Maybe I should have called it the “Special Unemployed” Edition, because the purpose of this special Carnival is to highlight HR professionals who are unemployed, and these people are all pretty special!

Last week President Obama signed a jobs bill called the Hiring Incentives to Restore Employment (HIRE) Act.  This bill allows companies to avoid paying the employee‘s Social Security payroll tax for the rest of the year, AND allows the company to get a tax credit for next year if they keep that person working a year.  It’s a good deal, so tell your employers to hire one of these people!

DON’T FORGET THAT YOU CAN SHARE THIS POST WITH GROUPS AND CONTACTS ON LINKEDIN and FACEBOOK.

SHAUNA MOERKE, PHR

Shauna is the ringmistress of the Carnival of HR, as well as the founder and co-host of the highly popular HR Happy Hour radio program.  She blogs as the HR Minion and can be found on Twitter using that name.  She is from the Minneapolis-St. Paul area of Minnesota.  You can read here, here,  and here why she is a valuable hire right now.

BENJAMIN McCALL

Ben hails from Cincinnatti, Ohio.  He has his MBA, and blogs at RethinkHR.  You can also find him on Twitter as @benjaminmcall.  If you want to see why he may be right for your organization, read his profile here.

ROBERT TARVER

Bob lives in Virginia, but he would like to relocate to the southwest (Arizona, Nevada, New Mexico) or northern California. He was profiled in the blog Do The Work by Franny Oxford, and you can read about Bob here as well.

KIMBERLY RODEN

Kim is brand new to the blogosphere (here), but she certainly isn’t new to the HR profession.  With 20 years of experience, she is now seeking work in the greater NYC area.  She has been profiled by Tammy Colson‘s Junkyard HR here, and you can find additional credentials on LinkedIn here.

JIM D’AMICO

Jim blogs and writes as HRPufNStuf, and goes by the name @jmdcomedy on Twitter.  He is a talented recruiting manager who lives in Minnesota, but is completely open to relocation.  Don’t hesitate!  Read more about him here and here.

SHENNEE RUTT

Shennee is from  the York, Pennsylvania area and needs to remain nearby.  She blogs at Deeply Rutted and is the co-host of Compassionate HR. Here’s her profile from her archives:

I come from a strong Recruiting/Staffing Industry background. I am passionate and compassionate about the “human” in the Human Resources. What I enjoy the most about human resources is that no day is ever the same, and the challenge of making it work.  Everyday, I strive to learn something new, network, and be inspired by others. Personal/Professional development is a priority to me. Making  a Difference in people’s livelihood is what get’s me going in the morning.  My Human Resources background includes large and small organizations.  I started a blog and I am connected through Facebook, Twitter, and LinkedIn.  I really LOVE working , and really want to get back to it!

What I am looking for:

• I am based in Manchester, PA South Central PA Area. I am looking for a local commute. Virtual employment would be fantastic. I am married to an IT pro.
• Human Resources is my focus.  I enjoy Recruiting/Sourcing/Training/Social Media
• I am looking to collaborate with others,continue to develop my blog, and step outside of my “comfort zone”.
• I am available to discuss part-time or full-time employment opportunities.

If anyone wishes to discuss this with me. I am available at: www.twitter.com/shennee_rutt www.linkedin.com/shennee

Looking forward to connecting with you soon. Ready to hit the ground running!

AMANDA TARATUSKI, SPHR

Fluent in French, and conversant in Spanish and Mandarin Chinese, this talented woman needs a job in the greater New York City/New Jersey area.  She also blogs at Life Analyzed and can be followed as @ataratus on Twitter.  In her own words:

I am a certified Senior Professional in Human Resources with ten years of progressive experience as a human resource generalist, primarily in the field of legal HR.  I started my career working mostly on international recruiting, but over time I was promoted and given additional responsibilities in talent management, succession/workforce planning and policy development.  I am skilled at evaluating current processes and developing innovative solutions to on-going problems.  I am always looking for ways to be more efficient and effective in my work and encourage others to do the same.  As a leader, I believe that it is important to value my employees’ input and that I can motivate them by helping them to see why their efforts are important in the big picture.  I am looking for a manager or director of HR position in NJ/NYC for a mid to large size organization, focusing on talent management and strategic workforce planning.  My ideal company is one that is invested in their staff, offering training, career advancement and performance compensation, and having a commitment to work/life balance.  For more information about my background and to contact me, see my LinkedIn profile at http://www.linkedin.com/in/ataratuski.  I also maintain a blog at http://analyzedlife.blogspot.com.

JOAN GINSBERG, JD, SPHR

That’s me!  I’ll wrap this up by saying that I live in the Detroit area but I am open to relocation anywhere.  I have been profiled on Punk Rock HR (here) and Do the Work (here). Links to my LinkedIn, Facebook, and Twitter profiles are on the right column of this page.

RANTS

The Legal Environment for Business Professionals - this “pre-conference” was my first stop on the first day.  The presenter, Richard Coffinberger, JD, is an Associate Professor at George Mason University.    He teaches a similar course to undergraduate students, and he asked the class if they knew what television show “Shirley Jones was famous for”.  Most of the people in the class knew about The Partridge Family because none of us were 18 years old.  He has obviously never heard about tailoring his presentation to his target audience.  Also, the case he was referring to (Calder v Jones, 465 US 783) was decided by the US Supreme Court in 1983, regarding a National Enquirer article that was published in 1979. It’s OLD, and it’s about in personam jurisdiction.  Why does an HR professional even CARE about in personam jurisdiction?  The man was personable and engaging, but suffered from a serious case of  “needs to update his notes and presentation.”  He also misspoke about the law on one occasion and was promptly chastised by one of the attendees (he called on her before me so I didn’t have the pleasure).

I’m also going to rant a little about SHRM and this same presentation.  It cost an extra $310, and attendees were promised a Certificate of Completion and extra HRCI credits.  There were no Certificates, and they furnished no program number for HRCI.  I submitted for credit without either, but if  HRCI denies my credit I am going to be seriously pissed off.

How to Lobby Your Member of Congress - This program was presented by Lisa Horn,  who is from SHRM and works on health care, to explain the “ins and outs” of the scheduled Capitol Hill meetings with members of Congress.  I was fence sitting about going to these meetings, and went to this session to make a decision.  At one point an audience member asked about discussing something other than health care reform or Section 127 of the tax code (regarding extension of employer provided educational assistance), which were the two official topics of these meetings.  Ms. Horn made it very clear that SHRM arranged the Hill visits and attendees were there to promote the SHRM agenda.

Funny me.  I thought SHRM existed in some part to provide benefits and value to their members in exchange for dues and the fees from the conference. I didn’t realize that my conference fee was paying  them to promote their agenda. I got off the fence and didn’t go, because I am not a shill for SHRM.

Cocktails & Conversation – Networking Happy Hour - I always thought that networking meant that people came together and actually spoke to each other. That’s pretty hard to do when SHRM has people speaking from a podium.  In fact, Mary Ellen Slater, Mike VanDervort, Paul Smith and I were getting many dirty looks from others because we were actually talking during this billed-as-a-networking event.  We finally went outside.

Other rants? (1) The lack of diversity of opinion, particularly about social media.  See a great post about this from Mike VanDervort. I was there and he’s not exaggerating; (2) My inability to get breakfast at the Thursday morning session because I was 8 minutes late; (3) A total aversion to networking and conversation from the majority of the attendees. I’ve written about this before, and this conference was no different.  In fact, one presenter had no business cards, and offered no address or phone number of any kind; and (4) A program called To Tweet or Not To Tweet?  Is That the Right Question? given by a presenter who admitted to me that she doesn’t use Twitter.  When I told her that I would like to Tweet the program, she said, “You mean you are going to tell people what I SAY?”

RAVES

Washington, DC in mid-March – The weather was stunningly beautiful, mild and sunny.  I had the opportunity to see many of the monuments and buildings lit during the evening- a beautiful sight.  As I asked a companion as we were walking toward the Library of Congress, “How can anyone come to DC and not be emotionally moved?”

VIP Reception and Tweet-Up - This event, sponsored by the employment law firm of Constangy, Brooks & Smith, was nothing less than stunning.  Held in the Great Hall of the Library of Congress, it offered food, drink, photographers and an awesome view.  OK, there WERE speakers (again!), but the venue was so large that it was easy to ignore them and keep on talking and socializing networking. This was what a “networking event” should be.

Immigration Reform and the Employer – This was one of two different programs on immigration law compliance (a personal favorite topic), and it was easily the most superior (I attended both).  In fact, it was the best of all of the substantive sessions that I attended.  It was led by Stuart Brock, a lawyer out of Charlotte, NC who manages a consulting firm called HR Innovators.  Stuart used facts, not emotion, to make the audience understand the huge shift in immigration law enforcement prompted by the Obama administration.  He made it clear that some opinions could differ, and that some of his recommendations were based on the interests of his clients.  He gave us information and many resources, in an engaging and friendly manner, treating us like thinking adults and not children in need of discipline. At this conference, taught mostly by employment lawyers, that was in very short supply.

My local SHRM chapter, the Human Resources Association of Greater Detroit (HRAGD), is like most other organizations – a little behind the times when it comes to social media.  So I was pleased when the communications committee suggested an article about HR blogging for an upcoming newsletter, and chose to write the article about (blush, blush) me.   I was also asked to do a little sidebar-type article called “Five to Follow”, where I suggest five HR-related blogs that the membership should read.  The plan is that each month I will submit a list of 5 new blogs.

The dilemma, as I’m sure you are aware, is limiting my blog suggestions to just 5.  Right now my Google reader has a little more than 100 blog subscriptions.  I need to pick just 5, at least to start, and I NEED YOUR HELP!

I have some thoughts, but I really want to hear yours.  Which 5 HR blogs would you choose for beginners to start following?

It wasn’t my idea.  Let’s be clear about that.

Here’s how it happened:  Margo Rose, known as @HRMargo on Twitter, began a shout out called Hire Friday, encouraging people to highlight out-of-work friends and contacts, to help get people back to work.

I liked the idea so much that I used it to publicize a few people on Facebook and Twitter.  Then I received a message from Teresa Morris (@contollergirl), who said she had read my Facebook post and was suggesting “highlight the unemployed”  as a Carnival of HR theme.  Teresa claims to not have sufficient computer skills to host her own Carnival, so I picked up this rolling ball and decided I could put it into play.  I contacted Shauna Moerke, the HRMinion, who is the coordinator of the Carnival.  She said, in her best Captain Picard imitation, make it so.

SO . . .

If you are out of work, unemployed, in transition in the HR (or related) field, let me – and ultimately the Carnival readers – know in one of the following ways:

1.  Send me a link to a blog profile.  Several people have already been featured in a blog, or have their own profile on their own blog.  I will have a section just for those links.

2.  If you don’t have a blog link readily available, I will also accept short (200 words or less) profiles to be pasted directly into the Carnival.  Hopefully, those profiles will contain links to other online resources, such as LinkedIn.

You can send links to other blog posts via the comment section or email.  Please send your short profile by email to ginsberg dot joan at gmail dot com.

Carnival of HR – Special Employment Edition is set to go live on MARCH 24, 2010.  I need your links or profiles by 6:00 pm EST, MARCH 22, 2010.

You say you want a revolution
Well, you know
We all want to change the world
You tell me that it’s evolution
Well, you know
We all want to change the world

(From “Revolution” by John Lennon/Paul McCartney 1968)

I WAS THERE IN 1968, AND I WILL BE THERE FOR

The HRevolution2010 unconference is coming to Chicago on May 7th-8th!  HR social media thought leaders and practitioners from around the country will be converging for 24+ hours of mind-bending, trend-setting discussions, yet space is VERY limited, so… SIGN UP NOW!

3 reasons why this event will rock:

1. People. First and foremost, it’s the people – and the crew coming together for this year’s unconference is fantastic. The planning committee for 2010 has arranged for about twice the capacity of last year’s event, meaning HRevolution 2010 will blend old faces with new in an intimate setting where networking relationships can unfold naturally and meaningfully.
2. Logistics. We’ve locked up a phenomenal and highly professional space for the event that could not be more perfect for an unconference.  HRevolution will take place at Catalyst Ranch, which is one of Chicago’s premier event locations and—bonus!—is centrally located with easy access to hotels, restaurants, and nightlife. Catalyst Ranch is known for bringing a level of fun and sophistication to events that is unparalleled—we don’t recall meeting any other space providers who could so naturally blend “white boards,” “afternoon snack service,” “stereo systems,” and the “Play-Doh for 110 people” into a single conversation. Rest assured, we want you to leave the unconference loving Chicago hospitality.
3. Topics. The beauty of the unconference format is that it is designed to leave you with practical, useful knowledge. When you get back to work on Monday, and when someone asks you, “What did you get for the money?”,  the answer that flows oh-so-naturally from your lips will blow them – and you – away.   Especially given the awesome $100 ticket price!

So if you’re in HR, or are a manager who truly believes in the power of your people, or if you’re dabbling with this social media stuff and thinking “should I or shouldn’t I”,  or “how do I…” or even “why would I”, then get here on May 7th-8th. You will meet the people and learn the stuff and be in the places that make it all come together.

At the end of January 2009, I decided to recognize a member of the online HR community for doing what I asked in this Carnival of HR Vlog.  I recognized Laurie Ruettimann.  Now, I have decided to make do this at the end of every month this year.  This month the recognition goes to Franny Oxford of the blog Do the Work.  Check out my video to see why!

This is me, a generation or two back, when I was a uniformed patrol officer in a suburban Detroit police department.  When I stopped someone I suspected of drunk driving, it was standard practice to give them a field sobriety test, which consisted of a series of simple mental and physical acuity exercises.  Simple for someone sober, not so simple for the inebriated.  One of these exercises was asking the suspect to recite the English alphabet.

Many times a suspect would start speaking, “A, uh . . .B”, and then stop and look at me and ask, “Can I sing it?”  When I answered affirmatively, the suspect started singing their ABCs to the familiar tune of “Twinkle, Twinkle, Little Star.”  You know what I mean.  It’s in your head as you read this.

Baby boomers (like me) learned their ABCs this way.  Sung in sequence.  We learned our Social Security number in order, too. Nine numbers.  So today, when the person at the bank or on the phone asks for the last four digits of your SS number as an identifier, you recite the whole thing, silently or under your breath, before you loudly speak the last four.  Sequences are meant to be recited . . .  sequentially.  We can count backwards from 10 (another part of a field sobriety test), because we learned that as a countdown sequence.  But we can’t say the alphabet backwards without a huge struggle, because you are asking us to remove those familiar letters from their known sequence.

So what does this have to do with generations?

When someone talks or writes about “Gen Y”,  I really have no clue which demographic group they are referring to until I put the letter back into proper sequence.  I have to stop and think about the fact that Y comes after X, and therefore Generation Y is the one born later than Generation X, which by itself is a highly random designation. This is a lot of mental work  for people who have to sing the ABCs all the way through.

I was born during the “Post World War II Baby Boom”, the generation commonly referred to as Baby Boomers, often shortened to Boomers. No letters.  No sequences.  Just one highly descriptive name.  I don’t know who decided to start naming subsequent generations by letters, but I would like it to stop. Let’s use  “Millennials”, instead of Gen Y, as some already do.  I don’t care what you call Generation X, as long as it’s something else. They were first referred to as Baby Busters, but maybe that has negative connotations.

What do YOU think?

In a few short days, many HR and recruiting pros from the world of Twitter will be heading to an unconference called TruLondon.  I am truly heartbroken that circumstances, mostly financial, prevent me from attending this event.  Based on my experiences with some of the attendees, the sessions will be lively and the exchange of dialog and ideas will be electrifying.

What I will miss most, though, is the opportunity to network face-to-face (IRL is the dreaded acronym) with the people that I have come to know and love in the online community.  People whose opinions I seek and whose values I share.  People who have never hesitated to reach out and extend sympathy, laughter, or a helping hand. People who engage you because they want to – which is what social media is really all about.

Based on this experience I have come to the highly unpopular conclusion that most traditional forms of networking are pointless time-wasters. I am not talking about social or family functions, where you happen to mention to Cousin Bill or Friend Mary that you are looking for work.  I am speaking of those events that are billed as “networking opportunities”, where networking sometimes is the only reason the gathering exists at all.

3 recent examples:

1. Local SHRM chapter seminar.  I spoke with a total of 6 people from a crowd of about 120.  Most people came in groups or with co-workers and were happy to huddle with those people only.  Of the 6 people I spoke with 3 were, like me, in transition and moved on quickly.  One woman approached me because she recognized my avatar from LinkedIn. (So much for in-person!)  Cost was $10.  Time spent? 6 hours. Number of real (people you will continue to engage)connections? Zero.

2.  Michigan Chamber of Commerce seminar. I reached out to 5 people in a small group of about 25. At the beginning of the session, one facilitator asked the participants to discuss how their business was doing financially and whether they were hiring.  I approached one woman from an HR consulting firm who claimed to be hiring.  I gave her a business card and explained what I do.  She reacted to me, and that card, as if I was giving her a communicable disease.  I spoke with both of the facilitators, and sent them a LinkedIn contact request when I got home.  They both ignored that request, and I am certain I will never speak with them again.  Cost was $300. Time spent? 9 hours. Number of real connections made? Zero.

3.  Motor City Connect luncheon. MCC is a community created specifically for networking.  Lunch was at a local restaurant and everyone introduced themselves. Most of the attendees were entrepreneurs trying to drum up business.   Cost was $20. Time spent? 2 hours. Number of real connections made? One. I hired him to help me set up this blog and I keep in touch with him through Twitter and Facebook.

In short, I have found that many people at networking functions are there for their own purposes only.  If you don’t fit into that purpose – you are ignored or politely dismissed. Or people come with security blankets made up of other people – and then are afraid to put those blankets down. ROI (Return On Investment) can be pretty slim, if you measure your investment, as any economist would, in terms of time spent as well as dollars.

Online networking – where the people are generally as anxious as you are to connect and go to great lengths through tweets, status updates, blogs, and comments to achieve that connection – is a vastly superior investment of time and emotion, in my opinion and experience.  Still not convinced?  Let me ask you one question: When was the last time you went to a conference, or seminar, or similar event, and hugged almost everyone there?

I like all kinds of live theatre, but I am particularly fond of musical theatre  – what many people call “Broadway musicals”.  I like musicals so much that I read books about them, listen to cast albums, and attend performances at all levels, including local high schools.  I follow many musical-related sites on Twitter; my favorite is @DailyShowtune.

Unfortunately, I am also hyper-critical, which sometimes makes it very difficult to enjoy watching shows.  If a musical takes place in 1958, like Bye, Bye Birdie, and the actors are wearing 1995 shoes, I go a little berserk.  Don’t even think about using a 1960′s radio as a prop in a show set in the 1940′s.  I don’t like the concept of  jukebox musicals (musicals that are written around a song catalog of one artist, like Jersey Boys) at all.  When I see these things, I see so much red that it is hard for me to concentrate on the rest of the show.

So when I am squirming in my seat, trying to ignore Emile de Becque (you know, the guys who sings Some Enchanted Evening)  wearing a Detroit Red Wings tie in a local community theatre production of South Pacific (yes, this really happened), I take a deep breath and say to myself:  What can I find to really LOVE about this show?

Inevitably, I will find something I really love – like the costumes, or a particular performance, or the sets.  Turning aside my critical feelings and finding the good stuff – it’s always there somewhere – keeps me in my seat for the whole show, even though the accepted theatre-goers response to show dislike is to get up and leave.

So what does this have to do with Al Gore? Or HR?

The Society for Human Resource Management (SHRM) announced that Al Gore was going to be the featured speaker at their big, brassy annual convention in San Diego in June 2010.  There was an immediate amount of backlash and negative discussion prompted by his selection, including negative bloggers and a highly critical discussion on LinkedIn.  Many people said they would not go to his speech, or to the convention itself, because of his selection.

See the connection?  These people are letting this one small piece of hyper-criticism destroy their love of the whole.  And if they don’t love the whole, why do they care if Al Gore speaks or not?  I hope these people re-evaluate their positions and decide that it is not worth walking out on SHRM Annual just because they don’t like or agree with Al Gore and/or his politics.  If they LOOK FOR SOMETHING TO LOVE, even in his speech,  I bet they’ll find it.  Maybe he’ll be wearing great shoes.

Audience walks out – why do they come back?

As 2009 disappeared into 2010, Bill Boorman called for a special Carnival of HR. He asked HR and recruiting pros from all over the world to create a Vlog (video blog if you are unaware or extra-tired) with their predictions for the New Year. As sometimes happens, I chose not to follow directions too carefully.  My video was actually a PLEA, not a prediction:

I wanted – and still want – the HR/Recruiting community to reach out and help others within the community.  Don’t wait to be asked for help – offer it first.

Now that we have come to the end of the first 2010 month, I would like to recognize and shout out to a member of the HR/recruiting community for doing exactly what I asked for in that video: Laurie Ruettimann.

Laurie is a heavy hitter, and highly influential,  in the HR/Rec world, enjoying a demand for her services as a writer, facilitator, panelist, and commentator.  Her PunkRockHR blog is followed and read by a large and diverse population. Consequently, there is a certain amount of prestige in being included in her blogroll. So I was a bit surprised – but very delighted – when she REACHED OUT and asked people to furnish their blog information so she could include them on her updated blogroll.

Many bloggers are very particular about their blogroll – and understandably so.  After all, it is essentially a recommendation by you that may impact your own credibility as a blogger. The fact that Laurie just brushed those concerns aside and invited everyone who blogs to be included makes her the recipient of my first Reach Out and Touch award of 2010.  I think I’ll send her some bacon.

Who will be the recipient in February?  You?