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#Nextchat: Planning for Open Enrollment Success



Open enrollment is one of the most important times of the year for organizations; however, complex and ongoing changes to health care and retirement plans can create confusion that leads to poor choices. With proper planning, employers can develop communication strategies to help employees make the best selections for their wellness and future financial security.


Communication is key to a successful open enrollment. And when it comes to developing a benefits communications strategy that will engage your employees, creating messages that resonate with your audience is critical to that...


#ChellesHRCollection: The Culture Code Book Review, Part One



It’s been four months since #SHRM18, and among the new friends that I made while in Chicago, I still reflect on the sessions that I attended. Culture was a focus area that left me wanting to learn more! So, I started reading The Culture Code, by Daniel Coyle. With so many books about culture, this one walks you through what it takes for an organization to build an incredible culture (with real examples). As Coyle...


“Cooperative Dialogues” in New York City In Effect Now!



Important reminder that, effective today, October 15, 2018, under the New York City Human Rights Law (NYCHRL), employers must engage in a “cooperative dialogue” with applicants or employees in New York City with regard to reasonable accommodations in four (4) circumstances. More specifically, an employer must engage in the “cooperative dialogue” with:  

  1. Victims of domestic violence, sex offenses or stalking;
  2. Individuals with pregnancy and related conditions;
  3. Individuals with religious needs; and
  4. Individuals with disabilities.

It is important to remember that, under the NYCHRL, the following are defined very broadly:

  1. The
  2. ...

#SHRMDIV Speaker Spotlight: Q & A with Ricardo Palomares


In our daily interactions, we tend to focus on what makes us different from others. Those differences could be as obvious as race and gender identities or as subtle as demeanors and appearances. We have also extended these same biases to our organizations such as being more critical of employees of diverse backgrounds, hiring people who look like us, or rewarding employees who think and behave like us. In order to develop more inclusive workplaces, we must be ready to shift our focus from our differences to our similarities.

When I found this topic,...


Inclusive Storytelling with Transparency and Authenticity with #SHRMDIV Presenter, Elena Valentine


My first interview for the 2018 SHRM Diversity & Inclusion Conference (#SHRMDIV) that is being held in Atlanta less than 2 weeks was with Joe Gerstandt.  Click here for the Q & A with Joe.  My next interview is with Elena Valentine. 

Elena Valentine helps talent acquisition and employer-branding leaders tell their company stories using video to attract and retain quality talent.  As Elena’s LinkedIn profile indicates, she is a Workplace Filmmaker and Design Researcher.  Elena spends her days leading...


The Experience of Seeing, Thinking, and Being Different



There are plenty of examples of research showing that diverse teams are more creative, more effective, and more innovative. We know that inclusive and high trust organizational cultures simply outperform others. I believe that, by extension, this must be true for individuals as well. I was fortunate to spend a few days at three incredible gatherings: The Grace Hopper Celebration of Women in Technology the American Road and Transportation Builder’s Association conference on innovation - Transovation, and the American Indian Science and Engineering Society (AISES) National Conference. Each conference had a wide...


Live Blog Recertification Live Chat

Live Blog Recertification Live Chat

Candidate Generation Phase



After considering the Marketing Mix in Talent Acquisition, the next step in the recruitment process is putting together a sourcing strategy, for each role. After meeting with the hiring manager to understand the exact needs of the role, as well as its nuances. After understanding their role fully, including their management style, we move to the Candidate Generate Phase - a well thought through strategy designed to ensure that we have a proper plan to attract candidates. Because no role is exactly like another, there may be similarities,...