Timmi Zalatoris

What do your #hiringmanagers do to make a positive #newhireexperience before day 1? “…when new hires heard from their hiring managers, their Net Promoter Score (NPS) rating for willingness to refer others increased by 126%. “ #hiring #careers #retention

7

✨ Career Conversations Tip # 06✨ Are you looking for a job or starting your career journey? Let's chat about ways to make your application stand out!  Our TA team is here to share insider tips from real-life experiences to supercharge your job search and land your dream role. Today, Stephany Aguilar shares some valuable advice on the tricky subject of salary negotiation. 💰 Many candidates worry about undervaluing themselves or being overlooked due to high expectations. So, how should you respond to the “salary expectations” question during the interview process? ⚖️ Align Expectations: Ask if the employer can share the starting salary or a range for the role. This helps both parties align their expectations.    🔎 Do Your Research: Look up current market data for your specific industry and role. This will give you the confidence to share your expectations and needs, based on current trends.   🧘‍♀️ Be Flexible: Consider other perks like professional development, flexible hours, or company culture. If the salary is slightly below your expectations, revise what other benefits are open for negotiation.     🗣️ Practice Your Response: Rehearse your answer to stay calm and composed during the interview.    🌈 Frame Your Answer Positively: While stating your expected range is key, it is equally important to show openness to negotiate and discuss the whole package.   A big thank you to Stephany Aguilar for her insightful advice! 🙏 Ready to take the next step in your career? Let’s make it happen! 💼✨ #CargillCareers #InterviewTips #CargillEMEA

6

Wonderful morning listening to Futurist, Jack Uldrich, at the HRConnection Spring Best Practice Exchange! So many thoughtful and helpful insights to start practicing. This quote stood out to me. This is especially important to consider in our roles as HR professionals. We live in an ever-changing world. Thank you for the resources and opportunities to share within my organization. And thank you Sue Emerson Bergstrom, for the invite! #future #humanresources #HR #AI

8

What an incredible day learning from so many inspiring leaders at #Lattiverse! I had the privilege of checking off a personal bucket list item by speaking on the Lattice main stage about my journey prioritizing employee engagement this past year. My advice to anyone wondering how they can make an impact: Demand to be in the room where business decisions are made. These decisions always affect our people, and as HR professionals, we are uniquely positioned to offer insights that drive both people and business outcomes. To my fellow People & HR leaders – this is our moment to lead the conversation and shape a people-powered future! #PeopleFirst #HRLeadership #HumanCentric #Lattiverse2024 #DataDrivenStorytelling

190

21 Comments

Let's talk about the "paper ceiling"—the invisible barriers created by outdated policies and rigid job descriptions. Think college requirements for just about every role. Instead of keeping that "degree" line on every posting, consider what roles can actually support / benefit from on the job development and growth. Requiring a degree for every role automatically shuts out a huge population of wonderful talent. HR professionals are in the best position to advocate for flexible frameworks that promote inclusivity and leverage diverse talent. Let’s focus on skills, potential, and contributions rather than degrees and titles. By challenging these norms, we can cultivate a culture that empowers every employee to reach their full potential, regardless of the “paper” that defines them.

10

1 Comment

Thanks Manage HR Magazine for the opportunity to share my thoughts on this valuable topic!

66

9 Comments

Thanks Denise Liebetrau, MBA, CDI.D, CCP, GRP ! Several leaders will face the challenge of clarifying employees about their position in range and why the employee's salary shouldn't increase. Although some leaders could consider tempting to justify the decisions by blaming HR as the responsible by the range so that the salaries won't increase, this decision wouldn't help the employees to assimilate the rationale used and take positive action. The script presented is a great example of positive conversation around salaries above the maximum. Besides recommending the employee to search for senior positions, leaders can take advantage of this situation to remind their employees that they can be good partners in the development plan, and that they're committed to contribute with their insights and helpful feedback to the employee's success.

2

Employees should make the decision to work late or on days off instead of being with their families because they want to and they feel like a valued team member who can add value. It should not because they're afraid to lose their job. Companies need to recognize this and strike a balance between business and addressing the needs of its employees. Acknowledging that this is a real issue and trying to find ways to help employees minimize this stress will help retain top talent and strengthen morale. Choosing your family doesn't mean you're weak or not committed to your employer.

10

3 Comments

This is the way. SHRM is an elitist group, then have and the have nots. I will never have those letters. Taking a test and paying them to keep it doesn’t mean anything. What HR professionals need is a national board like the joint commission for hospitals that goes into offices and evaluates them based on criteria set by a governing body made up of scientists, academics, HR pros, and research. There are ways to improve our functionality and we need to open our profession up to real scrutiny. Are we doing what we say we do? Do we really care for employees? Are we in compliance? The rubber must meet the road. Enough of this “be kind” toxic positivity. Shine a light on our shadow and let’s get to work.

3

It is time to evolve your talent strategy. The largest labor shortage the U.S. has ever seen is on the horizon, according to a recent Lightcast report. With a "Silver Tsunami" of Baby Boomers retiring, declining birth rates, and a shrinking labor force—organizations need to rethink their strategies. Do not get left behind in the ever-evolving competition for talent. The following actions can help ensure your workforce is future-ready:  1. Cast a wide net. Keep job descriptions clear and concise. Highlight future learning and growth opportunities. 📚 2. Focus on skills. Articulate skills & abilities needed for success in role and plan for upskilling your talent. 💡 3. Provide differentiated benefits & flexibility. Prioritizing childcare and flexible work can attract nonworking adults caring for family members. 👪   I'm curious, how are you future-proofing your organization?? #FutureOfWork #LaborMarketInsights

45

1 Comment

Does the SHRM policy shift to remove Equity from its Diversity and Inclusion strategy matter? I'd be interested in your thoughts. As for me? Absolutely. Equity is where HR has the most opportunity and responsibility within a company. It could be defined as the fair treatment, access and advancement for each person in an organization. For the largest HR organization in the U.S. to diminish its importance is baffling, political, and short-sighted. HR can champion and influence initiatives in diversity and inclusion, but the accountability for organizational adherence does not lie within the sole responsibility of HR. Structures, policies and resources for equitable treatment do, and should be elevated in importance for any HR professional, not to mention SHRM. Want to dive deeper on workplace equity? Here is the National Study of Workplace Equity Report for your perusal... co-sponsored by SHRM. #HR #Diversity #Inclusion #Equity #WorkplaceEquality #SHRM #HumanResources

4

"Reverse opinions welcome." 1 simple sentence that has stuck with me for 10 years... in a former role: - I was working with a steering committee for a program I led - the steering committee was comprised of VP's from different business units I was supporting. - We were collaborating real time via email on an issue that had arisen need a decision quickly - One of the leaders composed an email with 3 sentences. 1) His perspective 2) his recommendation and 3) inviting debate to bring out other perspectives by saying "Reverse opinions welcomed." Those 3 words leveled the playing field and invited others to help shape the solution. What are phrases do you use to invite others to challenge your view and draw out different perspectives? "Challenge my thinking here" "Do you see things differently? I'm open to hearing your perspective." "What are your thoughts?" Share other go-to phrases below.

72

21 Comments

PNW HR friends, looking for ways to engage with emerging HR professionals? Check out this event & join me there!

1

This is what good succession planning looks like - solve your business needs AND retain your people/invest in them. If your HR Team is not doing this or doesn't know where to start, let's chat! #successionplanning #strategicplanning #upskill

6

1 Comment

🤏🏼LITTA BITTA VALUE🤏🏼 Accessibility. I’ve been privileged to have the access to the leaders across Walmart and Sam’s that I’ve had. 🗃️But the theme of access is reoccurring: Access to information. To resources. To people. It’s individuals that genuinely care about or take an active role in my development that have afforded me the growth I’ve experienced. All we should ever want as People Partners or senior leadership is the proliferation of that next class of leaders… And we should do everything in our power to help bolster that! 👂🏼My challenge to everybody this week: meet with your team. Block out 10-15 minutes per member to hear about what you can do for them. 👁️Follow up once you’ve actioned what you can so that there’s visibility into your act of service. A workforce needs demonstrated leadership that fosters development… Be that change if there is not already a culture of growth around your team! #HRcommunity #leadership #accessibility #development #growth #peoplepartner #WhatCanIdoForYou ( 4 / 60 )

5

It is always a great opportunity to discuss the human resources field and its relevance in the organization.

12

1 Comment