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I recently read an article from Barbara Hanna Grufferman, author of The Best of Everything After 50 and it got me thinking.  The post had to do with what women over the age of 50 are fear most and why.  Kind of hit home for me.  And no, not the ‘50’ part.  The ‘fear most’ part.

Grufferman did an informal survey on Facebook asking her women friends to reveal the one thing that keeps them awake at night, the one thing that has the potential to overshadow their outlook on life.

You might think the women were concerned about getting older, getting wrinkles, and getting replaced by a younger model.  Surprisingly, in spite of all the media surrounding the importance of youth in our culture, none of the women brought those issues up.  What’s on their minds is not the fear of getting wrinkly or getting sick, it’s the fear of not having enough money as they get older.

Of course, this anxiety is not just held by women over 50.  The Wall Street Journal reported that “at an age when they should be generating peak incomes and savings, many unemployed and underemployed Americans are applying for early Social Security benefits and spending what’s left in their retirement accounts.”

Those of us who are fortunate enough to still be working, could be working into our 70s because we didn’t – or couldn’t – save enough to retire.  And women seem to be in the most shaky position as we get older.  It’s well known that men tend to be more financially secure, make more money and have bigger pensions.  What doesn’t help is the fact women are not regaining the jobs they lost in the recession as fast as men are.  The Bureau of Labor Statistics reports that of the 1.3 million jobs created in 2010, about 90 percent of them went to men.  Women gained only 149,000 jobs.  Yuck.

As unemployed women look for work, cultural and other unconscious biases can throw a wrench in their search.  Yes, we have antidiscrimination laws, but we also know there are employers out there who secretly believe that males put in longer hours or are more dedicated to their jobs simply because they cannot give birth.

So, you ask, what should we do?  Well, we should stop ageism, create more jobs, provide access to affordable healthcare and stop job discrimination for everybody, not just women.  But, that’s going to take some serious paradigm shifting and politicking in America, isn’t it.

We can, as HR professionals however, contribute to our organizations in a way that will start the ball rolling.  Given the realities the boomers are aging, people are retiring, and our intellectual capital may be passing on or walking out the door, we as HR strategists must have plans in place to help our businesses and employees cope with these changes…and sometimes even take advantage of them.

Here is what I would do:

• Institute wellness programs to help employees stay healthy.  Not only will it help to reduce benefits costs, but it will also contribute to the reduction of the #1 financial risk we all have as we age.   Give employees a financial incentive to participate.  That extra $10 or $25 in a paycheck could go a long way.
• Encourage employees to stay current with their skills.  Yes, we know younger people tend to be more technically savvy, but all employees should have a baseline in the use of technology.  Biologically, older workers may take longer to learn, but given the opportunity, they will end up just as skilled as their younger counterparts.  Up-to-date skills maintain employability from both perspectives, employer and employee alike.  There is an enormous amount of free training offered through state workforce boards – and some of those workforce boards have grant money you can take advantage of to help fund other training, too.
• Educate workers on the need for saving.  Communicate and show them how to participate in the retirement plans you have in place.  There’s no such thing as a sure thing anymore in terms of retirement.  Pensions are going out the window; 401k’s and other savings vehicles are the norm.  There’s a great article coming out in the Winter issue of HR Florida Review (mid February) that shares some ideas on how to stress to employees the importance of using savings plans.
• Examine how jobs are created and defined in your organization.  Are there opportunities to redesign them to be more flexible?  Are there opportunities for job sharing, so more than one person can be employed without additional costs to the company?  Can some jobs work well for telecommuting?  Can other jobs be designed to entice the “nontraditional worker?”
• Be aware of bias lurking in the corners of all your HR policies, processes, and programs.  Do you automatically toss out a resume because the person has an unusual or a feminine name?  Do you ignore the applications that indicate a person has been unemployed for several months?  Take a look at your HR programs and see if there are ways to make changes that allow for a much more level playing field.  For example, develop evaluation tools that keep interviewers focused on relevant criteria.  Highlight the importance of diversity and inclusion in job descriptions.  Incorporate self-reflection and emotional intelligence in leadership development.  Ensure pay scales reflect knowledge, skills, ability and other objective criteria, etc, without regard to gender.

I know we HR pros can’t solve America’s or women’s problems in a day, a week, a year, whatever.  But we can be business partners that reflect doing what are the right things to do.  One person or program at a time.

Aside from being the 2011-2012 President of the HR Florida State Council, Heather E. Vogel, MHR, SPHR consults and speaks professionally with local and national Fortune 100 and 500 companies on human resources and organization development. As the HR Whisperer [hrwhisperer.com], she focuses on human behavior and its impact on the workplace to rehabilitate organizations by developing talent.  Heather has 20+ years of leadership experience across corporate and nonprofits alike – so she gets HR/OD from both sides of the financial equation.

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Since I get to do a little recruiting in between my full load of HR duties, I sometimes read the email newsletters from Recruiter.com as they come out, and I saw an infographic that made me laugh recently. It was comparing the costs of phone and video interviews. Check it out.

Apparently video interviews are even better than sliced bread.

The points I contend with:

• Scheduling difficulty: Easier to schedule a video interview than a phone interview? Really? Not everyone totes a laptop with a webcam and microphone around with them all day. Most people carry a phone.

• Ethical/moral issues: The example they provide is “taking time off work to interview.” So you’re saying someone can do a video interview without taking time off? If there’s another point I’m not seeing it.

• Average time spent per candidate: It takes just as much time to set up a video interview as it does a phone interview. If you are substituting one video interview for both the phone screen and in-person interview, then it will take just as long as the in-person interview, and it might take multiple interviews to confirm the candidate as the primary choice.

I’m not saying video interviews are not an option or are even inferior, but I am saying that they aren’t head and shoulders above the traditional recruiting and selection methods. As long as the hiring process involves recruiters and hiring managers making educated guesses based on resumes and interviews, there will always be some level of inefficiency and poor decision-making.

Would anyone else like to discuss? Do you agree with me that these points are stretching the truth when it comes to video interviewing costs, or am I off the mark?

Check out the rest of the infographic here.

Ben is an HR Generalist for a private defense contractor located in Huntsville, AL.  Wish a passion for leadership, straight talk, and social media, he blogs at UpstartHR and is a co-founder of HRevolution.  Ben is also an active SHRM volunteer in the state of Alabama and has written an eBook on HR certification study strategy (Rock the PHR).

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It’s almost the end of the year and you’ve made the commitment to volunteer for your local HR association in 2012. Perhaps you agreed to be on a committee or you’ve taken the plunge and (gulp) you’re going to be a board member. Either one can be extremely rewarding – not only for the chapter, but for your own personal and professional growth.

But let’s face it – if you’ve never volunteered for your local chapter (whether you are a newbie or long time member) it can be a little intimidating. Just keep in mind that they need YOU; they need your enthusiasm AND your fresh ideas. Trust me on that.

But how do you get the most out of your volunteer experience? Here are some suggestions:

• Make sure you understand what’s expected of you – if you’ve already talked with the President or Committee Chair; attended the planning meeting for the New Year, and you still don’t know what they want you to do, get clarification NOW. No one will think you’re stupid.
• Don’t make commitments you can’t keep – everyone gets busy, and yes your paid job and family take priority, but your association needs you to do what you say you’re going to do. Don’t become “that guy” (or girl) who is always falling behind. Volunteering is a great way to develop (or ruin) your personal brand.
• If you’re falling behind speak up – everyone has unexpected issues that come up, and if you give them the proper heads up, the committee chair or President of the association can jump in and find you a helping hand without it becoming a big deal.
• Don’t allow others to mistreat you – when you volunteer it’s supposed to be fun and rewarding – not miserable. If you feel someone is behaving inappropriately, politely remind the offender (in private) that you’d appreciate being treated as a professional.  Sometimes people who get a bit over-zealous in their role need a gentle reminder. Staying silent makes matters worse.
• Share your ideas – you probably have a lot of them. Every association needs new ideas to continue to grow and develop their membership. If you ever griped about the organization or its leaders – now is your chance to make a difference.
• Don’t be in it to sell – if you’re an HR vendor and your sole objective is make sales in return for your hard work, forget about it – everyone will see right through you. Do it because you love the industry and you want to give back. One of my favorite quotes is “make happy those who are near and those who are far will come”.
• Don’t make it “all work and no play” – volunteering is serious business and it can be hard work, but if you’re not having fun – why do it? I’ve made some great friends and learned a lot along the way. Keep an open mind and you will too!

Hopefully I have given you a few ideas to help make your volunteer year successful. Have a wonderful holiday and if you’re in Florida and attending the HR Florida Leadership conference, be sure to say “Hello”!

Deborah is “Your Recruitment Business Partner” at DH Talent Strategies, LLC in Pompano Beach, FL. She’s a blogger at www.hroptimist.com, and an HR professional with 20 plus years of director-level experience in staffing, marketing and employment communications. Deborah is also proud to serve as a District Director for HR Florida State Council.

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I recently was the target of one of those sharp little communication darts that was intended to be a quasi joke. You know the type of comment I mean.  Sometimes they’re followed by, “just kidding.”

Buried within the snarky joke-like comment is usually the speaker’s true opinion. It’s the point that they’re too intimidated to voice in a more effective manner.

This communication tactic is used often. I guess I’ve never given it much thought before because it is so prevalent. It has become part of our communication culture.

There were many people present today that heard the comment. In the post comment discussion among those individuals, there was a vast assortment of interpretations of the comment. What was the speaker really trying to say? One thought it was actually a compliment that we were acknowledged by the speaker. In an extreme opposite opinion, another felt it was intensely inappropriate to share an unsubstantiated remark in an open forum where there was no opportunity for rebuttal. There was a common thought among the eight or so people participating in the discussion, however, the comment left us feeling uncomfortable.

I’ve hurled my share of snarky comments. It is because I’m such a seasoned pro, that I feel confident I got the true intent of this speaker’s comment. And yet, even though I got the point of the message, I was offended by the style in which it was delivered. This event has caused me to reexamine my communication style. I challenge you to do the same. Watch those off hand comments. They don’t uplift or inspire. And, they just might offend. Either way, they can diminish your speaking effectiveness and damage your leadership ability. Got that? (Sarcasm implied). Just kidding.

With many years of senior-level human resources experience in the private sector environment, Joyce Chastain brings practical know-how to each engagement. Her human resources consulting practice specializes in talent development, employee relations, internal investigations, employment law compliance, and affirmative action plans. She is the owner of Chastain Consulting and currently serves as the President-elect of HR Florida State Council, Inc.

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Winning Isn’t Everything.

When you agree to be a volunteer for your local HR association or state council, you hope to become a part of a great team; one that will support your efforts, tell you when you’ve done a great job AND most important – you hope they’ll care enough about you to give you constructive criticism when it’s needed. I have served on the board of four different HR organizations and I have learned (and continue to learn) a lot from my HR mentors and friends.

After serving as the President of EMA (now known as SMA South Florida), I was asked to join the HR Florida State Council as a District Director. Being the “Switzerland of South Florida” as I’ve been called, they felt I’d be able to keep the peace in my district. The chapters were a bit competitive back then – but that competition helped to keep us on our toes.

The competitive spirit that HR folks have was evident during the SHRM Leadership Conference that I attended recently in Washington DC. This annual event is hosted by SHRM and 900+ HR volunteers from around the country attended this year. There is the serious business of the Pinnacle Awards that chapters and state councils vie for by submitting their most outstanding achievements and contributions. HR Florida was a finalist and we didn’t win this year, but it sure was fun to wear our matching scarves to the dinner and cross our fingers and toes via Twitter.

An HR volunteer with that same competitive spirit was SMA South Florida’s Past-President Larry Kohn, co-founder of Graymark Security Group and husband to Jackie Kohn (who started the SMA chapter here in South Florida). Larry was the kind of guy who would give you the shirt off his back. He was also the kind of guy who would challenge you and make you think – even when you didn’t want to. If you told Larry that the sky was blue, he’d turn it into a lesson about the color wheel and make you figure out what SHADE of blue it really was so you’d know for the next time.

Less than 2 years ago, Larry found out he had cancer. At first he wasn’t going to submit to any treatments because he didn’t want to be a burden to his family; maybe deep down inside, he knew this was one battle he wasn’t going to win. But Larry was one of us – an HR volunteer. He was going to fight until he could fight no more. And just like a true HR pro, he looked out for everyone else and made sure those around him were taken care of first. He did it with dignity, he did it with class. He even made sure that the Publix Pharmacy received flowers the day after he passed away, which was on November 8th.

There is no doubt that it’s important that we stay on top of our game and stay competitive – but winning isn’t everything. When all is said and done, what’s important is how we played the game; how we made people feel, what we contributed without expecting in return. That in my opinion is the true meaning of winning.

Deborah is “Your Recruitment Business Partner” at DH Talent Strategies, LLC in Pompano Beach, FL. She’s a blogger at www.hroptimist.com, and an HR professional with 20 plus years of director-level experience in staffing, marketing and employment communications. Deborah is also proud to serve as a District Director for HR Florida State Council.

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Is that really the question?

Now that the state conference is over, the conference team is working on the attendee feedback survey, so that they can determine participant satisfaction and other things regarding the conference experience.  At the same time, I’ve just started working on the administration of a third annual employee survey for a client.  Being a part of these two activities sparked a thought that maybe we really aren’t in the business of satisfying employees.

Employee satisfaction surveys are nothing new.  They come by different names, such as employee attitude or engagement, but they are just instruments to try to determine employee perceptions of their work environment.  They became popular in the 90s when the job market was loose and retention was low.  The idea, and it’s not a bad one, is that senior management is removed from the issues that impede morale and productivity.  Asking people how they feel about their work is a good thing to do. It makes them feel important and that positive change is possible.  Sometimes though, the process is not worth the effort and can even be counterproductive.

Think about it.  When organizations ask employees how they feel or what they think, they are setting the expectation that management will pay attention to the responses and do something with the data.  Why ask people questions, get their hopes up for positive change, and then do nothing with the data?  Unfortunately, that is what happens in many organizations.  Many times surveys are just done as one more thing to tick off the old human resources satisfaction checklist.

Employee surveys are only as effective as the people accountable for acting on the results.  If the data from the survey, both positive and negative, is not addressed, then the survey becomes worthless and can actually demoralize employees who are hopeful for change.  Surveys, like performance reviews, are only effective when everyone involved is committed to making it and the process succeed.  If employers are cavalier about employees’ concerns, then surveys are about as useful as an air conditioner in Antarctica.

Surveys are becoming popular though, in spite of the current economic environment, as organizations are realizing that recruitment and retention of high performing employees is critical to short- and long-term success.  We all know that it costs less to retain an employee than it is to hire one.

Here’s the thing though. the Hudson Institute reports that the three areas with the most influence on worker loyalty are fairness at work, care and concern for employees and trust.  The report goes on to say that almost one-third of employees are not committed and will leave once they get a better offer.

Employees do want to believe that their organization listens to them and is willing to do what it can to meet their needs.  That’s why surveys are important, but doing something with the results is even more critical.  Employee productivity is strongly correlated with their perception of their environment – and perception is reality.

If you do elect to conduct a survey, I recommend that you consider these steps:

1. Get senior management commitment to the survey – and their commitment to do something with the results.
2. Develop a survey instrument that explores issues relative to your organization.  A one-size-fits-all approach will not work here.
3. Ask specific questions only if you plan to do something with the results.  For example, since my client is unionized, we are not including questions regarding compensation since we can’t do anything about that at this time.
4. Make sure that employees understand that their honest feedback is important and so what they say is anonymous and confidential.
5. Make survey completion mandatory.  It’s important to hear everyone’s views, not just the very happy.
6. Distribute the results to both management and employees so that everyone can learn from what was said.
7. Have procedures in place to follow up on survey results; create and monitor action plans.
8. Conduct the survey annually and track the results as a part of the company’s dashboard or organization-wide metrics.

A well-designed and executed employee survey approach can yield great insights into management limitations, operational inefficiencies, employee recognition, etc., which are all things that can be changed.  It’s a learning opportunity – and it’s an opportunity to work together to make the workplace better.

So, in the end it is really not just about satisfying employees, is it.  It’s about engaging them.  And that contributes to a healthy bottom line.

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The 2011 HR Florida State Conference & Expo was a huge success and I couldn’t be more proud and excited for our organization.  Like those from our past and also from our future, this year’s conference is the result of many years of lessons learned and a multitude of dedicated volunteers both in the year leading up to the event as well as on site.  I am honored to have led an amazing Conference Team in addition to have been a part of such successful and rewarding conference.  It was a great way to give back to the profession that I enjoy immensely!

Each of this year’s keynote speakers were truly outstanding! They provided us with phenomenal insight and ideas that attendees can take back to their organizations in addition to their own personal lives. Looking back now at the event as a whole it is inspiring to realize that there was a common theme throughout the entire event – the desire to be a part of something bigger and better.

Tying into this desire I must mention how humbled we were that our attendees responded so amazingly to our call of support for twoworthy organizations.  Together we made record breaking donations to Kids Against Hunger and the SHRM Foundation. For Kids Against Hunger, we raised over $5,000.00, creating over 20,000 meals for hungry children in the state of Florida and throughout the country. This came at such a poignant time as an article was published by the Orlando Sentinel during the conference emphasizing the need for food within our own backyards.  I am proud that we were able to bring light to such a worthwhile cause and organization.

In addition, we raised over $6,000.00 for the SHRM Foundation through our silent auction in the exhibit hall, a 2012 conference registration raffle and our “Sweet Suite Deal.” The SHRM Foundation produces publications and educational resources to advance the HR profession and we are excited to have far exceeded this year’s goal for donations.

Certainly, conferences are designed to engage learning and generate new concepts to take back to the workplace. However, I also believe that it is equally important to have opportunities for networking and fun.  Creating relationships that can be leveraged outside of the conference can help to enhance our knowledge and professional development. This year’s conference brought many ‘fun’ opportunities – who knew we could have so much fun planking! We definitely have some talented ‘plankers’ in the group! In addition to planking, our sponsors and exhibitors did an incredible job in providing awelcoming and exciting environment with all kinds of great activities in our expo hall.  Of course I cannot fail to mention our hilariously fun Tweet Up and the Tuesday Night Event “Leissez Les Bon Temps Rou0lez” (or Let The Good Times Roll)!  What an amazingly fun evening for all who came to enjoy the dueling pianos, DJ, food and drinks!

I’m getting excited just thinking about this all over again!  Honestly, the planning is already underway for the 2012 conference. We are very excited about our keynote speakers and will be adding to our array of concurrent sessions to make room for our record breaking attendance numbers.  I am honored to have served as the 2011 Conference Director and I am privileged to serve once more in 2012 – I can’t wait to see what’s in store!  As always, thank you to all who continue to support HR Florida!

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It is honestly hard to believe the 2011 HR Florida State Conference & Expo has come and gone. What an incredible year it has been putting all of the finite details together to pull off yet another hugely successful, record-breaking event.

In addition to the unbelievable support and dedication of our team of volunteers and our conference team we were graced with a top-notch line up of social media friends.  Unfortunately, due to hurricane Irene, Joni Thomas Doolin was unable to make the event. However, the rest of our social technology team blogged, tweeted and networked their pants off (not literally).  To Kris, Ben, Franny, Victorio and Bryan, we are deeply humbled by your commitment to HR Florida and cannot thank you enough for your friendship. Big props to Mike VanDervort for putting together this incredible team.

You may have noticed that we also had quite a few other social media friends in attendance at this year’s event speaking and/or attending, including Chris Ponder, John Nykolaiszyn, Shauna Moerke, Jennifer Novak, Dwane Lay, and Jennifer McClure.  Thanks to each of you for helping to make #HRFL11 a success.

Adding to some great sharing through Twitter, there were quite a few blog posts written either on site at the conference or following that we wanted to make sure to highlight.  Please enjoy the official #HRFL11 Carnival!

• In My Own Backyard by Shauna Moerke
• Thoughts on HR Florida 2011 by Dwane Lay
• HRFL11 Swag Video by Dwane Lay
• Developing an effective, no cost recognition program by Ben Eubanks
• The Levity Effect: Why It Pays to Lighten Up by Ben Eubanks
• Daniel Pink-Autonomy, Fedex Days, and More by Ben Eubanks
• HR Florida State Conference and Expo – Day 1/2 by Victorio Milian
• HR Florida State Conference and Expo – Day 1 by Victorio Milian
• HR Florida State Conference and Expo – Day 2 by Victorio Milian
• HR Florida State Conference and Expo – Closing Thoughts by Victorio Milian
• HR Florida: Excellence, Personified by Franny Oxford
• Work Life Blending, the Oxford Family Way by Franny Oxford
• HR Florida Conference views from the “hallway” by Bryan Wempen
• Is a Presentation From Tony Hsieh of Zappos Enough? by Kris Dunn
• Making Fun of Disney at HR Florida by Kris Dunn

Again, thank you to all of our volunteers for helping to pull this event off and thank you to the brilliant minds who shared their experiences through blog posts and tweets.  We greatly appreciate your continued support and look forward to an even better 2012 HR Florida State Conference & Expo!

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Our next post in our guest blogger series comes from Dwane Lay.  Dwane presents a variety of topics to professional audiences and is the author at LeanHRBlog.com. He is recognized as the leading authority on the application of Lean tools and techniques in Human Resources, as well as having a wealth of experience in applying business technology to improve HR processes. After a career that included IT, Operations and Quality, he now works on process improvement in HR. This includes strategic planning, Lean projects, process redesign, leveraging technology or simply helping teams admit the things they already know. Dwane holds an MBA from Lindenwood University, as well as having earned a Six Sigma Black Belt and is a certified Senior Professional of Human Resources with HCRI. Don’t miss his session at #HRFL11!

You’ll rarely meet an HR professional who doesn’t espouse the benefits of employee development.  Highly skilled and developed employees are critical to business success, and it has become a cornerstone of HR practices everywhere.

It raises the question, though, of why so many HR professionals seem to get the short end of the stick when it comes to their own development.  I know several HR leaders who don’t spend much, if any, time working with their teams on development.  Or themselves, for that matter.  So why is that?  And what does it mean for the future of HR?

First, the why.  There are a few reasons that usually come up:

• We’re busy.
• People are responsible for their own development, and that includes HR.
• We’re already perfect.  We don’t need to stinking development.  (OK, I made that one up.)

My suspicion, though, is that there is something else going on here.

Development discussions can be tough.  They aren’t always fun, and they sometimes lead down some uncomfortable paths.  As HR professionals, we often have to step in to get managers and employees on the same page, and help make sure they are having meaningful dialogue.  It’s one of the things our partners rarely look forward to, but deep down they are grateful for our help.  We hope.

But who fills this role for HR?  Being in the business of development may help us appreciate it intellectually, but that doesn’t mean it makes it less difficult to accept.  You’re still asking an employee to sit and talk about their shortcomings in their current role or why they aren’t quite right for their next role.  It’s a tough thing to hear, even for the most centered of cats.  And without having someone there to prompt you to have this dialogue, as HR often does for others, that difficult process can be continently forgotten.  Or just ignored.

No one expects a CPA to be reluctant to balance their checkbook.  No one would believe there are automotive mechanics that can’t change their own oil.  But HR professionals who ignore the development of themselves or their teams are more common that we’d like to admit.

So what does it mean for HR?  It depends on your perspective.  If you are a business leader, you run the risk of having an HR partner who is behind on their skills or not addressing their own weaknesses.  It puts you and your business at risk.  And you may never see it coming.

On the other hand, it offers a tremendous advantage to those HR professionals who do care about their development, and take the time to learn.  Read a book.  Network with your peers.  Attend a conference.  Take the time to learn.  Heck, spend a little of your own money to invest in your career and your knowledge.  It’s the contrarian view, I suppose, which is exactly what it takes to set yourself apart.

The relatively small investment you make can move you to the front of the class, and give you a big advantage in the long run.

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The sixth member of the 2011 HR Florida social technology team to be profiled is Kris Dunn, who just happens to be a member of the very first HR Florida blogging team back in 2009.

Kris is an HR practitioner with a wide and deep understanding of the HR field. He is currently the Chief Human Resources Officer, and a partner at Kinetix, an Atlanta based HR firm services firm. He is also a Contributing Editor at Workforce, and the mind behind the some of the best known blogs in the HR field, the HR Capitalist and Fistful of Talent.

Five questions from HR Florida

We are slightly more than halfway through 2011. What one thing has occupied most of your time this year?

There’s not one thing, but the thing that’s occupied me most is thinking about the best way to implement marketing automation software that allows us to identify prospects and candidates, then push content that might interest them in an attempt to gain a competitive advantage.

Looking at the human resources field, where do you see the greatest opportunity right now?

Marketing your brand to differentiate who you are. Tim Sackett had a post on the 5 talent profiles he’d look for first if he where a Fortune 500 HR leader, and the one that most people don’t have is a brand manager for the HR department. HR is historically terrible at marketing themselves and the brands they represent, which means if you do it and do it well – you’re 1 in 100. That means competitive advantage.

How has social media impacted you as an HR professional?

It’s made me a much better HR pro. I have access to a network and expertise that I never would have had access to without it.

Who is influencing your thinking right now? (from any direction or field)

I find myself reading more and more stuff from venture capital pros like Mark Suster nice mix of business, technology and talent.

There always has to be a quirky question, right? So, Animal, vegetable, or mineral, and why?

Mineral. Don’t even know which one, only mineral because a friend has told me I have to watch Breaking Bad on AMC, and the logo is straight from the elements chart. (Editor’s note from MV: Gold, my friend, pure gold…)