Out of Commission!

imagesMy blog posts are temporarily out of service. In addition to having a new baby in the mix, my computer crashed and I’m not about to write blog posts via my broken iphone. I’m hoping to save enough money in the next couple of weeks to buy a new computer but until then I will have to consider this time my “digital break”.

I look forward to blogging again soon:)


I’m not worthy….I’m not worthy!


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I was watching The O Network the other week and caught an episode of Oprah’s Next Chapter. She was interviewing comedian Chelsea Handler. Oprah asked a question along the lines of “Do you feel worthy?” While I cannot remember the full context of the dialogue I do remember Oprah stating “some people go their entire lives without feeling worthy.” At that moment I paused for some self-reflection, and I questioned “Gosh, could I be one of those people???!!”

There are many elements to our lives where our sense of worthiness can come from like; family, friends, church, community and work to name a few. But are we looking at worthiness the right way? Are we striving for others respect, attention and ultimately relying on our external world to determine our level of worthiness? The scary thing is I do believe this most often can be the case. Subconsciously, maybe even conscientiously we seek the approval of others.  When we are young we look to our teachers for approval and attention based on the work we put into class assignments. In life we seek the approval of our parents, family, coaches when we make decisions and take actions. At work we seek the approval and attention of our leaders and peers. With this consistent need for others approval have we mistakenly transferred our level of worthiness into their hands? I believe the answer is YES!

When we control our world and what we put into it, the world speaks and reciprocates. If we constantly seek the approval, respect, attention of others then we may never feel a true sense of worthiness, because we are relying on others to determine our worthiness. If we believe our worthiness comes from within then we have won the battle! So my AH-HA moment from this life experience is OWN YOUR WORTHINESS and you’ll never have to rely on anyone else to make you feel worthy. You won’t have to question “Am I good enough?” you’ll know the answer is ALWAYS YES!!!!! 

Ogres Need Not Apply: Hiring Beautiful People Only!

Ugly-PeopleWho hasn’t seen the article in the Huffington Post about the site Beautifulpeople.com expanding services from online dating to a job site? Based on what I read, I understand the creators of Beautifulpeople.com decided this product could add value to the human resources recruiting world. Yes, hiring only beautiful sounds fantastic (NOT) but does it make business sense? Since when did looks have anything to do with our abilities to do a job? If you look at any reality show in LA you’d notice it seems there are plenty of businesses hiring “beautiful people” just fine. Why would this company feel the need to expand their services in to the mainstream workforce world?

Sure I joke at work about job requirements needing to include “Must Look like Matt McConaughey” minimum. Hell, I work in a hospital my expectations of hot doctors floating around the facilities were created by the years of watching ER and Grey’s Anatomy. Yeah, I’d love to work with a bunch of hottie-po-totties, who wouldn’t want some eye candy at work? But then I question “where does that leave me?” When I first read this article I said that I would need to be grandfathered in with the other existing ogres of the company.

The reality is “silent” discrimination already exists.  Statistically from what we’ve read it seems attractive, thinner, taller, fitter, lighter skinned people have better chances at being hired, receiving promotions, better pay etc.. So why would anyone want to make it harder for the “ugly people aka the regular folk”?

I wouldn’t mind seeing this site take off and a group of researchers study the trends on hiring solely based on appearance. Assuming the site would be solely based on appearance, I don’t know as I haven’t seen it.  Maybe the Beautifulpeople.com job site will include the  minimum job requirements for knowledge, skills and abilities as well as the beauty standard.  But gosh some jobs are already hard to fill, if recruiters are limiting their candidate pool to only “beautiful people” they would be missing out on a good deal of top talent. I just don’t get it!!!

Also I’m left to think about the job descriptions. Will they look like?

Company ABC seeking Experienced Beautiful CEO


  • 5 years of CEO experience
  • Masters Degree in Business Management, Administration or related
  • Excellent Communication Skills
  • Ability to lead with passion
  • Professional runway or commercial ad model experience
  • Athletic build; muscle definition must be visible through business attire
  • Male; no shorter than 6’3 – Female; no short than 5’9
  • No visible body fat
  • Evenly toned skin, no acne or blemishes
  • Full putty lips
  • Straight, Hollywood white teeth
  • Full head of hair

Am I writing a job description or a personal ad??????

What is beautiful anyway? Isn’t beauty in the eye of the beholder? Doesn’t true beauty come from within? 

Photo Credit; By the way doesn’t this guy exude some beauty? I don’t know who he is or his story, but he’s beautiful because of the pure happiness his face projects.

I Hate My Job!

Photo Credit: Theskooloflife.comAt one time or another many people have utter the words “I hate my job“. This is a loaded statement and can include a number of reasons one feels dissatisfied at work  like; not feeling challenged, dislike like boss, dislike co-workers, doesn’t believe in culture or C-Level leaders, no opportunities for growth, location, pay, corporate shenanigans’  and/or  lack of recognition.

According to a study done by Mercer, 32% of workers are seeking new employment and according another study done in 2012 by Mercer a total of 64% of the participants cited being somewhat to total dissatisfied with their job. That’s a lot of unhappy and disengaged people in the workforce. That information should be a HUGE RED FLAG to our business leaders but that’s another issue and post. We all know we can only control ourselves. So then the question is: “what can we do to take control the situation? Whining, complaining and crying is a waste of time and immature.

Here is what you can do to regain control of your work situation:

Evaluate and assess the situation: Slow down. Make a list of your the parts of your job that create dissatisfaction. Once you have your list to paper you will be able to see the true business issues and pure emotional issues. Then assess whether or not you have any control or impact on the items in your list. Then depending on your evaluation determine whether the best route is to A: Stay and design ways to solve your problems or B: If the issues are not in your control you need to design a way to move forward.

Develop an exit strategy: Many people cannot leave a company without another job, and honestly in this marketplace leaving without another job could be career death! It’s important to develop a job search strategy and then commit to finding another job. Or maybe it’s time to start your own business?! Regardless your desired path you need to develop a plan for finding and gaining new employment.

Create Enjoyment: Focus on the aspects of your job that you do enjoy or create new challenges. This will introduce a new zest into your workplace, making it easier to stay engaged. Or maybe just take a lunch break everyday, a walk, get fresh air and rejuvenate.

Shut-up: Stop talking about your job dissatisfaction at work. Chances are you’ve been unhappy for a while and have shared that feeling with a few trusted c0-wokers. Heck others may feel the same way you do, but after a while it really becomes annoying! Once you’ve decided you’re unhappy in the workplace keep it to yourself and work on your exit strategy. This is why you need to shut-up; other co-workers may be really happy at work and you could be bumming them out, or maybe they are unhappy and you’re making it worse. Honestly, after you’ve vented to your co-workers there is really no value added to your time or reputation in continuing to discuss it, it just becomes non-productive gossip. So suck it up and shut up. (Remember, if you are choosing to be proactive about your concerns then definitely don’t shut-up about your solutions.  If you have ideas for correcting issues that are making you unhappy then now is the time to bring those ideas to your leader and start working on implementing those strategies.) 

Game Face: Lastly, get a reality check! The company is not paying you to sit around and complain about your job, so put on your game face . Essentially I’m saying you need to be an actor. Since you don’t own the company and most likely don’t hold the power to change anything pretend that you are happy and satisfied at work. You’ll be surprised because not only will you start to feel happier, you’ll strengthen your resilience skills. 

We all go through these difficult moments. It’s important to take a little time to evaluate the issues and make a clear business decision about your career path. Stop wasting your time on a treadmill of “I hate my job” rants and take control of what you can (which mind you is a lot). Then make it happen find the job and company that will revive your passion and excitement, or take measures to improve the aspects of your job that you do not like. It all comes down to you and your ability to take accountability for your actions, control your destiny and motivate yourself to move forward!

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Are You Pregnant and Interviewing?

Are you pregnant and interviewing? Have you ever questioned whether to disclose this personal (completely non-relevant) information to the potential employer? If you have asked this question the below information could be helpful.

This is a question that has come up several times over the course of my career and I’ve consulted with both men and woman HR professionals about this topic.  Interestingly more often the men I’ve spoken to felt full disclosure is best. However, a majority of women agreed that pregnancy  is a temporary “condition” and does not have ANY direct impact on a woman’s knowledge, skills and abilities to do the job, therefore it is not relevant information for a future employer to know. (NOTE: Not ALL men felt one way and ALL women felt another way. This information is based solely on my memory.)

Earlier in my career I witnessed a very blatant pregnancy discrimination situation during the interviewing and selection process. I informed the decision makers about  a little something called …..wait for it…… The Pregnancy Discrimination Act. The decision makers were surprised that such an Act existed, which I found shocking!! This experience opened my eyes to the potential discrimination issues that could arise with pregnancy and interviewing. My simple interpretation of the Act is: legally employers cannot make employment decisions based on pregnancyThat being said I would recommend approaching the topic with caution as some employers can be smart, or stupid, however you look at it and  can find completely legitimate business reasons not to extend an offer or to retract an offer once they learn about a pregnancy. 

So back to the question, Do I tell a potential employer about my pregnancy? I will answer with more questions. Based on your interactions with the potential employer ask yourself:

  • Is the company culture family friendly?
  • Does your potential future boss have a family or has he/she mentioned anything about their company culture regarding families and work-life-balance?
  • Do you know anyone that works for the company? If yes, can you find out more about the  culture?

Obtaining a better understanding of the employers perception and culture could help guide you to the “best” decision.  As a working mom you need to do what is best for you and your family, you are your own company in that moment. However it’s important consider the company’s perspective and business needs.

In a worse case scenario say you exercise full disclosure and the company withdraws you from consideration or retracts an offer. You can either A: Pursue legal counsel (good luck) or B: Thank your luck stars from saving you from a crappy employer that does not care about work-life-balance.

I want to hear from you, especially any of the legal experts and attorneys!

Develop an EPIC Military Recruitment Strategy!


Yesterday we honored and remembered those who gave the ultimate sacrifice in the line of protecting our country, our people, our freedoms. Today’s question is “what is your organization doing to honor those who are active duty or have served in our military forces?” An excellent way to give back to these people is to give them the opportunity of civilian employment.

Hopefully, your organization’s recruitment strategy is multi-faceted and includes a military recruitment plan. However, if you do not have this piece in place now is a better time than any to develop an EPIC Military Recruitment Strategy.

First, lets look at the reasons your company should develop an EPIC Military Recruitment Strategy: (There are more, but these are the biggies)

1:) These people served our country to protect our freedom, PERIOD!

2:) They received extensive and rigorous training and built skills in; leadership, team work, technology and change management to name a few.

3:) They show the ability to work in a fast-paced, high intensity work environment and learn quickly. 

4:) They respect and understand the importance of personal accountability, processes and procedures.

5:) They take ownership and pride in the work they do, and show personal integrity in their work, and are dependable. 

Now, that you see the value military personal can add to your organization it’s time to develop your EPIC Military Recruitment Strategy. If you’re not sure where to begin take to the internet and seek some trusted resources for your research. Here is an excellent tool kit I found on the Department of Labor site: Hiring Military Tool Kit.

Once you’ve done your research begin to map out your organizational plan for recruitment. Below are 5 simple steps to get you going in the right direction.

1:) Access your organizational hiring needs, talent gaps and overall strategy. For example,  I work in the Healthcare field. We all know the inevitable nursing shortage that impede us; how can we tap into our healthcare military personnel to help my organization fill this potential talent gap?

2:) Turn to your networks. Look to your local and national military organizations and begin to develop relationships, making your company’s presences known to these groups. Your networking should also occur internally, turn to your current military employees. You may be able to work through their connections. Plus, the these employees can be your company ambassadors.

3:) Understand the mindset of a transitioning military personnel and what attracts these people to a place of civilian work.

4:) Develop your recruitment strategy; social recruitment, military organizations, military job seeker events, job fairs, online job posting boards.

5:) Track your ROI

Military personnel can add great value and diversity to any organization. They are trained, developed and “hit the ground running” people. Organizations that see the value and pursue military talent are the organizations that will win the war on talent. An EPIC Military Recruitment Strategy is the only way to attract and gain top talent from our armed forces.

Recruiters, Stop Wasting Your Time at Job Fairs!

Photo Credit: Microsoft ImagesGuess what recruiters if you’re attending job fairs just to get out of the office and telling job seekers “We aren’t accepting resumes. Apply onlineyou’re wasting not just your time and the job seekers time, but the company’s money and possibly damaging their reputation!

I recently attended a local job fair. Of all the fairs I attend this is one of the better ones, ie attendees that are actually pursuing jobs not free pens and key chains. Normally I hear an array of negative comments about the “BIG BLACK HOLE OF HR” and the “I applied and NEVER, EVER heard back”, but not this time. However, I did receive my share of feedback from attendees and their level of frustration about other employers not accepting resumes and directing them to apply online. Well, wake up recruiters if that is you, then yes you are wasting your time!

I’ve learned over the years that the candidate experience matters at every level and I have changed my stance as a recruiter for job fairs. My goal is to be the most memorable employer at the fair. The one that made a personal connection and left a positive impression (regardless of my level of interest).

My strategy is to ask a couple basic, but insightful questions of the job seeker.  I do a quick assessment on organizational fit and then schedule an interview for the following week. Also I ACCEPT THEIR PAPER RESUMES! Oh lord, right? Some say the “paper resume is dead” well yeah in many circumstances it is not necessary but at a job fair it matters. The job seeker probably put a great deal of time, effort and possibly a lot of money into their résumé. They think that the job fair will offer them the opportunity to meet a real HR person and make a real splash but instead HR does the *talk to the hand* and asks them to apply onlineIt’s like a child that paints a picture for their parents and the parents say “Nice but we cannot hang that on the fridge, we will put it in the recycle bin” OUCH, that hurts!

Let’s recap what recruiters need to do to enhance the candidate experience at job fairs:

  • Make a personal connection by being friendly and memorable
  • Accept resumes
  • Be productive and schedule interviews! Nothing is worse than spending 4-5 hours at a job fair to leave with no interviews, it’s simply not productive.

Employers need to see that value in job fairs is more than just pushing their information out there, its their opportunity to build their network, increase their talent pipeline with a diverse group of talent.