Recruiting Mature Workers Just Got Easier

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Did you know that AARP, the huge organization to advance the interests of people as they age in the United States, has launched a job board? Take a look at the new board here.

My trial run on the board revealed that it’s got all of the basic features job seekers expect to see in a job search site. One suggestion I’d make is that if the tool is meant to appeal to recruits who may be looking for flexible scheduling or an alternative work arrangement, maybe more categories are in order beyond full-time and part-time. The options for employers posting and reviewing applicants look useful and appropriate at first glance. But one thing really jumped out at me.

If your organization signs an Employer Pledge, it can earn a 30% discount on job posting packages during the launch period. Standard packages begin at $199, and Enhanced packages, with increased visibility for job postings, start at $399. More information can be found on this page.

According the AARP, the Employer Pledge involves the following:

Working with AARP, participating organizations have signed a pledge that they:

  • Believe in equal opportunity for all workers, regardless of age
  • Believe that 50+ workers should have a level playing field in their ability to compete for and obtain jobs
  • Recognize the value of experienced workers
  • Recruit across diverse age groups and consider all applicants on an equal basis.

Here is the AARP Employer Pledge overview, if you’d like to check it out.

The tagline is “Experience Valued.” As many baby boomers, and soon, Gen Xers join the ranks of age 50+ workers, and organizations look for ways to cut costs by shedding more expensive salaries in favor of early-career professionals, remembering the value of experience is critical. A 2015 AARP Study (analyzed by the Society for Human Resource Management, SHRM) concluded that the value of employing older workers is substantial, while the incremental cost of hiring and retaining them is only 1-2% over earlier career employees.

SHRM and the SHRM Foundation found the aging workforce worthy of a substantial research initiative in 2016. The results and tools for successfully managing an aging workforce are detailed and useful. According to the SHRM Foundation’s Guide to Leveraging the Talents of Mature Employees, the population of younger workers with the skills needed for success in today’s environment is too small to step into the shoes of the aging Baby Boomer generation. As these less experienced workers build their skills and experience, aging workers can take advantage of flexibility in scheduling and role design, if employers are willing to offer it, in order to fill gaps.  SHRM’s suggestions for recruiting mature workers include identifying sources of talent that will include older adults. AARP’s new job board could be a good fit for that need.

Older workers often have wisdom, institutional knowledge, experience and a strong work ethic. Check the data, and be sure you aren’t overestimating the costs, and underestimating the benefits, of recruiting, hiring and retaining them.

Photo credit: tec_estromberg via Foter.com / CC BY

 

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Network. Learn. Develop.

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Hey HR Pros! If you’re not networking you are not only fighting it out on an HR island (not recommended) but you are also missing all the fun! I used to think “networking” was cheesy and cringe worthy, and only necessary when I was looking for a job. But that couldn’t be further from the truth! Networking and continuous learning are things that make working in HR fun and rewarding. The fact that our work gets better as a result is a great bonus.

Traditionally, we’ve looked to our employers for learning and development opportunities. They either fund opportunities that we identify, or they put together webinar, in-person and online programs that teach us things we want to know and need to know to perform well in our roles.

For the knowledge and skills we need to perform in our current jobs, we are right to look to our employers for support. And wise, forward-thinking organizations will also be offering and encouraging us to utilize resources to develop skills we will need for the next iteration of our roles or promotion into a new opportunity with the company.

If you find yourself in an organization that is small enough not to have the resources, or one that is in a cost-cutting mode, you may find that learning and development is not a top priority. Now, I don’t necessarily believe this is a good decision, but that’s a topic for another post.

Even if you’re one of those lucky enough to have a fabulous talent development program in place and you get a “yes” answer for all of your requests for outside resources like conferences and events, don’t stop reading. Networking and development aren’t boxes we check and then move on. They are continuous, growing and changing needs that we should all attend to on a regular basis. Adding your own activities to your employer’s offerings just results in a richer, more effective mix.

If you don’t have resources available, then you will especially love these tips. Some people will tell you that you shouldn’t offer to fund any of your own development opportunities, because then your employer will not feel responsible for doing so. I disagree. So what if something is really important to you, you see it as critical to your path for your career, and your employer doesn’t agree or won’t part with the funds? If you go forward anyway, they are on notice that you really care about your development and your career, and if they don’t participate, they do so at their peril. Because if you invest in yourself without their help, you will attract other opportunities, and you may not feel as much commitment to your employer and vision for your future with them when those opportunities come.

Here are some fantastic (and affordable) opportunities for development and networking that you can take advantage of right now:

  1. Membership in SHRM: The benefits to your membership in the Society for Human Resource Management are so great that I’m not even going to outline them all here. You need to check out the SHRM website to fully appreciate it. This membership gives you full access to all of the resources you need to do your job with excellence and your employer should fund it, because it will benefit them immensely. But if they don’t, you should still become a member. Not only can you participate in free webinars, receive updates on legal and compliance changes at the national, state and local level, and get access to best practice tips and forms, but you can also participate in influencing legislative policy through the SHRM A-Team. I have met HR practitioners from all over the US and the world through my involvement with SHRM. It’s easily the best value of any development opportunity.
  2. Membership in local SHRM chapters: Your local chapter has some great monthly programming and shared resources, as well as fun events where you get to meet other HR pros in your own community. It also has superb opportunities for leadership that you may not be currently offered at your workplace. Leadership in your chapter gives you opportunities to get to know not only all of the members of your group, but others in your local business community as well. And my local chapter dues are less than $100 per year-definitely an affordable option.
  3. Social Media: There is a fantastic community of HR professionals on Twitter. They are generous, knowledgeable, fun and when you meet them in person you will see that they are authentic leaders. Follow them and interact with them to learn and develop your own skills in HR. There are also great LinkedIn groups for HR professionals as well as specialty areas like talent management, compliance and employee relations. Look to Snapchat for marketers, talent acquisition specialists and HR leaders just having fun. Instagram is a fun place to literally see what your favorite HR pros are up to, and Pinterest is a great place to find infographics that visualize processes and issues-and memes and comics to offer a few laughs about HR.
  4. Twitter Chats: Speaking of social media, there are a lot of great Twitter chats where you can interact with other HR pros and learn from guests that bring knowledge on different topics that may or may not be in your comfort zone. The bonus is that you can connect with more HR people on Twitter through these chats, and sometimes you end up meeting them in person, as I did during this year’s SHRM annual conference. Here are some to try: #nextchat (SHRM’s weekly chat at 3 pm Eastern on Wednesdays); #jobhuntchat, #CultureChat, #TChat, #OMCChat and more.
  5. Volunteer Work: Your skills and talents are in demand. If you work in HR, you know how to do a lot of things that are valuable to others. I have volunteered with women engineering students to help them with their pitch to potential employers and review their resumes. I’ve also taught single moms who are looking to develop their careers how to create a resume and apply for jobs. This is just the tip of the iceberg. Get out and help others, and you will get back what you give 100-fold, meet a lot of great people, and practice your own presentation and mentoring skills in the process.
  6. Webinars Sponsored by Vendors: Many vendors and suppliers that you don’t even have a current relationship with will sponsor webinars that are given by specialist HR professionals and we all can learn and benefit for free, and learn a little bit about the vendor’s services in the process.
  7. Local HR events: I will be attending Disrupt HR in Denver in September. Do you know how much it costs? $15. And they will be serving food (and have a cash bar). There are other events put on by your organization’s lawyers, insurance brokers and consultants that shouldn’t cost you a dime. Develop a presentation and apply to be a presenter at an event and you get double the experience-learning from others and flexing your public speaking muscles at the same time!
  8. Conferences: I funded my own trip to SHRM Annual this year, as well as another conference on Colorado legislative policy in DC. They were both well worth the investment. If you have the funds to contribute to your own development, consider getting in early on your dream conference-you will get the best bang for your buck with the early bird rate, and you can choose a more affordable housing option to keep costs low. Check out SHRM17 here.

These are just some of the great ideas for learning and development as you own your own career. Which ones did I miss? Tell me in the comments below.

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Photo credit: mkhmarketing via Foter.com / CC BY

Nuggets from SHRM16

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I recently read Tim Sackett’s post on topics that tend to repeat at SHRM Annual, basically saying that there was a lot of familiar content at SHRM16 as compared to recent past conferences, but ultimately recognizing the value in that. I get it. There are only so many big ideas for concurrent sessions that resonate in HR and are suitable for a broad audience. And some of the best speakers and most active SHRM leaders seem to have real jobs and don’t necessarily speak for a living, so if they are repeating their best material, that just allows people to soak it up again if they still need the message, or choose a rival session next time, of which there are many.

In addition to the topics that tend to boomerang, there were at least two other critical types of content at SHRM16 that need to be mentioned here. I am not talking about the general sessions, which are served up fresh and new each and every year. Every one of them was a complete knockout. I’m talking about:

  1. Small, interactive sessions on critical HR and business skills that we don’t typically get in other HR conferences and local events—an example is the great social media talk with Sabrina Baker and Michael VanDervort where we learned more about using different social media channels to implement specific strategies. I’m not a marketer, so it was a welcome conversation, after which Sabrina and Michael generously invited questions, then stayed to talk one on one with attendees to give them direction based on their own specific needs. Priceless!
  2. Nuts and bolts HR help that is up-to-the minute in nature-Mickey Silberman of Jackson Lewis gave a talk on pay equity legal compliance that was so fresh that the slides and even the title had been revised in the two weeks prior to the conference. Not only is Mickey a superior presenter, but the content was worth its weight in gold.

It was also super helpful to have all of the best vendors in HR gathered together in the SHRM16 expo. My clients are of the small to mid-size variety, and I was able to explore many different solutions for them in one place.

The other thing I grooved on at SHRM16 was the chance to meet people I interact with online and fellow SHRMies that work in other areas of the Southwest Central region. I also had fun getting to know international HR pros that feel like SHRM Annual is the best investment for their development dollar. I don’t meet them at the other conferences I attend, so that’s another great opportunity for me.

This was my first year at SHRM Annual, so naturally I feel like it was the best SHRM conference I’ve ever attended. There’s no question that it was well worth the investment for me. I’d love to be there for SHRM17, but since I’m the boss, first I need to make the money-speaking of which, it’s time to go do the real work of HR. See you in NOLA!

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Photo credit: “Nugget in the Back 40” by Kelly Marinelli

Blogcation

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I took a Blogcation this week. Part of the reason was that I was at SHRM16 in DC, and I didn’t want to distract myself by doing actual work when I was trying to learn, explore and network. The other reason is that I wanted to totally digest the experience and mull it over before I start to write about it. I am feeling inspired so I am getting together some topics to dig into next week, so more to come on that.

One observation I will share with you as a preview is this: when HR pros get together, they are unrelentingly real-there is a vulnerability and recognition that makes for fast friendships. We share an experience that binds us together instantly, and even the most introverted and curmudgeonly of us will bond when mixed, kind of like a chemical reaction. In that setting, you can learn so much, so fast, and on such a deep level, that you come away like you didn’t just develop, you changed.

I’ll be back next week with some SHRM nuggets. Speaking of Nugget, I need to go feed my sister’s chickens. Have a great weekend.

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Photo credit: Simeon Berg via Foter.com / CC BY

5 Ways SHRM Membership Makes You Shine as an HR Pro

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Society for Human Resource Management (SHRM) membership is an investment in you. I will say that as someone who put her money where her mouth is and wrote the check for the SHRM Annual Conference out of her own funds. I did a happy dance around my kitchen when I got the confirmation email.

Recently, I completed a survey giving feedback on what I think of my SHRM membership, and sharing my ideas on what I think could be improved. It got me thinking about how many HR professionals may not realize what serious benefits are there for the taking in their SHRM memberships. Others may not understand what a great investment in their careers SHRM membership can be.

There are many more than five ways SHRM membership makes you look like a complete rock star in HR. But here are the top ones that come to mind:

  1. Substantive HR resources galore: forms, how-to guides, toolkits and even academic courses on human resources topics are all there for the taking, whenever you want or need them. Use them to learn or enhance your skills and be that go-to HR resource at your company.
  2. Keeping up on HR compliance: SHRM makes sure you never fail to hear about that upcoming change in the salary level for the white-collar FLSA exemption, or the ACA reporting requirements, or any other compliance need. They’ve got you covered with email reminders chock-full of detailed article links, so you’ll be ahead of the game with a strategy for responding.
  3. Webcasts on trending HR topics: participate in these free-for-members SHRM webcasts so you can be proactive about running your department, and know about what’s going on in HR before your senior leadership asks you about it.
  4. Build your portfolio of HR leadership experiences: I served as a volunteer case competition judge at a SHRM Case Competition and Career Summit this year, and it was so inspiring! I got the chance to share my expertise, support our future HR colleagues and give back the profession in a unique way.
  5. Network, network, network: your local SHRM chapter has events every month that give you the opportunity to meet other HR professionals just like you—they understand what challenges you face, and may have ideas for how to handle them. It’s fun, rewarding, and there are leadership opportunities there if you are interested. I highly recommend a local membership in addition to the SHRM national membership if you are interested in knowing what’s going on in your community.

Want to enhance your career, enjoy a virtual HR warehouse of information at your fingertips anytime you need it, have a blast and meet other HR pros? SHRM membership is for you. Join SHRM today!

My local SHRM chapter is BAHRA in Boulder, Colorado. Check them out too!

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