose: Shows your serious and interested, gathers further insight into company culture, philosophy and expectations.
PREPARE 3-5 QUESTIONS PER INTERVIEWER
Write them down and leave space to record answers
Some Good questions:
INTERVIEW QUESTIONS
Review answers to behavioral/situational and traditional interview questions
HOURS BEFORE
INTERVIEW ATTIRE/PRESENTATION
ARRIVAL/WAITING
DURING INTERVIEW
Offered through the Sussex Warren SHRM Chapter
Facilitated by GPS Career Mapping LLC
With more than 400 million active visitors, Facebook is arguably the most popular social networking site out there. And while the site is known for the casual social aspect, many users also use it as a professional networking tool. With that kind of reach, Facebook can be a valuable tool for connecting to former and current colleagues, clients and potential employers. In fact, surveys suggest that approximately 30% of employers are using Facebook to screen potential employees – even more than those who check LinkedIn, a strictly professional social networking site. Dont make these Facebook faux-pas – they might cost you a great opportunity.
Writing a Résumé That Shouts ‘Hire Me’
Published: February 27, 2010
IT’S tempting to think of a résumé as a low-maintenance aspect of your job search. Just list where you worked, what you did and where you went to school, attach that to each application and press the button.
via The Search – Writing a Résumé That Shouts ‘Hire Me’ – NYTimes.com.
1/21/10
Wyndham
Attendees: Christian Hansen, Mitch Gouze, Mary Farah, Ellen Bonner, Kim Reitmeyer, Penny Vorce
Facilitators: Michele Underhill, Stephen Matthaey
Topic: Does Your Resume And Cover Letter Present You Well For This Position?
Activity: Collected 3 resumes and cover letters that were sent for position opportunities. As a group assessed and discussed how they effectively aligned the open position with the individuals experience, skills and qualifications.
Purpose of the Cover Letter and Resume:
The purpose of the cover letter is to get them to read the resume.
The purpose of the resume is to get the interview.
Analogy:
A job requisition is a Test. The cover and resume are the answers to the test. So…cue into the instructions and questions and make sure you answer them correctly and answer only what they are asking.
It’s the dating game…Who will the company choose? The company will choose the one that matches their needs, wants and interests and offers the greatest, best quality and interest.
Some major points:
Cover Letters:
o Do not put everything that is on your resume in your cover letter. You will not give them a reason to look at your resume.
o Your cover letter should be succinct about your reason for writing. 1st paragraph introduces position you are responding to and why. Lead into next paragraph which explains how your background aligns with what their looking for and what you can offer them. NOT what you want. And lastly, the positive reasons you wish to work for the company.
o Do not write lengthy covers. They will not read it through and definitely won’t look at the resume.
o Suggest T-Letters…left side is the Company’s job requirements/the right side is your qualifications. Take the 3-5 top qualifications and show how you meet them. Briefly explain specific measurable accomplishments that are examples of how you meet the requirements. Do not list those requirements that you are not matched to.
o Sign your cover letter with the same name on your resume. If using a nickname you can put in parenthesis next to real name on resume and then sign cover letter using nickname, i.e. . But there has to be a tie or a consistent name.
Your Resume:
o You should have a resume for every position applied for! YES…every job application requires a targeted resume. So apply for less and take the time to match the resume with the job.
o Your resume should entice them to bring you in for an interview.
o Don’t give all information about yourself and your experiences because there will not be any reason to meet with you. You have told them everything.
o Position Title should be accurate with what you want to be while also matching the job requisition. Be honest about whether it is a position that is suited to your background.
o Core Competencies-Should be bulleted vs. in narrative form and should match the requisition competencies.
o Use same terms in resume as in requisition including the “Position Title” at the top of your resume
o Record dates in a consistent format throughout resume, i.e. 2005-2009, 2000-2005
o Highlight accomplishments from last 10-15 years. Don’t date yourself.
o Remove anything that doesn’t relate to requisition.
o Put most important information, qualifications first. Least last.
o Your resume does not need to reflect who you reported to in previous jobs or your responsibilities in your last position.
o Make sure your resume lists your accomplishments as SARS/PARS. Situation/Problem, Action, Result. They should be measurable and specific measurements…not rounded
o Accomplishments need to be flipped to show a positive effect,i.e. instead of decrease turnover, increased retention…
o Pars/Sars should be linked to 4 things:
1. Profitability
2. Productivity
3. Employee Retention
4. Customer/Employee Satisfaction
o Group education, certifications, membership’s together but under their appropriate category, i.e. Education-BS Finance, MS Human Resources; Certifications-SPHR, CPA; Memberships-SHRM National, SMA Board Member.
Next Meeting:
February 18 @ 4:30 at the Wyndham in Mt. Olive.
Topic: PARS/SARS – What are they? How do we develop them? What do they apply to? What is their benefit?
The Sussex Warren SHRM Chapter (SWHRMA) offers an in transition group called Sussex Warren In Transition (SWIT). This group is comprised of HR professionals who are looking for positions within the Human Resource Industry. SHRM Nat’l Membership is required and primary membership to our chapter is not required but strongly recommended. There is no fee to join this group.