Cullen Clair

Iron sharpens iron, and this is true for HR professionals! Had the opportunity and privilege to attend this year’s SHRM conference for the first time in nearly a decade. It was great to gain new insights while also affirming existing practices and strategies. #HumanResources #HR #education #lifelonglearning

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We know that building your network is essential for growing in your career. Whether you’re starting a new job or hoping to branch out, my colleague Natalie Keast, Sr. HR Director, shares her best tips for creating meaningful connections in our latest edition of “Dear HR.”   Read it here: https://lnkd.in/gMygE7E6

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Two NEW laws are on the horizon for Maryland employers. Take a look below at the Blackwell HR Solutions update for more information.

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How would you help fix HR at Dunder Mifflin in Scranton, PA? In the spirit of Fix-It Friday, here’s my take… 1️⃣ Improve the relationship between Michael and Toby. 2️⃣ Move Toby from the annex to the single office up front (next to accounting). 3️⃣ Set up an HR strategic plan with clear goals, metrics, and regular check-ins. 4️⃣ Upgrade the location’s performance management systems. -Go with a behavior-based model. 5️⃣ Double down on Pretzel Day and the Dundies award program 🤣. What am I missing? ...I think I covered working relationships, culture, performance management, strategic planning, and rewards and recognition.

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CandE Pulse Report: Just Keep Swimming See here: https://rpb.li/gTHI #HR #humanresources #humancapital #careers #consulting #futureofwork #talent #talentoptimization #atl #atlanta #atljobs #atlantajobs

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Looking for free resources to earn your SHRM recertification and enhance your HR skills. Most of the webcasts are worth 1 PDC toward SHRM-CP and SHRM-SCP recertification. My favorite and excellent resource was "Understanding the U.S. Department of Labor's New Overtime Pay Regulations". Below is a link to the free SHRM webcasts.

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I am cultivating civility. The first SHRM article titled “Incivility’s Cost to Employers: $2 Billion a Day” by Kathryn Mayer said, "U.S. organizations collectively lose more than $1.2 billion in reduced productivity per day due to uncivil behaviors at work and $828 million per day due to absenteeism caused by incivility. (Calculations are based on several factors, including the number of workers over 18 years old in the U.S. labor force, an average pay rate of $32.67 per hour, and the total number of collective acts of incivility occurring in the workplace each day.)" Then I read the SHRM article by Theresa Agovino, “The Art of an Apology”, which cited there are 1.7 million incivilities in the U.S. per day. The most common are disrespect, interrupting, and silencing. While I know there are some incivilities that leave deeper scars, the math equates to a little over $7 for each incivility. What would happen if we paid for each one we were responsible for? Would we think before we speak? Would we change our “HOW”? Would I be banking or bankrupt?

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A huge setback for the HR community. SHRM has just removed 'Equity' from their core values The implications of this decision extend far beyond the HR community. Our practice influences workplace policies, including hiring and promotion practices, pay equity, and the cultivation of inclusive cultures. In light of this, I am more resolved than ever to highlight some incredible HR communities that remain steadfast in their commitment to our core values, We stand for fairness and equal opportunities in the workplace, and we owe it to ourselves not to lose sight of this. In this era, equity is more than just a buzzword for HR professionals, it's an imperative. This isn't simply a matter of semantics, it's about signaling the importance we place on creating spaces where everyone feels respected, valued, and largely, equal. 'Equity' isn't merely what we do, it's who we are. Remember, it's up to us to shape the face of HR. Don't let this act of omission deter our resolve. Instead, use it as a springboard for pushing forth our values stronger than ever. Let's ensure 'Equity' remains at the heart of HR, today and always. Because it's only when we truly embrace and implement equity, we can say we've achieved genuine success in Human Resources. #shrm #hr #humanresources #people #equity #diversity #inlusion #DEI #business #values #strategy #humancapital #people #linkedin #linkedinconnections #talentnexa #aach

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States Seek to Help Workers Stay Current on AI Use in the Workplace See more here: https://rpb.li/fku13 #HR #humanresources #humancapital #careers #consulting #futureofwork #talent #talentoptimization #atl #atlanta #atljobs #atlantajobs #AI

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Increasing Diversity Without Harm: Five Common Pitfalls and How to Avoid Them See here: https://rpb.li/6Fac #HR #humanresources #humancapital #careers #consulting #futureofwork #talent #talentoptimization #atl #atlanta #atljobs #atlantajobs #diversity #DEI

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🦃 Pro tip for HR leaders this holiday week: Remember that "mandatory fun" isn't actually fun! Instead of adding another virtual team-building activity to everyone's packed pre-holiday calendar, try this: Give your teams the gift of time. Clear their calendars of non-essential meetings, and let them focus on wrapping up projects before the break. The best employee engagement strategy sometimes is just... letting people engage with their work! #LeadershipLessons #EmployeeExperience #HRLife #WorkplaceCulture

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Unpopular opinion: the holiday season is an ideal time to recruit and court top talent for your team. This is the time of year when many companies’ slow recruitment and push hiring to January, losing an opportunity to engage candidates still very active on the market—don’t let this be you. Here are some simple steps you can take to deliver a memorable experience and land top talent for your team: 1. 𝐀𝐫𝐭𝐢𝐜𝐮𝐥𝐚𝐭𝐞 𝐚 𝐫𝐞𝐚𝐥𝐢𝐬𝐭𝐢𝐜 𝐫𝐨𝐥𝐞 𝐩𝐫𝐞𝐯𝐢𝐞𝐰 𝐢𝐧𝐜𝐥𝐮𝐝𝐢𝐧𝐠 𝐦𝐞𝐚𝐬𝐮𝐫𝐞𝐦𝐞𝐧𝐭𝐬 𝐨𝐟 𝐬𝐮𝐜𝐜𝐞𝐬𝐬. Not only will clear information improve offer acceptance rates, but it is also directly linked to higher job satisfaction. 2. 𝐁𝐞 𝐢𝐧𝐭𝐞𝐧𝐭𝐢𝐨𝐧𝐚𝐥 𝐰𝐢𝐭𝐡 𝐲𝐨𝐮𝐫 𝐢𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰 𝐭𝐞𝐚𝐦 𝐚𝐧𝐝 𝐩𝐫𝐨𝐜𝐞𝐬𝐬. This is most important. The #1 factor in a candidate accepting an offer is based upon their interview experience and the #2 factor is speed from application to offer. Interview phases should be clearly communicated up front, without any late-stage additions. Interviewers (3-5) should be carefully selected stakeholders that will collaborate regularly with the role. In addition, each interviewer needs to prioritize interviews, communicate the employee value proposition, and focus on evaluating specific competencies. Nobody wants to answer the same questions twice! 3. 𝐒𝐞𝐭 𝐦𝐢𝐥𝐞𝐬𝐭𝐨𝐧𝐞 𝐭𝐚𝐫𝐠𝐞𝐭𝐬. There are many parallels across hiring processes and project management, including the importance of milestones. Set realistic target dates for candidate slate presentation, interviews, and offer to drive improved process efficiency and team alignment. 4. 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐞 𝐜𝐥𝐞𝐚𝐫𝐥𝐲 𝐚𝐧𝐝 𝐜𝐨𝐧𝐭𝐢𝐧𝐮𝐨𝐮𝐬𝐥𝐲. Lapses in communication are all too common in today’s recruitment world. This has to change, candidates deserve better. Providing #1 and #2 above is a great start—then, keep the updates flowing regularly. Even a non-update is better than no update! Creating an engaging, thoughtful candidate experience not only attracts top talent but also fosters long-term employee satisfaction and engagement. Let’s prioritize exceptional candidate experiences to build stronger, more connected teams.   How does your organization ensure a positive candidate experience? share your strategies and successes in the comments below! #WeAreIngredion #Recruitment #CandidateExperience #EmployeeEngagement #TalentAcquisition

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LinkedIn Updates You Need To Know See more here: https://rpb.li/yXaACr #HR #humanresources #humancapital #careers #consulting #futureofwork #talent #talentoptimization #atl #atlanta #atljobs #atlantajobs #linkedin

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My colleague Jenni highlights the critical impact that early career employees are having on the workplace. What are you doing at your company to invite a discussion about how to reimagine and reconsider how work gets done at your workplace?

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