If you are considering getting your SHRM-CP pr SHRM-SCP certification please take a minute to fill out the survey at the link below. Once this information has been collected, Kirstin will be in contact with those interested on next steps.
check you the USA Today article where Johnny C. Taylor answers a few more HR related questions.
Q: A recruiter requested that we FaceTime or Google Hangout as part of the interview process. This request made me uncomfortable: I'm not a Kardashian. I pushed to meet in person, but the recruiter opted for a phone call. It didn't go well. Personally, I feel the use of video is a way to potentially discriminate. (I'm in my 50s and African American.) When I declined the video chat, it seemed like the recruiter felt I was hiding something. What do you think about video interviews? Should I have said yes? — David L.
Taylor: If you are unfamiliar with a new technology, it is understandable that it may feel uncomfortable, especially in the high-stakes context of a job search.
But inevitably, the hiring process will reveal the candidate's gender, race, and age, so video interviewing doesn't really present a significant additional risk.
Video interviewing is a growing technology used by employers in recruiting and hiring, and it is not going away. Not only can video help job seekers make a connection with a company earlier in the process without the added expense and disruption of an on-site interview, it allows recruiters to interview more candidates face-to-face earlier in the process.
Don't let your discomfort with the technology be a barrier to using it. The secret to successful video interviewing is practice.
Try out different systems and set-ups. Watch how-to videos on YouTube for guidance on lighting and camera angle. Get comfortable chatting with friends on free video platforms such as Zoom and Skype.
Please ignore the crudeness of the language… but this is kinda cool that SHRM is getting some publicity..
We're sooo close! Thank you to all who participated in our various fund-raisers for the SHRM Foundation yesterday at the Monthly Member Program. Through your commitment to the future of the profession, the Chapter has donated $814 so far in 2017! Our goal is $1,000.00 and we hope you will help us get there!
It's not too late to contribute - go to https://www.shrm.org/foundation/Pages/Donate-Now.aspx. On the donation form, you'll see "Would you like to award recognition credits to a SHRM Chapter and/or State Council?" We invite you click "Yes" and choose Colorado to "Select a State SHRM Chapter", then choose "Western Colorado HR Assn.”
XpertHR recently issued a press release outlining many of the changes to the employer/employee relationship that will go into effect in January, 2018 https://www.prnewswire.com/news-releases/new-laws-will-affect-employees-in-2018-leave-equal-pay-reasonable-accommodations-and-more-300534650.html.
Chief among those changes in Colorado is an increase in the minimum wage to $10.20 and $7.18 for employees who regularly receive tips. (In 2006, Colorado voters adopted an amendment to the state constitution that raised the minimum wage and required future increases be adjusted each year for inflation. The Colorado Department of Labor sets the state's minimum wage each January.) Another 2018 change for employers across the nation is an increase to the minimum hourly rate for federal contractors to $10.35.
Workplace and personality assessments? Pros vs. cons? Share your thoughts!
An invitation from our colleagues at COSHRM!
As some of you may be aware, the COSHRM State Council partners with neighboring State Councils to host a networking reception around the SHRM National Conference. This year Colorado is partnering with New Mexico and Oklahoma. Details are below! If you are planning to attend SHRM National, we hope you will attend. Please help us by sharing this information with your chapter members, colleagues and friends that are planning to attend from one of these states. There is no cost to attend for HR Professionals or Resource Providers from these states, regardless of membership status (or not!).
Cocktails and Conversation with Colorado, New Mexico & Oklahoma State Councils
Tuesday, June 20 | 4:30-6:30pm
Tomas Bistro – Gallery Room
755 Tchoupitoulas Street | New Orleans, LA 70130
Are you considering obtaining your SHRM-CP or SHRM-SCP certification?
Do you want more information on ways WCHRA will help you prepare for your exam?
If so, please follow the link below and take the 2017 Certification Survey. We are here to help YOU succeed.
If you have any other questions, please email Kirstin Guptill at email@example.com
Welcome to the 2017 Diversity Initiative
The Role of Personality in the Workplace
There is real benefit in understanding each unique individual and embrace what they have to offer and organization. Through this elevated awareness of the diversity around us, we can become better leaders, supervisors, HR managers, and better colleagues and ultimately improve the effectiveness of the organization. The key to influencing people is to understand them.
• Diversity is about differences. Each of us is different. Our differences include background, education, gender, ethnicity, nationality, generation, age, working and thinking styles, learning styles, personality, religious background, sexual orientation, ability and technical skills.
• Inclusiveness is about leveraging these differences to achieve better business results. It is about creating an environment where all employees feel, and are, valued, where they are able to bring their differences to work each day, and where they contribute their personal best in every encounter.
It takes looking inward to get an external view of things. Understanding ourselves helps us to work better with someone else. Once we can grasp what we value and how we work, we can then learn about others. When we understand our way of working, in addition to the people we are working with, it will create a higher level of thinking to achieve organizational goals.
Over the course of the year we’ll be sharing information in a number of ways to help you:
· Gain a deeper understanding of ourselves by grasping what we as individuals value and how we work as a way to help us work better with others
· Understand the nature of personality and how it is determined by both nature and nurture and what personality traits are relevant to organizational behavior
· Be able to describe the Big Five personality traits and their implications for understanding behavior in organizations
· Identify strengths and challenges of introverted and extroverted thinking and behavior
· Learn how organizations manage ability through selection, placement, and training