Job-Transitioning Gracefully(HR)

I am feeling compelled to share a recent experience with everyone. Although this post is especially geared towards Job-Seekers, it is information everyone can benefit from. I have been on-assignment through an staffing company  as an Admin/Client Specialist for a private consulting firm. It was a very nice opportunity, and the people were great.  Several weeks ago, I sent my resume in for consideration  for an HR opportunity I really wanted.  After all HR, Recruiting,and Training are my passions. I followed up, and waited patiently.  A few more weeks, went by, and then a call for an interview, and background check.  WOW.. I thought.  Then another 2 weeks came and went.  Last week, I got the call I had been hoping for. Job Offer! I accepted, and I start Monday.

The reason behind this post, is to illustrate how to transition from one position to another gracefully.  I first called the agency, and explained about my new job opportunity, I thanked the recruiter, and the company for being so kind to me, and giving me such a nice assignment. I also spoke to the owners at my assignment. I thanked them very much for the opportunity. What “surprised” me the most, I think is that they were excited and happy for me! She said you are following your career aspirations, how can I be upset about that? I was wished the best, and they asked that I keep in touch.   She also said she would be willing to write a professional recommendation.  The takeaways from this experience are: Always leave on a good note, Never, ever, burn your bridges, Be polite, and professional, and be graceful. It’s a small world, after all………………..

What is Really Important..

I was en route to South Carolina last week. While waiting for my flight, I browsed in the bookstore at the airport. I was looking for a book that was positive, and insightful. I was drawn to Michael J. Fox’s newest book “A Funny Thing Happened on the way to the Future” Well, the book is fantastic! I read all 100 pages, before I arrived. I then gave it to the gentleman sitting next to me on the plane, and said, you must read this, and he read it before we landed as well! The moral of the story, is that Life is a ride, and an adventure, but focus on the important things, and clarity will come.

So, My visit was to see my Grandmother, Joan. From the day I was born, My parents told me, I called her “Bebop” and the name stuck..  My grandmother is 78 years old, and has health challenges. It really puts things in perspective when the caretaking roles are reversed. Family is so important to me, I would do anything to help her. I am worried about her though. Mobility is an issue, simple things are hard, but she is fiercely independent. She still drives her beloved Cadillac, and her mind is sharp as a tack.

I just wanted to share my story of family, priorities, and finding balance in life. Your Family, Your Work, Your Career, Your Passions These are the simple ingredients in Life.

I would love to hear your personal insights on what you think is Most Important! Looking Forward………………………….


Drum Roll Please…………. This is a BONUS post to the Blog Series I just wrapped. It is from someone I really admire.  Paul Smith is a HR Professional from Philadelphia, PA.  Paul messaged me about submitting a guest post about a topic that is so important to HR and Paul. I was honored to be asked, and I was thrilled to include it.   He has 10+ years of experience. He is a music enthusiast, bicycle advocate, and host of the HR blog  “Welcome to the Occupation”.  Paul can be contacted through: AND or I met Paul first at an HR event in DC, and again at HREvolution in Chicago, IL.  It was a pleasure to meet such a kind and generous person. I look forward to a continued friendship.

Without further adieu. Here is the post:


The use of the word diversity has been a great concept.  Many people, over the course of many years, have taken exception to those who are of a different gender, race, religion, color, sexual orientation, age, etc. To curtail these exceptions, the workplace has been provided with legal guidelines and restrictions through various civil rights legislation and concepts such as affirmative action.  Despite the legal ramifications, people don’t change their minds overnight about their prejudices .  Change comes from within.  But to swallow that change, requires a less than bitter pill.  Thus along comes the word diversity.

Diversity is a word that means different.  Everyone is different.  No two people are alike.  And everyone believes that.  Or at least I believe that everyone wants to believe that. So what better way to tackle prejudice than to appeal to the population’s sense for personal autonomy and uniqueness?

Yet let’s not break out the lawn chairs and watch the parade march through town quite so quick.  There is still a great deal of prejudice in the workplace and a great deal of work to be done to equalize the perceived differences. If you are in HR, you know it’s a problem.  If you’re new to HR, or if you’ve been doing this for a while and you need to improve the state of diversity in your workplace, consider this:

Appoint an EEO officer in your HR office

Make sure your policy and procedures cover every aspect of protected classes, including genetic information.  Go to the Department of Labor’s website.

Train your managers and remind them, when they have choices to make to be sure those choices are based only on job related criteria.

Remember even though everyone is different, they still deserve equal treatment, even the people who are exhibiting traits of prejudice.

Let’s get the comments started… What are YOUR thoughts on Diversity? And how does it affect your personal/professional world?

Employment Branding (HR)

This is the Final post in my Blog Series “Top 10 Issues”.  I am very proud of the information we have learned and the great contributors I have worked with. For the Finale post, I am so thrilled to have met and worked with Amanda Hite.

Amanda is CEO of Talent Revolution, The Relevant Talent and Brand Consulting Agency.  She is  forward thinking, innovative, and is bringing “sexy back” to corporate thinking and people performance. She is a highly  sought after speaker, and trainer.  You can connect with Amanda via:




When I spoke with Amanda last week, I asked her to share her thoughts and opinions on the subject of Employment Branding. Here are her insights:

What attracts people to an Employment Brand?

AUTHENTICITY: Humanize your brand.  Be transparent. Show real testimonials from people who work there.  Be honest about what’s great, and what’s not.  Most importantly, be yourself.  Also, your Employment Brand will be more attractive if you’re a place where they can come and be themselves!

LIFESTYLE: Focus on Lifestyle vs. its culture.  People want to know what their lives are going to be like at work.  TELL THEM! In some instances, lifestyle and culture may be the same thing, but people will be more attracted to “This is how great your lifestyle will be while working….” rather than “We have such a cool culture”  An attractive employment brand offers lifestyle perks, autonomy, and a chance to grow personally and professionally.

PURPOSE:  We all want to do work that makes a difference.  Something that makes or creates meaning.  How is your company doing this? More importantly, how can your employees do this? Everyone wants to be a part of something that makes and creates meaning.

Now, I want to know your thoughts on Employment Branding.  Let’s get the comments started!

HREvolution Revelations…….

I attended HREvolution in Chicago last weekend. Dubbed  as a Unconference, it takes all things traditional, and turns them upside down, and inside out.  From the moment I arrived, and met my fellow 130 twitter avatars in person, I felt welcomed. Since I did not attend the first HRevolution, I arrived with an open mind and no pre-unconference expectations.  The agenda offered the attendee to move about and participate in insightful, thought-provoking conversations about everything from Branding to Blogging.

There were great sidebar conversations, networking, and new friendships being formed. It was a wonderful mix of HR practitioners, consultants, generalists, recruiters, sourcers.  Also, there were many stellar job-seekers who contributed.  To me, the Unconference experience is really not much different from a Conference. You only get out of it, what you put into it.  My initial ROI from the event was watching how the stories played out, the friendships being formed, and having conversations that really mattered.

I want to thank the entire HRevolution Planning Committee. You really did a great job!  Mark Stelzner, Jason Seiden, Trish Mcfarlane,Crystal Peterson, Steve Bose, Ben Eubanks, and Joan Ginsberg I also want to thank Beth Carvin of Nobscot Corporation for awarding me a scholarship opportunity to attend. Words can not express the gratitude I am feeling. So blessed.

I am looking forward to seeing how the next HRevolution evolves. Until we meet again…………….