MONTHLY PROGRAM & LUNCHEON

BV-SHRM NEWSLETTER CHAPTER NO. 0330 � APRIL 2018

TOPIC: LinkedIn Helping HR to Connect, Engage and Recruit... with Personality!

WHEN: Thursday, April 5, 2018

TIME: 11:30 AM-1:00 PM

WHERE: Philips Event Center 1929 Country Club Drive Bryan, Texas 77802

COST: $15/ BV-SHRM Member

$20/ non-members or late RSVP

Speaker: Rebecca Nutt, PHR, SHRM-CP

RSVP: Please RSVP by 10:00AM, Monday April 2, 2018 at

www.bv-shrm.org

MENU: Tex Mex Buffett, Tres Leches Cake, Tea, Water, Coffee

APRIL

LUNCHEON

SPONSORED BY:

Contact Gari

Jones about

sponsorship

opportunities at GNJones@ag.tamu.edu

Contact Gari Jones about Sponsorship opportunities at GNJones@ag.tamu.edu

Board Officers

President

Kris Lorch, PHR, SPHR-CP

President Elect Jessica Lennerton

VP of Programs Deborah Couch

VP of Membership Diana Clendenin, PHR

Treasurer Krystal Broussard, SHRM-CP, PHR

Secretary Kimberly Williamson, SPHR

Past President Kristi Soria

Directors & Chairs

Certification Director Alyssa Kieschnick, PHR

College Relations Director Kristi Soria

Diversity Director/Newsletter Chair Angela Alston

Government Affairs Director Kathy Schroeder

SHRM Foundation Director Thom Holt, SPHR

Workforce Readiness Director Brittany Williamson

Historian Retha Youell, SHRM-SCP, SPHR

Hospitality Chair Nancy Mera

HRSW Ambassador Chairs Kelley Ervin

Darla Guerra, PHR

Social Engagement Candi Nelson, MHA, PHR

Recertification Chair Michelle Merritt

Website Lauren Pearce, PHR, SPHR-CP

Business Seminar Chair

PROGRAM DETAILS

We will learn how to:

1. Build and use your network

2. Maximize your personal profile and reputation

3. Optimize your profile for popularity

4. Connect with key business groups to learn, enlighten and recruit on the down-low

5. Create a company page to drive sales, engage current employees and prospect employees

6. Recruit and check out the talent in the market with advanced searches and recommendations

7. Research your competition and be "in the know" of market trends

8. Combine your tool sets- ATS, Twitter and Job Boards and automated tools to work for you while you kick back and read a book

SPEAKER’S BIO

President and Founder of Agency 8 Recruiting Agency 8 Recruiting specializes in Engineering, Accounting and Operational Direct Hire Recruiting as well as HR Consulting. Agency 8 utilizes unique approaches to finding those exceptional employees that transform your company. As an HR Consultant, we assist small to mid-sized companies with scalable solutions for Human Resource programs, problem resolution, handbooks, policies and complete recruiting plans including ownership of full talent pool.

My recruiting has been very diverse from highly technical positions such as IT and Engineering, Executives, Accounting, Operations, and Administrative. I have written articles in the Houston Chronicle; speaking engagements on Social Media Recruiting, “Emerging Workforce” and volunteers to work with Veterans and college students on resume writing. I don't like to talk politics until November when I am a Lobbyist at Capitol Hill (from 2011-2017) speaking on behalf of SHRM to Texas Senators and Representatives for important HR issues. I currently serve as District Director for SHRM Texas, I am the former President of the TX Bay Area HR Association and passionately organized events for "Dress For Success", ESGR military support and I am an avid supporter of United Cerebral Palsy/Easter Seals. Each December Agency 8 hosts Pajama Day and raises money to send CP kids to summer camp. I obtained a Bachelors of Business Administration with a major in Computer Information Systems from Texas State University. Attended Human Resources Development courses at Rice University and Advanced French International Studies from Laval University in Quebec, Canada. I actively hold Human Resources certifications of SHRM-CP and a PHR certification.

Specialties: Technical Recruiting, Recruitment and Human Resource Consulting for SMB clients and Job search Consulting. Recruiting specialties: Oil and Gas Engineering, Information Technology, Executive, and Financial Industries.

Please Contact Deborah Couch to assist at the Resume Review Table

BV-SHRM will be reviewing resumes every 1st Tuesday of the month at Ringer

Library, 1818 Harvey Mitchell Pkwy S. College Station, TX 77845. If interested in

volunteering, please contact Kristi Soria at genman696@gmail.com.

Spring Cleaning and have professional clothing that you

are looking to donate, bring to April and May's BV-SHRM

luncheon to donate to Project Unity.

Visit us and

become a Fan of

BV-SHRM on

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Please send information about this organization to:

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DIVERSITY MATTERS

Child Abuse Prevention Month

Autism Awareness Month

Alcohol Awareness Month

1-Easter

1-April Fool’s Day

5-Sexual Assault Awareness Day of Action

7-World Health Day

10-National Equal Pay Day

14- Downtown Bryan Street & Art Fair 10:00 am - 6:00 pm

16-National Wear Your Pajamas to work day

17-Tax Day

19-National High Five Day

19-National Get to Know Your Customers Day

21- San Jacinto Day

21-Brazos Valley Earth Day, 11 a.m. to 3 p.m. at Wolf Pen Creek Park,

Hosted by the Cities of Bryan and College Station, Texas A&M University,

Twin Oaks Landfill & Compost Facility, Brazos Valley Council of

Governments, and Keep Brazos Beautiful.

25-Administrative professionals Day

26-Take Our Sons and Daughters to Work Day

Thank you to our March Sponsor, Anco and to our March Speaker, Lisa Van Ackeren

Congratulations to the winners of the door prizes

Pictured above are attendees at the Strategic Planning

Workshop, March 27, 2018

Sherry Johnson, SHRM-SCP, CAE; SHRM Field Services Director

BV-SHRM IN ACTION

6 Tips to Help You Manage Your Next Project Like a Pro

by Missy Kline | March 6, 2018

Project-based work is a near-constant in higher ed human

resources. From compensation studies to benefits overhauls, HRIS

implementations, recruitment plans, engagement initiatives and more, HR is the

key driver behind many projects that affect the entire campus community.

But is project management in your wheelhouse? Could you or your project team

use a refresher on how to manage time, stay on course and meet expectations

when working on a project?

Here are a few tips for getting a project off the ground, keeping it on track and

seeing it through to the finish:

1) Create a comprehensive project plan. This includes defining the goal;

outlining the steps required to achieve the goal; setting a timeline; identifying and

assessing the resources and individuals needed to complete those steps; clearly

defining the roles and responsibilities of project participants; setting expectations

with project participants and their supervisors; and assigning clearly defined

tasks.

2) Hone your communication, collaboration and critical thinking skills, as

these competencies are at the very core of project management. To get the ball

rolling, check out:

• Get People Talking — How to Effectively Facilitate Dialogue • We Are Not the Enemy — Positioning HR as a Trusted Ally • A Proactive Approach to Communicating HR Needs to IT

3) Consider a project management platform. Depending on the project, it

might be beneficial to use a project management or team communication

platform. There are several good ones out there, many of which are free. Two that

we’ve used for CUPA-HR projects are Asana and Trello.

4) Regularly review, revise and monitor the project. Blogger John Rampton in

a post on Due.com suggests scheduling regular intervals to check on the project,

being flexible and providing direction to the team when needed.

5) Be mindful of your time. If you’re the project manager, it’s easy to get

bogged down in all the details. In the article on Due.com, Rampton suggests

delegating tasks when appropriate, prioritizing tasks and getting comfortable

saying “no.”

6) Celebrate victories and milestones. Don’t wait until the project is wrapped

up to celebrate. Keep the momentum going and the project participants engaged

by recognizing a job well done or a key deliverable or goal being reached. Think

of a fun visual way to display your project’s progress in a common area, or find a

memorable way to celebrate “hand-off” moments (pass a real baton!).

For more on project management, check out the new Project Management toolkit

in CUPA-HR’s Knowledge Center.

Are you a

national SHRM

member?

If not, consider it!

Great benefits

include:

•Tons of resources and

tools to help you build

and improve your HR

function

•Legal updates that

affect your business

•Conference information

•Discounted local

membership

How to Help Hiring Managers Help Their New Employees Hit the Ground

Running

by Missy Kline | March 16, 2018

Think about a time when you felt welcomed somewhere — in a store, at a job, at someone’s home.

What are the things that made you feel that way? Tami Nutt, manager of employee experience and

engagement at Baylor University, says she and her team asked themselves this very question as they

set about reimagining the university’s new-employee experience.

Checklist Keeps Managers on Track

One of the things Nutt and her team did to improve the new-employee experience was create a hiring

manager checklist, which lays out what managers need to do before a new employee’s first day; on an

employee’s first day; during week one of employment; during months three, six and seven; and at the

employee’s one-year mark. Examples of these tasks include:

• Before Day 1 – add employee to email distribution lists relevant to his or her position;

submit new employee’s office location, office number and telephone extension to HR; notify

department of new hire; email employee a welcome note; prepare workspace; order office

keys and submit request for access to buildings and computer systems; schedule meetings for

employee’s first few weeks with key contacts across campus; remind employee of

onboarding session he or she will attend on day one

• On Day 1 – meet new employee in HR after first-day onboarding session and escort him or

her to workspace; have a first-day meeting with new hire; give a tour of the office space and

introduce to coworkers; check in with employee at end of first day

• Week 1 – check in with new employee daily in the morning and at the end of the day; ensure

technology is fully functional; ensure employee is scheduled for any appropriate trainings;

introduce employee to campus partners; discuss performance goals for the first 180 days

• Month 1 – have weekly meetings to discuss progress and acclimation; hold the one-month

meeting; ensure employee has attended second in-person onboarding session; invite

employee to tag along to meetings; meet with employee’s mentor (see below) to discuss

employee’s socialization and acclimation to the university

• Months 3 and 6 – continue to meet regularly; hold the three-month meeting and the six-

month meeting; check in with mentor and employee about the mentoring relationship

• Month 7 – complete the 180-day performance review

• Year 1 – complete annual performance review; hold first-year meeting; celebrate

employee’s successes and contributions

Templates and Tools Create Consistency

Nutt and her team also provide hiring managers with a sample onboarding schedule; a template for an

email announcing the new hire that can be sent to team members; a checklist to ensure the employee’s

workspace is set up with the proper office supplies and technology before the start date; sample

agendas and guidelines for the first-day welcome and for the day one, month one, month three and

first-year check-in meetings; and more.

Additionally, hiring managers are encouraged to pair new employees with a mentor for the first six

months on the job to assist with acclimation to Baylor and the department. The hiring-manager

checklist includes a document outlining the mentor selection criteria/process, mentor responsibilities,

and a suggested structure for the mentoring relationship.

“While some departments and hiring managers might do a great job of onboarding new employees,

think of the benefits your institution could realize if all new hires got the red-carpet-treatment — if

they felt welcomed, appreciated, engaged and in the know from the moment they accept the job offer

until they’re fully acclimated to the organization,” says Nutt.

Read more about Baylor’s employee onboarding experience in the article “Onboarding Done Right:

How to Make Your New Employees Feel Welcomed, Connected and Prepared From Day One” in the

current issue of CUPA-HR’s The Higher Education Workplace magazine (a members-only resource).

For additional resources, check out the Orientation/Onboarding Toolkit in CUPA-HR’s Knowledge

Center (members-only) and the on-demand webinar “Employe Essentials: Baylor’s Onboarding

Experience.”