Shaping Organizational Excellence

WINTER 2017

Resource

Your HR CareerAbout This Issue2

Presidents Message3

Career Change Management4

Plan Your Replacement6

Career Spotlight Mary Norton8

Brand Yourself for Success10

7 Ways to Achieve Excellence12

Get Back in the Game13

21st Century Career Shift14

2017 Chapter Awards15

Photo Gallery16

2 middot Your HR Career

Resource Magazine - HRPA Durham ChapterMailing Address105 Consumers Drive Whitby ON L1N 1C4 Phone 905-721-9564 Fax 647-689-2264 Circulation 750 electronic copies circulated three times per year with limited press run Hard copy available upon request Articles may not be repro-duced without prior written permission Statements opinions and points of view expressed by contributing writers do not necessarily represent those of HRPA Durham Chapter While care is taken Resource Magazine assumes no responsibility for errors or the return of unsolicited materials Resource Magazine is not responsible for advertising claims made in its pages or inserts however we will not knowingly accept for publication ads articles or inserts that contain false statements or defame others

Resource Magazine reserves the right to refuse any advertisement Credit for advertisement limited to space error occupies The information contained in this publication is provided for general informational purposes only and does not constitute legal or other professional advice

Design SMillerArtcom

Editing LynneYrykugmailcom

Shaping Organizational Excellence Welcome to 2017As many of us use the New Year as a time to take a fresh look at our career and how we want to direct its path over the coming year we wanted to bring you some of our best advice and insights on how to proceed with intention Your Board is comprised of both designated and practitioner members with expertise in education recruitment HR planning and labour relations and we are pleased to share our collective knowledge with you

Youll read about best practices and strategies to determine the best path for you how to get started if youve been sitting on the sidelines for a while how to increase your chances of being identified as top talent in your field and key things to keep in mind as you plan your next career move

Our law article from Sherrard Kuzz highlights some of the legal concerns

surrounding succession planning and how to manage the search for your replacement while in the middle of your own transition We also take a closer look at the career of one of our veteran members and Lifetime Achievement award winners Finally if youre a student just starting out in your career and not sure where to begin we have a piece from a com-mittee member who has experience coaching students to career success There really is something for every-one in this seasons issue

As your Board of Directors we only succeed when you do We are here to support your careers in every possible way We hope youll take advantage of this valuable HRPA member benefit and use it to further your professional goals Herersquos to your success

About This IssueCatherine Claridge CHRL Editor

Board of Directors PRESIDENTMorgan Kerby

VICE PRESIDENTErnest Ogunleye Chartered MCIPD

MEMBERSHIP DIRECTORCatherine Claridge CHRL

PROFESSIONAL DEVELOPMENT DIRECTORTisha Lorincz CHRL

MARKETING COMMUNICATIONS AND COMMUNITY PARTNER-SHIPS DIRECTORStacy Brough CHRP

TREASURERDon Sinclair CHRL

Mark Your CalendarsThe HRPA Durham Chapter offers events to help you make connections and expand your network while you learn something new Your participation in certain events also earns you continuing professional development hours to maintain your CHRP CHRL or CHRE designation We look forward to seeing you soon

Leadership Breakfast Series 715 amndash1015 ambull January 26

bull February 23

bull March 23

Career Networking Groupbull February 8 at 1000 am

bull February 22 at 500 pm

bull March 8 at 1000 am

Mental Health First Aid Certification 600 pmndash915 pmbull Four-part course

loz March 23

loz March 30

loz April 6

loz April 13

Resource Shaping Organizational Excellence middot Winter 2017 middot 3

As HR professionals we often coach and advise others on how to take charge of their careers However we need to remember to do the same for ourselves as well

How do you define a career One way to describe it is a pattern of work-related experiences that span the course of our professional lives However career movement can take many shapes While we often think about the next step as a promotion there are several other moves we can make to gain the skills and experience we require to grow and develop What many fail to realize is that some-times we need more breadth in our expertise and a lateral transition or more time in our current role to deepen our expertise is the best move

Career development is typically a shared responsibility Employees and their managers consider individual capa-bilities and aspirations and the needs of the organization to come up with a planmdashgetting people where they want to be and where the organization needs them to be

Our level of success depends on our ability to take charge of our careers With the amount of change we are endur-ing organizationally and personally we need to be nimble and resilient and have our own personal career plan In todayrsquos work environment we need to make performance development continuous learning and transferable skills a top priority

From the Presidentrsquos Desk

Plotting Your Personal Career PathMorgan Kerby President

Start by being prepared to take risks and embrace opportunities Formulate a plan but be open to opportunities that come up out of the blue Use your network and continuously build rela-tionships as you never know what they might lead to Consider finding or becoming a mentor as both sides of a mentoring relationship have significant career benefits If you havenrsquot already done so sign up for our Community Mentorship Program at wwwhrpacaHRPAChaptersdurhammembershipPagesMentorshipaspx

If yoursquore just beginning or only a few years in start with a personal development plan in place If yoursquore mid to late career you likely know your strengths and where you need to develop or improve Work with your current manager or a senior prac-titioner you respect to determine what your next step might be and what you need to do to get there Things to consider are the skills education training and exposure you require to achieve your aspirations Gaining experience in a different area of HR or taking a step back in seniority to acquire new skills and knowledge can also be an effective way to spring forward into new territory

To be successful always think about how you can align your aspirations with the needs of the business HR is a wonderful career with variety and new experiences every day Take own-ership of your career and yoursquoll find that the sky is the limit

4 middot Your HR Career

Managing Your Career in a Rapidly Changing World Ernest Ogunleye Vice President

If the wind will not serve take to the oarsmdashLatin proverb

personal cost and was instrumental in achieving his goal of a democratically robust South Africa

Fortunately for most of us the chal-lenges we face in our daily lives arent this drasticmdashbut they still require action and direction In relation to our HR roles we must take charge and set our own career objectives Do you have a yearning to work in the private public or non-profit sector Are you

It matters not how strait the gate How charged with punishments the scroll I am the master of my fate I am the captain of my soul

mdash ldquoInvictusrdquo by William Ernest Henley

Nelson Mandela often invoked these words during his bleakest days on Robben Island His illustrious career evolved from lawyer to non-violent civil rights activist armed freedom fighter political prisoner peaceful transition negotiator and South African Presi-dent finally ending as a private citizen He remained true to himself at great

self-employed or thinking about starting a consulting business Are you inter-ested in travelling or relocating either domestically or internationally These are just a few questions you need to explore when determining what you want from your career

Planning with Your Future in MindRelying on others to plan your career is unrealistic and impractical You must

Resource Shaping Organizational Excellence middot Winter 2017 middot 5

Growing Yourself and Your ProfessionMembers of the HRPA actively par-ticipate in professional development events and seminars to increase relevant knowledge and grow their networks The wide range of programs and services provided by the Associa-tion also reinforces our competitive edge as a whole by investing in our collective knowledge adding a tangible ROI for our employers and helping guide our profession forward

The ability to learn be tenacious and adapt to changing norms are at the very heart of progress One thing is certain

follow your own passions and take ownership of planning the direction your career will take As HR profes-sionals we must constantly update and enhance our skills and knowledge to keep up with the rapidly changing employment landscape

According to information provided by Durham Regionrsquos Economic Develop-ment and Tourism Office and the 2008 Growth Plan Study[1] the population and job forecasts in the Region are 960000 and 350000 respectively by 2031 Further major investment attrac-tion activities are being carried out in Brazil China Germany and the United States The Regions effort to attract new foreign direct investment is focused on the key sector strengths of the region advanced manufactur-ing agri-business film and television digital technology and smart energy[2] These sectors and their people are constantly innovating enhancing both operations and skill sets through indus-try training academic learning and process analyses

To expand your versatility as an HR professional in our rapidly changing community you should consider enhancing your recruitment skills for the burgeoning business sectors out-lined above You could learn a new language to communicate and engage with the growing ethnic communities in the Durham Region building cultural and business connections while devel-oping job prospects If language is not your strong suit there are a myriad of other ways to get ahead of the curve if you look

ldquoThe future depends on what you do todayrdquomdashMahatma Gandhi

ldquoThe future belongs to those who believe in the beauty of their dreamsrdquomdashEleanor Roosevelt

whatever path you choose there will be challenges Prepare as best you can and actively embrace them relying on yourself and your supporters to come out on top Do not let any barriers stop you from reaching your potential To quote Aristotle ldquoThere is only one way to avoid criticism do nothing say noth-ing and be nothingrdquo

Ernest Ogunleye is Vice President of the HRPA Durham Chapter

[1] wwwdurhamcagrowth plan consultant_reportsGrowthPlan ImplementationStudy_Phase1and2pdf

[2] wwwinvestdurhamca

Resource Shaping Organizational Excellence middot Winter 2017 middot 5

Growing Yourself and Your ProfessionMembers of the HRPA actively par-ticipate in professional development events and seminars to increase relevant knowledge and grow their networks The wide range of programs and services provided by the Associa-tion also reinforces our competitive edge as a whole by investing in our collective knowledge adding a tangible ROI for our employers and helping guide our profession forward

The ability to learn be tenacious and adapt to changing norms are at the very heart of progress One thing is certain

follow your own passions and take ownership of planning the direction your career will take As HR profes-sionals we must constantly update and enhance our skills and knowledge to keep up with the rapidly changing employment landscape

According to information provided by Durham Regionrsquos Economic Develop-ment and Tourism Office and the 2008 Growth Plan Study[1] the population and job forecasts in the Region are 960000 and 350000 respectively by 2031 Further major investment attrac-tion activities are being carried out in Brazil China Germany and the United States The Regions effort to attract new foreign direct investment is focused on the key sector strengths of the region advanced manufactur-ing agri-business film and television digital technology and smart energy[2] These sectors and their people are constantly innovating enhancing both operations and skill sets through indus-try training academic learning and process analyses

To expand your versatility as an HR professional in our rapidly changing community you should consider enhancing your recruitment skills for the burgeoning business sectors out-lined above You could learn a new language to communicate and engage with the growing ethnic communities in the Durham Region building cultural and business connections while devel-oping job prospects If language is not your strong suit there are a myriad of other ways to get ahead of the curve if you look

ldquoThe future depends on what you do todayrdquomdashMahatma Gandhi

ldquoThe future belongs to those who believe in the beauty of their dreamsrdquomdashEleanor Roosevelt

whatever path you choose there will be challenges Prepare as best you can and actively embrace them relying on yourself and your supporters to come out on top Do not let any barriers stop you from reaching your potential To quote Aristotle ldquoThere is only one way to avoid criticism do nothing say noth-ing and be nothingrdquo

Ernest Ogunleye is Vice President of the HRPA Durham Chapter

[1] wwwdurhamcagrowth plan consultant_reportsGrowthPlan ImplementationStudy_Phase1and2pdf

[2] wwwinvestdurhamca

6 middot Your HR Career

Make Recruitment and Hiring Your Organizationrsquos StrengthLeah Simon

candidates who do not share the same demographic characteristics of the organizationrsquos existing employee pop-ulation Consider placing your adver-tisement broadly and through a variety of different mediums (social media print online employment agencies) to capitalize on this broad market of potential applicants

2 The AdvertisementWatch your language Ensure the description of the job does not directly or indirectly discriminate on the basis of a characteristic protected under the Ontario Human Rights Code For example an advertisement that seeks ldquoyoung energetic customer service representativesrdquo may be found to dis-

The recruitment and hiring process is key to the success of any organization In the context of career development it is also an important component of an effective succession plan Consider the following best practices to enhance the chances of hiring well and avoiding key legal pitfalls

1 RecruitmentHow and where your organization posts a job opening will influence the type of candidates who apply Ontario has a diverse population and a work-force that reflects that diversity can be a significant economic advantage An organization that relies heavily on word-of-mouth referral to fill an open position may inadvertently exclude

criminate against older candidates on the basis of age

Be mindful of your organizationrsquos obli-gation under the Accessibility for Ontarians with Disabilities Act (AODA) Every applicant is entitled to accom-modation during the recruitment selection and hiring process Your job advertisement should outline this com-mitment and how a candidate can access accommodation

3 Interview in PersonExercise the right to meet a candidate in person to explore a range of topics including the candidatersquos related job experience and ability to perform the essential duties of the position How-

Resource Shaping Organizational Excellence middot Winter 2017 middot 7

checked to explore areas such as what former employers think of this can-didate whether she is technically sound professional dedicated and receptive to constructive feedback whether she is a role model for other employees her strengths and weak-nesses why she left her former employment and whether a former employer would rehire this candidate if given the opportunity

And remember contrary to popular belief a prospective employer is not restricted to checking references only with those referees identified by the candidate An employer may check references from any appropriate source

5 Practical TipsWhen hiring a new employee think carefully and critically about the recruit-ment process

bull Ensure the advertisement and any verbal representation about the job comply with the AODA and are free of direct or indirect discrimination

bull Conduct a face-to-face interview

bull Ask questions that help determine whether the candidate has the skills and abilities to perform the position

ever avoid asking questions that would solicit information about the candidatersquos race ancestry place of origin colour ethnic origin citizenship creed sex sexual orientation age record of offences marital status fam-ily status gender identity gender expression or disability The Code prohibits an employer from making a hiring decision on the basis of any of these characteristics Even if a deci-sion not to hire a candidate is made entirely unrelated to one of these pro-tected characteristics the fact the employer gathered this information may expose it to a claim the decision was made illegally

The most effective way to mitigate the risk of a claim of discrimination at the hiring stage is to implement an inter-view questionnaire with standardized criteria against which all candidates are evaluated and retain interview records for all candidates interviewed

4 Check ReferencesSurprising as it may seem many employers do not check references before hiring a new employee Even if a candidate has provided an impres-sive job application and given a great interview references should be

bull Avoid questions that might solicit information about a protected ground under the Code

bull Check references

Leah Simon is a lawyer at Sherrard Kuzz LLP one of Canadarsquos leading employ-ment and labour law firms representing management Her practice is focused on the representation of management in many areas of employment and labour law with particular emphasis on employ-ment law employment agreements policy development and implementation human rights and accommodation and all matters relating to the AODA To learn more and for assistance contact the employment law experts at Sherrard Kuzz LLP at 416-603-0700 (main) and 416-420-0738 (24 hours) or by visiting wwwsherrardkuzzcom

The information contained in this pre-sentationarticle is provided for general information purposes only and does not constitute legal or other profes-sional advice nor does accessing this information create a lawyer-client rela-tionship This presentationarticle is current as of December 2016 and applies only to Ontario Canada or such other laws of Canada as expressly indicated Information about the law is checked for legal accuracy as at the date the presentationarticle is pre-pared but may become outdated as laws or policies change For clarification or for legal or other professional assis-tance please contact Sherrard Kuzz LLP (or other counsel)

Resource Shaping Organizational Excellence middot Winter 2017 middot 7

checked to explore areas such as what former employers think of this can-didate whether she is technically sound professional dedicated and receptive to constructive feedback whether she is a role model for other employees her strengths and weak-nesses why she left her former employment and whether a former employer would rehire this candidate if given the opportunity

And remember contrary to popular belief a prospective employer is not restricted to checking references only with those referees identified by the candidate An employer may check references from any appropriate source

5 Practical TipsWhen hiring a new employee think carefully and critically about the recruit-ment process

bull Ensure the advertisement and any verbal representation about the job comply with the AODA and are free of direct or indirect discrimination

bull Conduct a face-to-face interview

bull Ask questions that help determine whether the candidate has the skills and abilities to perform the position

ever avoid asking questions that would solicit information about the candidatersquos race ancestry place of origin colour ethnic origin citizenship creed sex sexual orientation age record of offences marital status fam-ily status gender identity gender expression or disability The Code prohibits an employer from making a hiring decision on the basis of any of these characteristics Even if a deci-sion not to hire a candidate is made entirely unrelated to one of these pro-tected characteristics the fact the employer gathered this information may expose it to a claim the decision was made illegally

The most effective way to mitigate the risk of a claim of discrimination at the hiring stage is to implement an inter-view questionnaire with standardized criteria against which all candidates are evaluated and retain interview records for all candidates interviewed

4 Check ReferencesSurprising as it may seem many employers do not check references before hiring a new employee Even if a candidate has provided an impres-sive job application and given a great interview references should be

bull Avoid questions that might solicit information about a protected ground under the Code

bull Check references

Leah Simon is a lawyer at Sherrard Kuzz LLP one of Canadarsquos leading employ-ment and labour law firms representing management Her practice is focused on the representation of management in many areas of employment and labour law with particular emphasis on employ-ment law employment agreements policy development and implementation human rights and accommodation and all matters relating to the AODA To learn more and for assistance contact the employment law experts at Sherrard Kuzz LLP at 416-603-0700 (main) and 416-420-0738 (24 hours) or by visiting wwwsherrardkuzzcom

The information contained in this pre-sentationarticle is provided for general information purposes only and does not constitute legal or other profes-sional advice nor does accessing this information create a lawyer-client rela-tionship This presentationarticle is current as of December 2016 and applies only to Ontario Canada or such other laws of Canada as expressly indicated Information about the law is checked for legal accuracy as at the date the presentationarticle is pre-pared but may become outdated as laws or policies change For clarification or for legal or other professional assis-tance please contact Sherrard Kuzz LLP (or other counsel)

8 middot Your HR Career

RM How did you enter into the HR industry

MN My first career was in law administration which was very rewarding but I wanted a career directly interacting with people HR was evolving from traditional roles of the accounting department to focus on workforce strategies I went back to university and studied HR Once I graduated I began my HR career

RM What is the main focus of your current position

MN I am an HR and Business Consultant to a diversified client base of SMEs private and not-for-profit organiza-tions As their HR partner my clients count on me to bring a strategic approach that will meet their future needs and challenges I tend to focus on recruitment and retention strategies talent management succession planning per-formance management and ensuring that my clientsrsquo organizational policies meet current compliance with appli-cable laws and regulations

RM What do you love most about your job

MN My clients and their people for sure The diversity of industries I have the privilege to work with allows me to meet and help people from all walks of life I donrsquot just see one type of client I see how HR planning benefits every type of business small and large from recruitment to policy building

As their HR partner they trust me to bring the changes and HR systems they need to meet current and future oppor-tunities and challenges I feel very much a part of each clientrsquos strategic team and that my expertise skills and knowledge are highly valued In addition with the right communications strategy to their employees about my role with the organization they see the role of HR as bringing positive changes for them and their company

At the Annual Business Meeting in May 2016 Durham Chapter awarded the Lifetime Achievement Award to long-serving chapter member and past President Mary Norton

As the current Chair of the Career Network-ing Group Subcommittee Mary continues her valuable contribution to the members of Durham chapter by leading efforts to assist members in transition with their personal ca-reer goals She brings a wealth of knowledge and skills to these initiatives given her 19+ years as President and Principal Consultant of Almar HRM Services an HR consulting company specializing in strategic recruitment and selection executive coaching and devel-opment in a variety of sectors

Resource Magazine is pleased to feature a spotlight on Mary in this issue We asked her about her own career path as well as per-sonal insights and advice she might have for members looking to take charge and focus on their careers with intention

CAREER SPOTLIGHT MARY NORTON

RM HR is evolving What are the changes that youre most excited about

MN I believe that the people of any organization are its most valuable resource and I am excited about the leadership role HR professionals have in aligning organizations and their people to achieve and sustain business success I am also encouraged to see more businesses and HR professionals recognize and value the contribution they can offer as members of the leadership team in meeting company goals

RM What advice do you have for HR grads or entry-level profes-sionals looking to progress in their careers

MN Leverage your technological strengths and skills which will offer you more flexibility in workplace communication and work arrangements as businesses continue to change Also donrsquot underestimate learning oppor-tunities and career planning by developing a mentoring relationship Just because you have completed your schooling doesnrsquot mean your education is over Learn from the professionals in your industry who can guide you from experience Learning how to apply the principles yoursquove been taught in college is an invaluable bridge between academia and profession Get-ting involved in special projects where possible and on-the-job-training or volunteering are great ways to fast-track your career

RM What do you feel are the main challenges facing HR professionals today and what can they do to manage through them

MN Many businesses are still of the mindset that HR is primarily an administrative and systems processing role HR professionals need to embrace opportunities to step up and demonstrate their leadership qual-ities unique knowledge and contribution they make to their organizationrsquos bottom line and subsequent future success

The perception of HR is changing and as HR professionals we need to not only embrace these changes but also encourage them by taking an active role in the organizations we work for After all HR is at its very core helping organizations compete through people We represent the bridge between competitive advantage and the people that can make that happen

CAREER SPOTLIGHT MARY NORTON

Resource Shaping Organizational Excellence middot Winter 2017 middot 9

By the Numbers

of recruitment profes-sionals now use social media to recruit

new candidates with LinkedIn being the most popular by a wide marginHRPA 2016 Trends Survey bluehrpacaPurchaseProductDetailaspxProduct_code=2e4f6a4e-4b65-e611-be94-00155d320a0d

was the ranking received for ldquoHR Man-agerrdquo in Canadas 100 Best Jobs 2016

wwwcanadianbusinesscomlists-and-rank-ingsbest-jobs2016-top-100-jobs-in-canada

of Ontario Human Resources Manage-ment positions are

situated in Torontowwwjobbankgccareport-engdo area=9219amplang=engampnoc=0112ampaction=finalampregionKeyword=Toronto2COntarioamps=2ampsource=0amptitleKeyword=human+resources+managerreport_tabs_container2

is the average annual growth rate for HR Specialist positions

between 2014 and 2018wwwjobbankgccacontent_pieces-engdocid=10384amplang=eng

is the expected number of candidates who will be available for each

HR Manager job opening in Canada from 2015ndash2024wwwjobbankgccareport-engdoarea=9219amplang=engampnoc=0112ampaction=finalampln=namps=2

75

39th PLACE

50

12

101

RM HR is evolving What are the changes that youre most excited about

MN I believe that the people of any organization are its most valuable resource and I am excited about the leadership role HR professionals have in aligning organizations and their people to achieve and sustain business success I am also encouraged to see more businesses and HR professionals recognize and value the contribution they can offer as members of the leadership team in meeting company goals

RM What advice do you have for HR grads or entry-level profes-sionals looking to progress in their careers

MN Leverage your technological strengths and skills which will offer you more flexibility in workplace communication and work arrangements as businesses continue to change Also donrsquot underestimate learning oppor-tunities and career planning by developing a mentoring relationship Just because you have completed your schooling doesnrsquot mean your education is over Learn from the professionals in your industry who can guide you from experience Learning how to apply the principles yoursquove been taught in college is an invaluable bridge between academia and profession Get-ting involved in special projects where possible and on-the-job-training or volunteering are great ways to fast-track your career

RM What do you feel are the main challenges facing HR professionals today and what can they do to manage through them

MN Many businesses are still of the mindset that HR is primarily an administrative and systems processing role HR professionals need to embrace opportunities to step up and demonstrate their leadership qual-ities unique knowledge and contribution they make to their organizationrsquos bottom line and subsequent future success

The perception of HR is changing and as HR professionals we need to not only embrace these changes but also encourage them by taking an active role in the organizations we work for After all HR is at its very core helping organizations compete through people We represent the bridge between competitive advantage and the people that can make that happen

CAREER SPOTLIGHT MARY NORTON

Resource Shaping Organizational Excellence middot Winter 2017 middot 9

By the Numbers

of recruitment profes-sionals now use social media to recruit

new candidates with LinkedIn being the most popular by a wide marginHRPA 2016 Trends Survey bluehrpacaPurchaseProductDetailaspxProduct_code=2e4f6a4e-4b65-e611-be94-00155d320a0d

was the ranking received for ldquoHR Man-agerrdquo in Canadas 100 Best Jobs 2016

wwwcanadianbusinesscomlists-and-rank-ingsbest-jobs2016-top-100-jobs-in-canada

of Ontario Human Resources Manage-ment positions are

situated in Torontowwwjobbankgccareport-engdo area=9219amplang=engampnoc=0112ampaction=finalampregionKeyword=Toronto2COntarioamps=2ampsource=0amptitleKeyword=human+resources+managerreport_tabs_container2

is the average annual growth rate for HR Specialist positions

between 2014 and 2018wwwjobbankgccacontent_pieces-engdocid=10384amplang=eng

is the expected number of candidates who will be available for each

HR Manager job opening in Canada from 2015ndash2024wwwjobbankgccareport-engdoarea=9219amplang=engampnoc=0112ampaction=finalampln=namps=2

75

39th PLACE

50

12

101

10 middot Your HR Career

Getting your first HR job is tough It may seem like there is always a better candidatemdasha mysterious new graduate with five years of HR experience an applicant with valuable HRIS experience or someone else with skills you have yet to develop Yes the job market is competitive and can leave aspiring HR professionals frustrated and disap-pointed However careers can be launched nowadays when candidates make themselves equally competitive through branding Organizations are increasingly more selective about the employees they want so young professionals need to be strategic about showcasing who they are and what they have to offer on all possible platforms

Applying to hundreds of entry-level roles with only a few tweaks in the keywords of a textbook resume is not the road to success Scripting a cover letter to match a job posting and company mission says nothing about you as an individual or the unique value you can bring As an

Studentrsquos Perspective

Branding Yourself for Job

SuccessJasmin Reville

Resource Shaping Organizational Excellence middot Winter 2017 middot 11

and professional KSAs Upload or discuss relevant school research projects or presentations follow comment on and share content from companies that align with your skills and interests change privacy settings to share impor-tant personal information (past and current location employ-ers check-in events etc) that might appeal to your targeted companies and always be on the lookout for other content that could improve your personal brand

Recruiters are absolutely checking candidatesrsquo online presence so as an aspiring professional you need to go further than addressing the obvious faux pas (taking down inappropriate pictures avoiding profanity correcting spelling mistakes etc) You must strategically utilize information and posts that reflect the valuable brand you bring to the table Outgoing with strong interpersonal skills Post photos of yourself socializing at a networking event Team-oriented with a thought-sharing attitude Make public a picture of your baseball team or a casual study shot with fellow stu-dents in the library Use social media to enhance your personal brand

No one person can be everything or master every skill It is therefore important for students and young professionals to identify their true individual value so that it can be strengthened and utilized to launch them on a promising career path This is the key to building a competitive and inimitable brand recruiters cannot refuse

Jasmin Reville is a fourth-year student at York University and member of the Social Media Subcommittee for the HRPA Durham Chapter

aspiring HR professional you must find a different way to demonstrate that you are a one-of-a-kind brand and then continue to build on the strengths of your brand as it grows

Yoursquove Got SkillsThe first step in the branding process involves defining your knowledge skills and abilities (KSAs) Begin with self-reflection ask current co-workers and managers or attend seminars to assess your strengths and weaknesses Col-lege and university career centres host a number of free workshops on personality and skill assessment often pro-viding these services to students for several years after they graduate Take advantage of these opportunities to better identify your traits and skills to enhance your brand It is essential that you be honest and transparent in this process as it is the foundation of your brand

Align Your Brand with Your Chosen CareerHR is a broad field with many functions and many different methods of performing these functions As a student or new graduate it is important to have a clear sense of your personal character and KSAs so you can target companies and positions that align with them This will increase your chances of landing a job you want and at which you will be successful

This strategic targeting will also help direct how you build on your strengths For example if you excel at research you could build on this skill by working as a research assistant at your school or doing volunteer research for an organization or association that aligns with your targeted companies and positions These efforts will increase your competitiveness while providing tangible experi-ence references and connections to further strengthen your brand

Your Resume and BeyondShowcase your skills and accomplishments widely by tak-ing advantage of the available platforms that suit your person-ality and goals This may include social networks like Facebook Instagram Twitter and Pinterest as well as more professional platforms such as your resume cover letter business cards and LinkedIn account

Maximize the effect of these out-lets to broadcast your personal

12 middot Your HR Career

7 Ways to Achieve Career ExcellenceStacy Brough CHRP

attain them Your leader can support you by providing recommendations aligning you with projects and being a champion for you throughout the process

5 Develop a mentor andor sponsor relationship Work-place mentorship relationships can help you learn how things get done within your organization Having a men-tor is also beneficial for expanding your network building experience and skills that support your career goals and providing you with candid and objective feedback

6 Be open to breadth instead of only upward growth When you think of career development often the first thing that comes to mind is promotion However there are a number of benefits to lateral movements to gain experience and exposure to different areas of your business

7 Be GREAT at your job This means focusing on and excelling at your current role as well as being flexible to work on different things outside of your regular job scope Donrsquot lose yourself in future possibilities and your next progression Leaders evaluate your readiness for future roles based on your performance today

It is never too early or too late to engage in your career devel-opment Take ownership in driving your career to ensure you are headed in the right direction to achieve excellence

Stacy Brough CHRP is Marketing Communications and Com-munity Partnerships Director for the HRPA Durham Chapter

Career development is an important piece of your profes-sional growth It is based on your strengths aspirations and developmental needs While your leaders may support your development and aspirations they will not typically initiate the conversation It needs to be driven by you

Here are seven actions you can take now to take charge of your career development

1 Network Network Network Building relationships and expanding your network is crucial to opening doors and achieving success in your organization The CEO of Gen-eral Motors advised ldquoYou canrsquot build a relationship when you need itrdquo

2 Keep refining your functional expertise Take advantage of your membership with Durham Chapter to constantly engage in professional development activities

3 Read everything Books and articles on HR or your industry are excellent sources to keep current with what is happening and on top of new trends and insights Sub-scribe to e-newsletters so they are waiting in your inbox for when you have time to read them Try to carve out 10 minutes a day or 30 minutes a week to keep up to date

4 Engage your leader Through your organizations per-formance management process and regular touchpoints with your manager share your goals and your plan to

Resource Shaping Organizational Excellence middot Winter 2017 middot 13

Volunteer

Become a chapter member

Join a Board of Directors

Be a public speaker

Share your skills

Give a demonstration

Volunteering to Get Back in the Game

There are times during your career where you may find yourself benched This often causes you to doubt yourself and question your skills and knowl-

edgemdashwhich might have become ineffective and outdated over the years if you have not kept up The longer you sit on the sidelines eyeing the game the stronger your desire to get back into it However what was once a familiar and recognizable playing field now seems intimidating and scary How do you move from bench warmer to player all while feeling like an accepted skillful knowledgeable con-tributor to the team

Similar to when you first entered the job market managing your careermdashand self-doubtmdashat this stage can be daunting Gaining traction in your job search involves building your professional network and keeping your skills relevant A highly effective way to revive your career and prepare you for re-entry is to volunteer with your association

Becoming a chapter volunteer increases your visibility and provides an opportunity to be seen and known by people within your community It also allows you to re-energize old skills and cultivate new ones Whether volunteering through a committee Board of Directors or speaking engagement the potential to enhance vital skills such as verbal com-munication critical thinking and interpersonal relations is conceivably one of the biggest advantages You can be exposed to roles and tasks never previously attempted leading you to discover a skill or ability you never knew you had This in turn may open up new opportunities and prospects related to your objectives and connect you to people who can help you advance your career

Tisha Lorincz CHRL

The Association offers many different ways for HR profes-sionals to get involved such as

bull Charting the direction of the Association and the profes-sion by serving on a chapter Board of Directors

bull Regulating the profession through the work of the Asso-ciations Statutory and Standing Committees and

bull Supporting the HR community through individual con-tribution as a committee member at the local chapter level

Volunteering can do so much to boost your self-confidence and self-esteemmdashespecially helpful for those who have taken a time out from the game And letrsquos not forget the feel good factor of helping other people Additionally vol-unteering can provide an opportunity to face your personal fears and spend time outside your comfort zone where personal and professional growth is most significant

Contributing your time can be a very important part of the career management process no matter what stage you are at It can make you feel more connected to your industry and confirm that your knowledge and skill set are once again on point Through volunteering you may even find yourself in a place in your career that was pre-viously inconceivable Its a fantastic way to recover or revitalize the feeling that you are a valuable team player who is ready to jump back into the game with confidence and determination

Tisha Lorincz CHRL is Professional Development Director for the HRPA Durham Chapter

14 middot Your HR Career

Shifting Careers in the 21st CenturyCatherine Claridge CHRL

Being an HR professional in tran-sition is a challenging prospect We know the job outlook is dire

with the supply of HR talent from post-secondary institutions and immigration outweighing available HR jobs in the province Canadas Job Bank expects this trend to continue through to 2024 (see HR by the Numbers on page 9) so its becoming more important than ever to nurture your networks and lever-age what clout you have to ensure youre always one step ahead when a career shift is imminent

If youve been one of the fortunate ones who have had consistent employment for the past decade or longer youll need a refresher course on how to find a job in the 21st century should you sud-denly find yourself on the receiving end of a severance package Dont wait until that awkward conversation happens with the outplacement company rep in the room Prepare now

Know the GameMany people getting back into the job search game after being employed for

a long period of time dont realize how different the current job application process is compared to just 15 years ago Gone are the days when you could just send your resume by fax or mail to an organization and get a call for an interview shortly thereafter

Applying for jobs online as we com-monly do now is so effortless that recruiters must sift through hundreds of eager applicants for each position they post Not only does it take weeks if not months to get a response your applica-tion is now much harder to find among the throngs of candidates applying to as many jobs as possible whether qualified or not in the hope of getting a call back

Further there is a common misconcep-tion that applying for jobs is simply ldquoa numbers gamerdquomdashthe more jobs you apply to the greater your chances at landing an interview This is actually quite false When submitting an application on a companys career site be selective and focus on the job youre specifically qualified to do

In addition the best jobs are often not advertised and are secured through professional connections so dont spend more than about 10 of your time submitting unsolicited applications

See and Be SeenThe best time to find a job is when you already have one Youre in a bet-ter frame of mind to have productive conversations that flow naturally and dont have any hidden agenda Show up regularly to industry or chapter events to get on the radar Not great at networking Grab a co-worker and attend an event together or find someone in your professional network who does the event circuit and ask them to introduce you to a few people Be courageous and step outside your comfort zone

Serious careerists have a strong profile on LinkedIn and regularly send and accept invitations to connect and expand their networks If you want to be found by recruiters searching for HR talent you are doing yourself a dis-service by not being more visible on this channel The competition is fierce at the time of this writing there were over 31000 people with the words ldquoHuman Resourcesrdquo in their job titles on LinkedIn in the province of Ontario alone Make your profile stand out

However dont rely simply on your online connections While growing this network is beneficial you cant build strong relationshipsmdashor a strong brandmdashfrom behind a computer Enhance your credibility and extend your reach with quality face time

Catherine Claridge is Membership Director for HRPA Durham Chapter and a Senior Talent Acquisition Partner at CIBC

Resource Shaping Organizational Excellence middot Winter 2017 middot 15

OUTSTANDING CHRL AWARDAwarded to a CHRL member who promotes best practices continually enhances the reputation of the profession and has active involvement in the broader community

Award Criteriabull CHRL in good standing with a minimum of 5 years

membership in the HRPA Durham Chapter

bull Received recognitionaward from their place of employ-ment or private practice

bull Demonstrated ongoing commitment and professional development

Submission RequirementsNominations must include a current resume and the sub-mission must address the three criteria above with specific examples supporting each criteria

Award Entitlementsbull Certificate presented by HRPA Durham Chapter Board

of Directors

bull $200 credit toward chapter event passes for the 2017 program year (non-transferable)

bull Inclusion in any editorial coverage on awards

LIFETIME ACHIEVEMENT AWARDAwarded to a senior member of strong personal integrity who demonstrates a positive influence in the HRPA at chap-ter or provincial level contributes to the community at large and advocates excellence in the leadership of HR

Award Criteriabull CHRL or CHRE in good standing with a minimum of 10

years membership with the HRPA Durham Chapter

bull Provided opportunities of professional development and advancement of the HRPA Durham Chapter

bull Served as a committee andor board member in good standing with a minimum of 5 yearsrsquo commitment to the HRPA Durham Chapter

Award Entitlementsbull Certificate presented by HRPA Durham Chapter Board

of Directors

bull Complimentary chapter event passes for the 2017 pro-gram year (non-transferable)

bull Inclusion in any editorial coverage on awards

Submission RequirementsNominations must include a current resume and the sub-mission must address the three criteria above with specific examples supporting each criteria

Nominations are now open and packages are being sent to all active chapter members The deadline for submis-sions is midnight on April 16 2017

Awards will be presented at the Annual Business Meeting held on May 11 2017 at 530 pm

2017 Chapter Awards Are You Getting the Recognition You DeserveHRPA Durham Chapterrsquos Awards amp Recognition Program shines a light on member excellence confers prestige on the recipients and recognizes contributions to the profession the Association and the elevation of the practice of HR management

Have you demonstrated excellence through your dedication to your craft during the past year Are you a volunteer who constantly propels the Association forward or a seasoned business leader in HR Have you helped to promote the HR profession within your community Or do you have a colleague who deserves recognition in any of those areas We want to recognize our members for all their hard work

We are asking for your help in identifying and nominating individuals for these prestigious awards Self-nominations as well as third-party nominations are encouraged

EVENTS GALLERY

December Social

Student Extravaganza

Mental Health Dine amp Learn

Linda Morgan Breakfast

Mental Health Dine amp Learn

December Social

Mental Health Dine amp Learn

Resource Shaping Organizational Excellence middot Winter 2017 middot 11

and professional KSAs Upload or discuss relevant school research projects or presentations follow comment on and share content from companies that align with your skills and interests change privacy settings to share impor-tant personal information (past and current location employ-ers check-in events etc) that might appeal to your targeted companies and always be on the lookout for other content that could improve your personal brand

Recruiters are absolutely checking candidatesrsquo online presence so as an aspiring professional you need to go further than addressing the obvious faux pas (taking down inappropriate pictures avoiding profanity correcting spelling mistakes etc) You must strategically utilize information and posts that reflect the valuable brand you bring to the table Outgoing with strong interpersonal skills Post photos of yourself socializing at a networking event Team-oriented with a thought-sharing attitude Make public a picture of your baseball team or a casual study shot with fellow stu-dents in the library Use social media to enhance your personal brand

No one person can be everything or master every skill It is therefore important for students and young professionals to identify their true individual value so that it can be strengthened and utilized to launch them on a promising career path This is the key to building a competitive and inimitable brand recruiters cannot refuse

Jasmin Reville is a fourth-year student at York University and member of the Social Media Subcommittee for the HRPA Durham Chapter

aspiring HR professional you must find a different way to demonstrate that you are a one-of-a-kind brand and then continue to build on the strengths of your brand as it grows

Yoursquove Got SkillsThe first step in the branding process involves defining your knowledge skills and abilities (KSAs) Begin with self-reflection ask current co-workers and managers or attend seminars to assess your strengths and weaknesses Col-lege and university career centres host a number of free workshops on personality and skill assessment often pro-viding these services to students for several years after they graduate Take advantage of these opportunities to better identify your traits and skills to enhance your brand It is essential that you be honest and transparent in this process as it is the foundation of your brand

Align Your Brand with Your Chosen CareerHR is a broad field with many functions and many different methods of performing these functions As a student or new graduate it is important to have a clear sense of your personal character and KSAs so you can target companies and positions that align with them This will increase your chances of landing a job you want and at which you will be successful

This strategic targeting will also help direct how you build on your strengths For example if you excel at research you could build on this skill by working as a research assistant at your school or doing volunteer research for an organization or association that aligns with your targeted companies and positions These efforts will increase your competitiveness while providing tangible experi-ence references and connections to further strengthen your brand

Your Resume and BeyondShowcase your skills and accomplishments widely by tak-ing advantage of the available platforms that suit your person-ality and goals This may include social networks like Facebook Instagram Twitter and Pinterest as well as more professional platforms such as your resume cover letter business cards and LinkedIn account

Maximize the effect of these out-lets to broadcast your personal

12 middot Your HR Career

7 Ways to Achieve Career ExcellenceStacy Brough CHRP

attain them Your leader can support you by providing recommendations aligning you with projects and being a champion for you throughout the process

5 Develop a mentor andor sponsor relationship Work-place mentorship relationships can help you learn how things get done within your organization Having a men-tor is also beneficial for expanding your network building experience and skills that support your career goals and providing you with candid and objective feedback

6 Be open to breadth instead of only upward growth When you think of career development often the first thing that comes to mind is promotion However there are a number of benefits to lateral movements to gain experience and exposure to different areas of your business

7 Be GREAT at your job This means focusing on and excelling at your current role as well as being flexible to work on different things outside of your regular job scope Donrsquot lose yourself in future possibilities and your next progression Leaders evaluate your readiness for future roles based on your performance today

It is never too early or too late to engage in your career devel-opment Take ownership in driving your career to ensure you are headed in the right direction to achieve excellence

Stacy Brough CHRP is Marketing Communications and Com-munity Partnerships Director for the HRPA Durham Chapter

Career development is an important piece of your profes-sional growth It is based on your strengths aspirations and developmental needs While your leaders may support your development and aspirations they will not typically initiate the conversation It needs to be driven by you

Here are seven actions you can take now to take charge of your career development

1 Network Network Network Building relationships and expanding your network is crucial to opening doors and achieving success in your organization The CEO of Gen-eral Motors advised ldquoYou canrsquot build a relationship when you need itrdquo

2 Keep refining your functional expertise Take advantage of your membership with Durham Chapter to constantly engage in professional development activities

3 Read everything Books and articles on HR or your industry are excellent sources to keep current with what is happening and on top of new trends and insights Sub-scribe to e-newsletters so they are waiting in your inbox for when you have time to read them Try to carve out 10 minutes a day or 30 minutes a week to keep up to date

4 Engage your leader Through your organizations per-formance management process and regular touchpoints with your manager share your goals and your plan to

Resource Shaping Organizational Excellence middot Winter 2017 middot 13

Volunteer

Become a chapter member

Join a Board of Directors

Be a public speaker

Share your skills

Give a demonstration

Volunteering to Get Back in the Game

There are times during your career where you may find yourself benched This often causes you to doubt yourself and question your skills and knowl-

edgemdashwhich might have become ineffective and outdated over the years if you have not kept up The longer you sit on the sidelines eyeing the game the stronger your desire to get back into it However what was once a familiar and recognizable playing field now seems intimidating and scary How do you move from bench warmer to player all while feeling like an accepted skillful knowledgeable con-tributor to the team

Similar to when you first entered the job market managing your careermdashand self-doubtmdashat this stage can be daunting Gaining traction in your job search involves building your professional network and keeping your skills relevant A highly effective way to revive your career and prepare you for re-entry is to volunteer with your association

Becoming a chapter volunteer increases your visibility and provides an opportunity to be seen and known by people within your community It also allows you to re-energize old skills and cultivate new ones Whether volunteering through a committee Board of Directors or speaking engagement the potential to enhance vital skills such as verbal com-munication critical thinking and interpersonal relations is conceivably one of the biggest advantages You can be exposed to roles and tasks never previously attempted leading you to discover a skill or ability you never knew you had This in turn may open up new opportunities and prospects related to your objectives and connect you to people who can help you advance your career

Tisha Lorincz CHRL

The Association offers many different ways for HR profes-sionals to get involved such as

bull Charting the direction of the Association and the profes-sion by serving on a chapter Board of Directors

bull Regulating the profession through the work of the Asso-ciations Statutory and Standing Committees and

bull Supporting the HR community through individual con-tribution as a committee member at the local chapter level

Volunteering can do so much to boost your self-confidence and self-esteemmdashespecially helpful for those who have taken a time out from the game And letrsquos not forget the feel good factor of helping other people Additionally vol-unteering can provide an opportunity to face your personal fears and spend time outside your comfort zone where personal and professional growth is most significant

Contributing your time can be a very important part of the career management process no matter what stage you are at It can make you feel more connected to your industry and confirm that your knowledge and skill set are once again on point Through volunteering you may even find yourself in a place in your career that was pre-viously inconceivable Its a fantastic way to recover or revitalize the feeling that you are a valuable team player who is ready to jump back into the game with confidence and determination

Tisha Lorincz CHRL is Professional Development Director for the HRPA Durham Chapter

14 middot Your HR Career

Shifting Careers in the 21st CenturyCatherine Claridge CHRL

Being an HR professional in tran-sition is a challenging prospect We know the job outlook is dire

with the supply of HR talent from post-secondary institutions and immigration outweighing available HR jobs in the province Canadas Job Bank expects this trend to continue through to 2024 (see HR by the Numbers on page 9) so its becoming more important than ever to nurture your networks and lever-age what clout you have to ensure youre always one step ahead when a career shift is imminent

If youve been one of the fortunate ones who have had consistent employment for the past decade or longer youll need a refresher course on how to find a job in the 21st century should you sud-denly find yourself on the receiving end of a severance package Dont wait until that awkward conversation happens with the outplacement company rep in the room Prepare now

Know the GameMany people getting back into the job search game after being employed for

a long period of time dont realize how different the current job application process is compared to just 15 years ago Gone are the days when you could just send your resume by fax or mail to an organization and get a call for an interview shortly thereafter

Applying for jobs online as we com-monly do now is so effortless that recruiters must sift through hundreds of eager applicants for each position they post Not only does it take weeks if not months to get a response your applica-tion is now much harder to find among the throngs of candidates applying to as many jobs as possible whether qualified or not in the hope of getting a call back

Further there is a common misconcep-tion that applying for jobs is simply ldquoa numbers gamerdquomdashthe more jobs you apply to the greater your chances at landing an interview This is actually quite false When submitting an application on a companys career site be selective and focus on the job youre specifically qualified to do

In addition the best jobs are often not advertised and are secured through professional connections so dont spend more than about 10 of your time submitting unsolicited applications

See and Be SeenThe best time to find a job is when you already have one Youre in a bet-ter frame of mind to have productive conversations that flow naturally and dont have any hidden agenda Show up regularly to industry or chapter events to get on the radar Not great at networking Grab a co-worker and attend an event together or find someone in your professional network who does the event circuit and ask them to introduce you to a few people Be courageous and step outside your comfort zone

Serious careerists have a strong profile on LinkedIn and regularly send and accept invitations to connect and expand their networks If you want to be found by recruiters searching for HR talent you are doing yourself a dis-service by not being more visible on this channel The competition is fierce at the time of this writing there were over 31000 people with the words ldquoHuman Resourcesrdquo in their job titles on LinkedIn in the province of Ontario alone Make your profile stand out

However dont rely simply on your online connections While growing this network is beneficial you cant build strong relationshipsmdashor a strong brandmdashfrom behind a computer Enhance your credibility and extend your reach with quality face time

Catherine Claridge is Membership Director for HRPA Durham Chapter and a Senior Talent Acquisition Partner at CIBC

Resource Shaping Organizational Excellence middot Winter 2017 middot 15

OUTSTANDING CHRL AWARDAwarded to a CHRL member who promotes best practices continually enhances the reputation of the profession and has active involvement in the broader community

Award Criteriabull CHRL in good standing with a minimum of 5 years

membership in the HRPA Durham Chapter

bull Received recognitionaward from their place of employ-ment or private practice

bull Demonstrated ongoing commitment and professional development

Submission RequirementsNominations must include a current resume and the sub-mission must address the three criteria above with specific examples supporting each criteria

Award Entitlementsbull Certificate presented by HRPA Durham Chapter Board

of Directors

bull $200 credit toward chapter event passes for the 2017 program year (non-transferable)

bull Inclusion in any editorial coverage on awards

LIFETIME ACHIEVEMENT AWARDAwarded to a senior member of strong personal integrity who demonstrates a positive influence in the HRPA at chap-ter or provincial level contributes to the community at large and advocates excellence in the leadership of HR

Award Criteriabull CHRL or CHRE in good standing with a minimum of 10

years membership with the HRPA Durham Chapter

bull Provided opportunities of professional development and advancement of the HRPA Durham Chapter

bull Served as a committee andor board member in good standing with a minimum of 5 yearsrsquo commitment to the HRPA Durham Chapter

Award Entitlementsbull Certificate presented by HRPA Durham Chapter Board

of Directors

bull Complimentary chapter event passes for the 2017 pro-gram year (non-transferable)

bull Inclusion in any editorial coverage on awards

Submission RequirementsNominations must include a current resume and the sub-mission must address the three criteria above with specific examples supporting each criteria

Nominations are now open and packages are being sent to all active chapter members The deadline for submis-sions is midnight on April 16 2017

Awards will be presented at the Annual Business Meeting held on May 11 2017 at 530 pm

2017 Chapter Awards Are You Getting the Recognition You DeserveHRPA Durham Chapterrsquos Awards amp Recognition Program shines a light on member excellence confers prestige on the recipients and recognizes contributions to the profession the Association and the elevation of the practice of HR management

Have you demonstrated excellence through your dedication to your craft during the past year Are you a volunteer who constantly propels the Association forward or a seasoned business leader in HR Have you helped to promote the HR profession within your community Or do you have a colleague who deserves recognition in any of those areas We want to recognize our members for all their hard work

We are asking for your help in identifying and nominating individuals for these prestigious awards Self-nominations as well as third-party nominations are encouraged

EVENTS GALLERY

December Social

Student Extravaganza

Mental Health Dine amp Learn

Linda Morgan Breakfast

Mental Health Dine amp Learn

December Social

Mental Health Dine amp Learn

12 middot Your HR Career

7 Ways to Achieve Career ExcellenceStacy Brough CHRP

attain them Your leader can support you by providing recommendations aligning you with projects and being a champion for you throughout the process

5 Develop a mentor andor sponsor relationship Work-place mentorship relationships can help you learn how things get done within your organization Having a men-tor is also beneficial for expanding your network building experience and skills that support your career goals and providing you with candid and objective feedback

6 Be open to breadth instead of only upward growth When you think of career development often the first thing that comes to mind is promotion However there are a number of benefits to lateral movements to gain experience and exposure to different areas of your business

7 Be GREAT at your job This means focusing on and excelling at your current role as well as being flexible to work on different things outside of your regular job scope Donrsquot lose yourself in future possibilities and your next progression Leaders evaluate your readiness for future roles based on your performance today

It is never too early or too late to engage in your career devel-opment Take ownership in driving your career to ensure you are headed in the right direction to achieve excellence

Stacy Brough CHRP is Marketing Communications and Com-munity Partnerships Director for the HRPA Durham Chapter

Career development is an important piece of your profes-sional growth It is based on your strengths aspirations and developmental needs While your leaders may support your development and aspirations they will not typically initiate the conversation It needs to be driven by you

Here are seven actions you can take now to take charge of your career development

1 Network Network Network Building relationships and expanding your network is crucial to opening doors and achieving success in your organization The CEO of Gen-eral Motors advised ldquoYou canrsquot build a relationship when you need itrdquo

2 Keep refining your functional expertise Take advantage of your membership with Durham Chapter to constantly engage in professional development activities

3 Read everything Books and articles on HR or your industry are excellent sources to keep current with what is happening and on top of new trends and insights Sub-scribe to e-newsletters so they are waiting in your inbox for when you have time to read them Try to carve out 10 minutes a day or 30 minutes a week to keep up to date

4 Engage your leader Through your organizations per-formance management process and regular touchpoints with your manager share your goals and your plan to

Resource Shaping Organizational Excellence middot Winter 2017 middot 13

Volunteer

Become a chapter member

Join a Board of Directors

Be a public speaker

Share your skills

Give a demonstration

Volunteering to Get Back in the Game

There are times during your career where you may find yourself benched This often causes you to doubt yourself and question your skills and knowl-

edgemdashwhich might have become ineffective and outdated over the years if you have not kept up The longer you sit on the sidelines eyeing the game the stronger your desire to get back into it However what was once a familiar and recognizable playing field now seems intimidating and scary How do you move from bench warmer to player all while feeling like an accepted skillful knowledgeable con-tributor to the team

Similar to when you first entered the job market managing your careermdashand self-doubtmdashat this stage can be daunting Gaining traction in your job search involves building your professional network and keeping your skills relevant A highly effective way to revive your career and prepare you for re-entry is to volunteer with your association

Becoming a chapter volunteer increases your visibility and provides an opportunity to be seen and known by people within your community It also allows you to re-energize old skills and cultivate new ones Whether volunteering through a committee Board of Directors or speaking engagement the potential to enhance vital skills such as verbal com-munication critical thinking and interpersonal relations is conceivably one of the biggest advantages You can be exposed to roles and tasks never previously attempted leading you to discover a skill or ability you never knew you had This in turn may open up new opportunities and prospects related to your objectives and connect you to people who can help you advance your career

Tisha Lorincz CHRL

The Association offers many different ways for HR profes-sionals to get involved such as

bull Charting the direction of the Association and the profes-sion by serving on a chapter Board of Directors

bull Regulating the profession through the work of the Asso-ciations Statutory and Standing Committees and

bull Supporting the HR community through individual con-tribution as a committee member at the local chapter level

Volunteering can do so much to boost your self-confidence and self-esteemmdashespecially helpful for those who have taken a time out from the game And letrsquos not forget the feel good factor of helping other people Additionally vol-unteering can provide an opportunity to face your personal fears and spend time outside your comfort zone where personal and professional growth is most significant

Contributing your time can be a very important part of the career management process no matter what stage you are at It can make you feel more connected to your industry and confirm that your knowledge and skill set are once again on point Through volunteering you may even find yourself in a place in your career that was pre-viously inconceivable Its a fantastic way to recover or revitalize the feeling that you are a valuable team player who is ready to jump back into the game with confidence and determination

Tisha Lorincz CHRL is Professional Development Director for the HRPA Durham Chapter

14 middot Your HR Career

Shifting Careers in the 21st CenturyCatherine Claridge CHRL

Being an HR professional in tran-sition is a challenging prospect We know the job outlook is dire

with the supply of HR talent from post-secondary institutions and immigration outweighing available HR jobs in the province Canadas Job Bank expects this trend to continue through to 2024 (see HR by the Numbers on page 9) so its becoming more important than ever to nurture your networks and lever-age what clout you have to ensure youre always one step ahead when a career shift is imminent

If youve been one of the fortunate ones who have had consistent employment for the past decade or longer youll need a refresher course on how to find a job in the 21st century should you sud-denly find yourself on the receiving end of a severance package Dont wait until that awkward conversation happens with the outplacement company rep in the room Prepare now

Know the GameMany people getting back into the job search game after being employed for

a long period of time dont realize how different the current job application process is compared to just 15 years ago Gone are the days when you could just send your resume by fax or mail to an organization and get a call for an interview shortly thereafter

Applying for jobs online as we com-monly do now is so effortless that recruiters must sift through hundreds of eager applicants for each position they post Not only does it take weeks if not months to get a response your applica-tion is now much harder to find among the throngs of candidates applying to as many jobs as possible whether qualified or not in the hope of getting a call back

Further there is a common misconcep-tion that applying for jobs is simply ldquoa numbers gamerdquomdashthe more jobs you apply to the greater your chances at landing an interview This is actually quite false When submitting an application on a companys career site be selective and focus on the job youre specifically qualified to do

In addition the best jobs are often not advertised and are secured through professional connections so dont spend more than about 10 of your time submitting unsolicited applications

See and Be SeenThe best time to find a job is when you already have one Youre in a bet-ter frame of mind to have productive conversations that flow naturally and dont have any hidden agenda Show up regularly to industry or chapter events to get on the radar Not great at networking Grab a co-worker and attend an event together or find someone in your professional network who does the event circuit and ask them to introduce you to a few people Be courageous and step outside your comfort zone

Serious careerists have a strong profile on LinkedIn and regularly send and accept invitations to connect and expand their networks If you want to be found by recruiters searching for HR talent you are doing yourself a dis-service by not being more visible on this channel The competition is fierce at the time of this writing there were over 31000 people with the words ldquoHuman Resourcesrdquo in their job titles on LinkedIn in the province of Ontario alone Make your profile stand out

However dont rely simply on your online connections While growing this network is beneficial you cant build strong relationshipsmdashor a strong brandmdashfrom behind a computer Enhance your credibility and extend your reach with quality face time

Catherine Claridge is Membership Director for HRPA Durham Chapter and a Senior Talent Acquisition Partner at CIBC

Resource Shaping Organizational Excellence middot Winter 2017 middot 15

OUTSTANDING CHRL AWARDAwarded to a CHRL member who promotes best practices continually enhances the reputation of the profession and has active involvement in the broader community

Award Criteriabull CHRL in good standing with a minimum of 5 years

membership in the HRPA Durham Chapter

bull Received recognitionaward from their place of employ-ment or private practice

bull Demonstrated ongoing commitment and professional development

Submission RequirementsNominations must include a current resume and the sub-mission must address the three criteria above with specific examples supporting each criteria

Award Entitlementsbull Certificate presented by HRPA Durham Chapter Board

of Directors

bull $200 credit toward chapter event passes for the 2017 program year (non-transferable)

bull Inclusion in any editorial coverage on awards

LIFETIME ACHIEVEMENT AWARDAwarded to a senior member of strong personal integrity who demonstrates a positive influence in the HRPA at chap-ter or provincial level contributes to the community at large and advocates excellence in the leadership of HR

Award Criteriabull CHRL or CHRE in good standing with a minimum of 10

years membership with the HRPA Durham Chapter

bull Provided opportunities of professional development and advancement of the HRPA Durham Chapter

bull Served as a committee andor board member in good standing with a minimum of 5 yearsrsquo commitment to the HRPA Durham Chapter

Award Entitlementsbull Certificate presented by HRPA Durham Chapter Board

of Directors

bull Complimentary chapter event passes for the 2017 pro-gram year (non-transferable)

bull Inclusion in any editorial coverage on awards

Submission RequirementsNominations must include a current resume and the sub-mission must address the three criteria above with specific examples supporting each criteria

Nominations are now open and packages are being sent to all active chapter members The deadline for submis-sions is midnight on April 16 2017

Awards will be presented at the Annual Business Meeting held on May 11 2017 at 530 pm

2017 Chapter Awards Are You Getting the Recognition You DeserveHRPA Durham Chapterrsquos Awards amp Recognition Program shines a light on member excellence confers prestige on the recipients and recognizes contributions to the profession the Association and the elevation of the practice of HR management

Have you demonstrated excellence through your dedication to your craft during the past year Are you a volunteer who constantly propels the Association forward or a seasoned business leader in HR Have you helped to promote the HR profession within your community Or do you have a colleague who deserves recognition in any of those areas We want to recognize our members for all their hard work

We are asking for your help in identifying and nominating individuals for these prestigious awards Self-nominations as well as third-party nominations are encouraged

EVENTS GALLERY

December Social

Student Extravaganza

Mental Health Dine amp Learn

Linda Morgan Breakfast

Mental Health Dine amp Learn

December Social

Mental Health Dine amp Learn

Resource Shaping Organizational Excellence middot Winter 2017 middot 13

Volunteer

Become a chapter member

Join a Board of Directors

Be a public speaker

Share your skills

Give a demonstration

Volunteering to Get Back in the Game

There are times during your career where you may find yourself benched This often causes you to doubt yourself and question your skills and knowl-

edgemdashwhich might have become ineffective and outdated over the years if you have not kept up The longer you sit on the sidelines eyeing the game the stronger your desire to get back into it However what was once a familiar and recognizable playing field now seems intimidating and scary How do you move from bench warmer to player all while feeling like an accepted skillful knowledgeable con-tributor to the team

Similar to when you first entered the job market managing your careermdashand self-doubtmdashat this stage can be daunting Gaining traction in your job search involves building your professional network and keeping your skills relevant A highly effective way to revive your career and prepare you for re-entry is to volunteer with your association

Becoming a chapter volunteer increases your visibility and provides an opportunity to be seen and known by people within your community It also allows you to re-energize old skills and cultivate new ones Whether volunteering through a committee Board of Directors or speaking engagement the potential to enhance vital skills such as verbal com-munication critical thinking and interpersonal relations is conceivably one of the biggest advantages You can be exposed to roles and tasks never previously attempted leading you to discover a skill or ability you never knew you had This in turn may open up new opportunities and prospects related to your objectives and connect you to people who can help you advance your career

Tisha Lorincz CHRL

The Association offers many different ways for HR profes-sionals to get involved such as

bull Charting the direction of the Association and the profes-sion by serving on a chapter Board of Directors

bull Regulating the profession through the work of the Asso-ciations Statutory and Standing Committees and

bull Supporting the HR community through individual con-tribution as a committee member at the local chapter level

Volunteering can do so much to boost your self-confidence and self-esteemmdashespecially helpful for those who have taken a time out from the game And letrsquos not forget the feel good factor of helping other people Additionally vol-unteering can provide an opportunity to face your personal fears and spend time outside your comfort zone where personal and professional growth is most significant

Contributing your time can be a very important part of the career management process no matter what stage you are at It can make you feel more connected to your industry and confirm that your knowledge and skill set are once again on point Through volunteering you may even find yourself in a place in your career that was pre-viously inconceivable Its a fantastic way to recover or revitalize the feeling that you are a valuable team player who is ready to jump back into the game with confidence and determination

Tisha Lorincz CHRL is Professional Development Director for the HRPA Durham Chapter

14 middot Your HR Career

Shifting Careers in the 21st CenturyCatherine Claridge CHRL

Being an HR professional in tran-sition is a challenging prospect We know the job outlook is dire

with the supply of HR talent from post-secondary institutions and immigration outweighing available HR jobs in the province Canadas Job Bank expects this trend to continue through to 2024 (see HR by the Numbers on page 9) so its becoming more important than ever to nurture your networks and lever-age what clout you have to ensure youre always one step ahead when a career shift is imminent

If youve been one of the fortunate ones who have had consistent employment for the past decade or longer youll need a refresher course on how to find a job in the 21st century should you sud-denly find yourself on the receiving end of a severance package Dont wait until that awkward conversation happens with the outplacement company rep in the room Prepare now

Know the GameMany people getting back into the job search game after being employed for

a long period of time dont realize how different the current job application process is compared to just 15 years ago Gone are the days when you could just send your resume by fax or mail to an organization and get a call for an interview shortly thereafter

Applying for jobs online as we com-monly do now is so effortless that recruiters must sift through hundreds of eager applicants for each position they post Not only does it take weeks if not months to get a response your applica-tion is now much harder to find among the throngs of candidates applying to as many jobs as possible whether qualified or not in the hope of getting a call back

Further there is a common misconcep-tion that applying for jobs is simply ldquoa numbers gamerdquomdashthe more jobs you apply to the greater your chances at landing an interview This is actually quite false When submitting an application on a companys career site be selective and focus on the job youre specifically qualified to do

In addition the best jobs are often not advertised and are secured through professional connections so dont spend more than about 10 of your time submitting unsolicited applications

See and Be SeenThe best time to find a job is when you already have one Youre in a bet-ter frame of mind to have productive conversations that flow naturally and dont have any hidden agenda Show up regularly to industry or chapter events to get on the radar Not great at networking Grab a co-worker and attend an event together or find someone in your professional network who does the event circuit and ask them to introduce you to a few people Be courageous and step outside your comfort zone

Serious careerists have a strong profile on LinkedIn and regularly send and accept invitations to connect and expand their networks If you want to be found by recruiters searching for HR talent you are doing yourself a dis-service by not being more visible on this channel The competition is fierce at the time of this writing there were over 31000 people with the words ldquoHuman Resourcesrdquo in their job titles on LinkedIn in the province of Ontario alone Make your profile stand out

However dont rely simply on your online connections While growing this network is beneficial you cant build strong relationshipsmdashor a strong brandmdashfrom behind a computer Enhance your credibility and extend your reach with quality face time

Catherine Claridge is Membership Director for HRPA Durham Chapter and a Senior Talent Acquisition Partner at CIBC

Resource Shaping Organizational Excellence middot Winter 2017 middot 15

OUTSTANDING CHRL AWARDAwarded to a CHRL member who promotes best practices continually enhances the reputation of the profession and has active involvement in the broader community

Award Criteriabull CHRL in good standing with a minimum of 5 years

membership in the HRPA Durham Chapter

bull Received recognitionaward from their place of employ-ment or private practice

bull Demonstrated ongoing commitment and professional development

Submission RequirementsNominations must include a current resume and the sub-mission must address the three criteria above with specific examples supporting each criteria

Award Entitlementsbull Certificate presented by HRPA Durham Chapter Board

of Directors

bull $200 credit toward chapter event passes for the 2017 program year (non-transferable)

bull Inclusion in any editorial coverage on awards

LIFETIME ACHIEVEMENT AWARDAwarded to a senior member of strong personal integrity who demonstrates a positive influence in the HRPA at chap-ter or provincial level contributes to the community at large and advocates excellence in the leadership of HR

Award Criteriabull CHRL or CHRE in good standing with a minimum of 10

years membership with the HRPA Durham Chapter

bull Provided opportunities of professional development and advancement of the HRPA Durham Chapter

bull Served as a committee andor board member in good standing with a minimum of 5 yearsrsquo commitment to the HRPA Durham Chapter

Award Entitlementsbull Certificate presented by HRPA Durham Chapter Board

of Directors

bull Complimentary chapter event passes for the 2017 pro-gram year (non-transferable)

bull Inclusion in any editorial coverage on awards

Submission RequirementsNominations must include a current resume and the sub-mission must address the three criteria above with specific examples supporting each criteria

Nominations are now open and packages are being sent to all active chapter members The deadline for submis-sions is midnight on April 16 2017

Awards will be presented at the Annual Business Meeting held on May 11 2017 at 530 pm

2017 Chapter Awards Are You Getting the Recognition You DeserveHRPA Durham Chapterrsquos Awards amp Recognition Program shines a light on member excellence confers prestige on the recipients and recognizes contributions to the profession the Association and the elevation of the practice of HR management

Have you demonstrated excellence through your dedication to your craft during the past year Are you a volunteer who constantly propels the Association forward or a seasoned business leader in HR Have you helped to promote the HR profession within your community Or do you have a colleague who deserves recognition in any of those areas We want to recognize our members for all their hard work

We are asking for your help in identifying and nominating individuals for these prestigious awards Self-nominations as well as third-party nominations are encouraged

EVENTS GALLERY

December Social

Student Extravaganza

Mental Health Dine amp Learn

Linda Morgan Breakfast

Mental Health Dine amp Learn

December Social

Mental Health Dine amp Learn

14 middot Your HR Career

Shifting Careers in the 21st CenturyCatherine Claridge CHRL

Being an HR professional in tran-sition is a challenging prospect We know the job outlook is dire

with the supply of HR talent from post-secondary institutions and immigration outweighing available HR jobs in the province Canadas Job Bank expects this trend to continue through to 2024 (see HR by the Numbers on page 9) so its becoming more important than ever to nurture your networks and lever-age what clout you have to ensure youre always one step ahead when a career shift is imminent

If youve been one of the fortunate ones who have had consistent employment for the past decade or longer youll need a refresher course on how to find a job in the 21st century should you sud-denly find yourself on the receiving end of a severance package Dont wait until that awkward conversation happens with the outplacement company rep in the room Prepare now

Know the GameMany people getting back into the job search game after being employed for

a long period of time dont realize how different the current job application process is compared to just 15 years ago Gone are the days when you could just send your resume by fax or mail to an organization and get a call for an interview shortly thereafter

Applying for jobs online as we com-monly do now is so effortless that recruiters must sift through hundreds of eager applicants for each position they post Not only does it take weeks if not months to get a response your applica-tion is now much harder to find among the throngs of candidates applying to as many jobs as possible whether qualified or not in the hope of getting a call back

Further there is a common misconcep-tion that applying for jobs is simply ldquoa numbers gamerdquomdashthe more jobs you apply to the greater your chances at landing an interview This is actually quite false When submitting an application on a companys career site be selective and focus on the job youre specifically qualified to do

In addition the best jobs are often not advertised and are secured through professional connections so dont spend more than about 10 of your time submitting unsolicited applications

See and Be SeenThe best time to find a job is when you already have one Youre in a bet-ter frame of mind to have productive conversations that flow naturally and dont have any hidden agenda Show up regularly to industry or chapter events to get on the radar Not great at networking Grab a co-worker and attend an event together or find someone in your professional network who does the event circuit and ask them to introduce you to a few people Be courageous and step outside your comfort zone

Serious careerists have a strong profile on LinkedIn and regularly send and accept invitations to connect and expand their networks If you want to be found by recruiters searching for HR talent you are doing yourself a dis-service by not being more visible on this channel The competition is fierce at the time of this writing there were over 31000 people with the words ldquoHuman Resourcesrdquo in their job titles on LinkedIn in the province of Ontario alone Make your profile stand out

However dont rely simply on your online connections While growing this network is beneficial you cant build strong relationshipsmdashor a strong brandmdashfrom behind a computer Enhance your credibility and extend your reach with quality face time

Catherine Claridge is Membership Director for HRPA Durham Chapter and a Senior Talent Acquisition Partner at CIBC

Resource Shaping Organizational Excellence middot Winter 2017 middot 15

OUTSTANDING CHRL AWARDAwarded to a CHRL member who promotes best practices continually enhances the reputation of the profession and has active involvement in the broader community

Award Criteriabull CHRL in good standing with a minimum of 5 years

membership in the HRPA Durham Chapter

bull Received recognitionaward from their place of employ-ment or private practice

bull Demonstrated ongoing commitment and professional development

Submission RequirementsNominations must include a current resume and the sub-mission must address the three criteria above with specific examples supporting each criteria

Award Entitlementsbull Certificate presented by HRPA Durham Chapter Board

of Directors

bull $200 credit toward chapter event passes for the 2017 program year (non-transferable)

bull Inclusion in any editorial coverage on awards

LIFETIME ACHIEVEMENT AWARDAwarded to a senior member of strong personal integrity who demonstrates a positive influence in the HRPA at chap-ter or provincial level contributes to the community at large and advocates excellence in the leadership of HR

Award Criteriabull CHRL or CHRE in good standing with a minimum of 10

years membership with the HRPA Durham Chapter

bull Provided opportunities of professional development and advancement of the HRPA Durham Chapter

bull Served as a committee andor board member in good standing with a minimum of 5 yearsrsquo commitment to the HRPA Durham Chapter

Award Entitlementsbull Certificate presented by HRPA Durham Chapter Board

of Directors

bull Complimentary chapter event passes for the 2017 pro-gram year (non-transferable)

bull Inclusion in any editorial coverage on awards

Submission RequirementsNominations must include a current resume and the sub-mission must address the three criteria above with specific examples supporting each criteria

Nominations are now open and packages are being sent to all active chapter members The deadline for submis-sions is midnight on April 16 2017

Awards will be presented at the Annual Business Meeting held on May 11 2017 at 530 pm

2017 Chapter Awards Are You Getting the Recognition You DeserveHRPA Durham Chapterrsquos Awards amp Recognition Program shines a light on member excellence confers prestige on the recipients and recognizes contributions to the profession the Association and the elevation of the practice of HR management

Have you demonstrated excellence through your dedication to your craft during the past year Are you a volunteer who constantly propels the Association forward or a seasoned business leader in HR Have you helped to promote the HR profession within your community Or do you have a colleague who deserves recognition in any of those areas We want to recognize our members for all their hard work

We are asking for your help in identifying and nominating individuals for these prestigious awards Self-nominations as well as third-party nominations are encouraged

EVENTS GALLERY

December Social

Student Extravaganza

Mental Health Dine amp Learn

Linda Morgan Breakfast

Mental Health Dine amp Learn

December Social

Mental Health Dine amp Learn

Resource Shaping Organizational Excellence middot Winter 2017 middot 15

OUTSTANDING CHRL AWARDAwarded to a CHRL member who promotes best practices continually enhances the reputation of the profession and has active involvement in the broader community

Award Criteriabull CHRL in good standing with a minimum of 5 years

membership in the HRPA Durham Chapter

bull Received recognitionaward from their place of employ-ment or private practice

bull Demonstrated ongoing commitment and professional development

Submission RequirementsNominations must include a current resume and the sub-mission must address the three criteria above with specific examples supporting each criteria

Award Entitlementsbull Certificate presented by HRPA Durham Chapter Board

of Directors

bull $200 credit toward chapter event passes for the 2017 program year (non-transferable)

bull Inclusion in any editorial coverage on awards

LIFETIME ACHIEVEMENT AWARDAwarded to a senior member of strong personal integrity who demonstrates a positive influence in the HRPA at chap-ter or provincial level contributes to the community at large and advocates excellence in the leadership of HR

Award Criteriabull CHRL or CHRE in good standing with a minimum of 10

years membership with the HRPA Durham Chapter

bull Provided opportunities of professional development and advancement of the HRPA Durham Chapter

bull Served as a committee andor board member in good standing with a minimum of 5 yearsrsquo commitment to the HRPA Durham Chapter

Award Entitlementsbull Certificate presented by HRPA Durham Chapter Board

of Directors

bull Complimentary chapter event passes for the 2017 pro-gram year (non-transferable)

bull Inclusion in any editorial coverage on awards

Submission RequirementsNominations must include a current resume and the sub-mission must address the three criteria above with specific examples supporting each criteria

Nominations are now open and packages are being sent to all active chapter members The deadline for submis-sions is midnight on April 16 2017

Awards will be presented at the Annual Business Meeting held on May 11 2017 at 530 pm

2017 Chapter Awards Are You Getting the Recognition You DeserveHRPA Durham Chapterrsquos Awards amp Recognition Program shines a light on member excellence confers prestige on the recipients and recognizes contributions to the profession the Association and the elevation of the practice of HR management

Have you demonstrated excellence through your dedication to your craft during the past year Are you a volunteer who constantly propels the Association forward or a seasoned business leader in HR Have you helped to promote the HR profession within your community Or do you have a colleague who deserves recognition in any of those areas We want to recognize our members for all their hard work

We are asking for your help in identifying and nominating individuals for these prestigious awards Self-nominations as well as third-party nominations are encouraged

EVENTS GALLERY

December Social

Student Extravaganza

Mental Health Dine amp Learn

Linda Morgan Breakfast

Mental Health Dine amp Learn

December Social

Mental Health Dine amp Learn

EVENTS GALLERY

December Social

Student Extravaganza

Mental Health Dine amp Learn

Linda Morgan Breakfast

Mental Health Dine amp Learn

December Social

Mental Health Dine amp Learn