Your HR Career

WINTER 2017

Resource

Shaping Organizational Excellence

Your HR Career

About This Issue..................................2

7 Ways to Achieve Excellence..........12

President's Message..........................3

Get Back in the Game.......................13

Career Change Management.............4

21st Century Career Shift...................14

Plan Your Replacement.......................6

2017 Chapter Awards.......................15

Career Spotlight: Mary Norton............8

Photo Gallery....................................16

Brand Yourself for Success..............10

2 · Your HR Career

About This Issue Catherine Claridge, CHRL, Editor Shaping Organizational Excellence

Board of Directors PRESIDENT Morgan Kerby VICE PRESIDENT Ernest Ogunleye, Chartered MCIPD MEMBERSHIP DIRECTOR Catherine Claridge, CHRL PROFESSIONAL DEVELOPMENT DIRECTOR Tisha Lorincz, CHRL MARKETING, COMMUNICATIONS AND COMMUNITY PARTNERSHIPS DIRECTOR Stacy Brough, CHRP TREASURER Don Sinclair, CHRL

Resource Magazine - HRPA Durham Chapter Mailing Address: 105 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 reproduced 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: SMillerArt.com

Editing: LynneYryku@gmail.com

Welcome to 2017!

As 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.

You'll read about best practices and strategies to determine the best path for you, how to get started if you've 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 you're a student just starting out in your career and not sure where to begin, we have a piece from a committee member who has experience coaching students to career success.

There really is something for everyone in this season's 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 you'll take advantage of this valuable HRPA member benefit and use it to further your professional goals. Here’s to your success!

Mark Your Calendars!

The 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 7:15 a.m.–10:15 a.m.

• January 26

Mental Health First Aid Certification 6:00 p.m.–9:15 p.m.

• Four-part course:

• February 23

◊ March 23

• March 23

◊ March 30

Career Networking Group

◊ April 6

• February 8 at 10:00 a.m.

◊ April 13

• February 22 at 5:00 p.m.

• March 8 at 10:00 a.m.

Resource: Shaping Organizational Excellence · Winter 2017 · 3

From the President’s Desk:

Plotting Your Personal Career Path Morgan Kerby, President

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 sometimes 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 capabilities and aspirations and the needs of the organization to come up with a plan—getting 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 enduring organizationally and personally, we need to be nimble and resilient, and have our own personal career plan. In today’s work environment, we need to make performance development, continuous learning and transferable skills a top priority.

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 relationships, 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 haven’t already done so, sign up for our Community Mentorship Program at www.hrpa.ca/HRPAChapters/durham/membership/Pages/ Mentorship.aspx.

If you’re just beginning or only a few years in, start with a personal development plan in place. If you’re 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 practitioner 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 ownership of your career and you’ll find that the sky is the limit!

4 · Your HR Career

Managing Your Career in a Rapidly Changing World

Ernest Ogunleye, Vice President

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.

— “Invictus” 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 President, finally ending as a private citizen.

He remained true to himself at great

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

Fortunately, for most of us the challenges we face in our daily lives aren't this drastic—but 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

self-employed or thinking about starting a consulting business? Are you interested 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 Mind Relying on others to plan your career is unrealistic and impractical. You must

If the wind will not serve, take to the oars.

—Latin proverb

Resource: Shaping Organizational Excellence · Winter 2017 · 5

follow your own passions and take ownership of planning the direction your career will take. As HR professionals, 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 Region’s Economic Development and Tourism Office, and the 2008 Growth Plan Study,[1] the population and job forecasts in the Region are 960,000 and 350,000, respectively, by 2031. Further, major investment attraction activities are being carried out in Brazil, China, Germany and the United States. The Region's effort to attract new foreign direct investment is focused on the key sector strengths of the region: advanced manufacturing, 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 industry training, academic learning and process analyses.

“The future depends on what you do today.”

—Mahatma Gandhi

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 outlined 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 developing 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.

“The future belongs to those who believe in the beauty of their dreams.”

—Eleanor Roosevelt

Growing Yourself and Your Profession Members of the HRPA actively participate in professional development events and seminars to increase relevant knowledge and grow their networks. The wide range of programs and services provided by the Association 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:

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, “There is only one way to avoid criticism: do nothing, say nothing, and be nothing.”

Ernest Ogunleye is Vice President of the HRPA Durham Chapter.

[1] www.durham.ca/growth plan/ consultant_reports/GrowthPlan ImplementationStudy_Phase1and2.pdf [2] www.investdurham.ca

6 · Your HR Career

Make Recruitment and Hiring Your Organization’s Strength Leah Simon

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. Recruitment How and where your organization posts a job opening will influence the type of candidates who apply. Ontario has a diverse population and a workforce 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

candidates who do not share the same demographic characteristics of the organization’s existing employee population. Consider placing your advertisement 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 Advertisement Watch 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 “young, energetic customer service representatives” may be found to dis-

criminate against older candidates on the basis of age.

Be mindful of your organization’s obligation under the Accessibility for Ontarians with Disabilities Act (AODA).

Every applicant is entitled to accommodation during the recruitment, selection and hiring process. Your job advertisement should outline this commitment and how a candidate can access accommodation.

3. Interview in Person Exercise the right to meet a candidate in person to explore a range of topics including the candidate’s related job experience and ability to perform the essential duties of the position. How-

Resource: Shaping Organizational Excellence · Winter 2017 · 7

ever, avoid asking questions that would solicit information about the candidate’s race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offences, marital status, family 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 decision not to hire a candidate is made entirely unrelated to one of these protected 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 interview questionnaire with standardized criteria against which all candidates are evaluated and retain interview records for all candidates interviewed.

4. Check References Surprising as it may seem, many employers do not check references before hiring a new employee. Even if a candidate has provided an impressive job application and given a great interview, references should be

checked to explore areas such as what former employers think of this candidate; whether she is technically sound, professional, dedicated and receptive to constructive feedback; whether she is a role model for other employees; her strengths and weaknesses; 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 Tips When hiring a new employee think carefully and critically about the recruitment process: • Ensure the advertisement and any verbal representation about the job comply with the AODA and are free of direct or indirect discrimination.

• Conduct a face-to-face interview.

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

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

• Check references.

Leah Simon is a lawyer at Sherrard Kuzz LLP, one of Canada’s leading employment 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 employment 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 www.sherrardkuzz.com.

The information contained in this presentation/article is provided for general information purposes only and does not constitute legal or other professional advice, nor does accessing this information create a lawyer-client relationship. This presentation/article 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 presentation/article is prepared, but may become outdated as laws or policies change. For clarification or for legal or other professional assistance, please contact Sherrard Kuzz LLP (or other counsel).

8 · Your HR Career

CAREER SPOTLIGHT

RM: How did you enter into the HR industry?

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 Networking Group Subcommittee, Mary continues her valuable contribution to the members of Durham chapter by leading efforts to assist members in transition with their personal career 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 development 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 personal insights and advice she might have for members looking to take charge and focus on their careers with intention.

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 organizations. 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, performance management, and ensuring that my clients’ organizational policies meet current compliance with applicable 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 don’t 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 opportunities and challenges. I feel very much a part of each client’s 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.

Resource: Shaping Organizational Excellence · Winter 2017 · 9

T: MARY NORTON

By the Numbers

75%

of recruitment professionals now use social media to recruit

new candidates, with LinkedIn being the most popular by a wide margin.

RM: HR is evolving. What are the changes that you're 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 professionals 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, don’t underestimate learning opportunities and career planning by developing a mentoring relationship. Just because you have completed your schooling doesn’t mean your education is over. Learn from the professionals in your industry who can guide you from experience. Learning how to apply the principles you’ve been taught in college is an invaluable bridge between academia and profession. Getting 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 qualities, unique knowledge and contribution they make to their organization’s 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.

HRPA 2016 Trends Survey: blue.hrpa.ca/ Purchase/ProductDetail.aspx?Product_ code=2e4f6a4e-4b65-e611-be9400155d320a0d

39

th

was

the

ranking

received for “HR Manager” in Canada's 100

PLACE

Best Jobs 2016.

www.canadianbusiness.com/lists-and-rankings/best-jobs/2016-top-100-jobs-in-canada/

50%

of Ontario Human Resources Management positions are

situated in Toronto. www.jobbank.gc.ca/report-eng.do area=921 9&lang=eng&noc=0112&action=final&regio nKeyword=Toronto%2COntario&s=2&sourc e=0&titleKeyword=human+resources+man ager#report_tabs_container2

1.2%

is the average annual growth rate for HR Specialist positions

between 2014 and 2018. www.jobbank.gc.ca/content_pieces-eng. do?cid=10384&lang=eng

1.01

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

HR Manager job opening in Canada from 2015–2024. www.jobbank.gc.ca/report-eng.do?area=9219 &lang=eng&noc=0112&action=final&ln=n&s=2

10 · Your HR Career

Student’s Perspective:

Branding Yourself for Job Success Jasmin Reville

Getting your first HR job is tough. It may seem like there is always a better candidate—a 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 disappointed. 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

Resource: Shaping Organizational Excellence · Winter 2017 · 11

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.

You’ve Got Skills The first step in the branding process involves defining your knowledge, skills and abilities (KSAs). Begin with selfreflection, ask current co-workers and managers, or attend seminars to assess your strengths and weaknesses. College and university career centres host a number of free workshops on personality and skill assessment, often providing 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 Career HR 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 experience, references and connections to further strengthen your brand.

Your Resume and Beyond Showcase your skills and accomplishments widely by taking advantage of the available platforms that suit your personality 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 outlets to broadcast your personal

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 important personal information (past and current location, employers, 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 candidates’ 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 students 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.

12 · Your HR Career

7 Ways to Achieve Career Excellence Stacy Brough, CHRP

Career development is an important piece of your professional 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 General Motors advised, “You can’t build a relationship when you need it.”

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. Subscribe 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 organization's performance management process and regular touchpoints with your manager, share your goals and your plan to

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 and/or sponsor relationship. Workplace mentorship relationships can help you learn how things get done within your organization. Having a mentor 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.

Don’t 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 development. 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 Community Partnerships Director for the HRPA Durham Chapter.

Resource: Shaping Organizational Excellence · Winter 2017 · 13

Volunteering to Get Back in the Game Volunteer

Tisha Lorincz, CHRL

Jo in a B oa rd of D irec to rs

Bec ome a ch a p te r mem

be r

Gi ve a de mon st rati on

Be a public sp ea ke r

Share your skills

T

here are times during your career where you may find yourself "benched". This often causes you to doubt yourself, and question your skills and knowledge—which 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 contributor to the team?

Similar to when you first entered the job market, managing your career—and self-doubt—at 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 reentry 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 communication, 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.

The Association offers many different ways for HR professionals to get involved, such as: • Charting the direction of the Association and the profession by serving on a chapter Board of Directors; • Regulating the profession through the work of the Association's Statutory and Standing Committees; and • Supporting the HR community through individual contribution as a committee member at the local chapter level.

Volunteering can do so much to boost your self-confidence and self-esteem—especially helpful for those who have taken a "time out" from the game. And let’s not forget the "feel good" factor of helping other people! Additionally, volunteering 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 previously inconceivable. It's 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 · Your HR Career

Shifting Careers in the 21st Century Catherine Claridge, CHRL

In addition, the best jobs are often not advertised and are secured through professional connections, so don't spend more than about 10% of your time submitting unsolicited applications.

See and Be Seen

B

eing an HR professional in transition is a challenging prospect.

We know the job outlook is dire, with the supply of HR talent from postsecondary institutions and immigration outweighing available HR jobs in the province. Canada's Job Bank expects this trend to continue through to 2024 (see HR by the Numbers on page 9), so it's becoming more important than ever to nurture your networks and leverage what clout you have to ensure you're always one step ahead when a career shift is imminent.

If you've been one of the fortunate ones who have had consistent employment for the past decade or longer, you'll need a refresher course on how to find a job in the 21st century should you suddenly find yourself on the receiving end of a severance package. Don't wait until that awkward conversation happens with the outplacement company rep in the room. Prepare now.

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

a long period of time don't 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 commonly 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 application 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 misconception that applying for jobs is simply “a numbers game”—the more jobs you apply to, the greater your chances at landing an interview. This is actually quite false. When submitting an application on a company's career site, be selective and focus on the job you're specifically qualified to do.

The best time to find a job is when you already have one. You're in a better frame of mind to have productive conversations that flow naturally and don't 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 disservice by not being more visible on this channel. The competition is fierce: at the time of this writing there were over 31,000 people with the words “Human Resources” in their job titles on LinkedIn in the province of Ontario alone. Make your profile stand out!

However, don't rely simply on your online connections. While growing this network is beneficial, you can't build strong relationships—or a strong brand—from 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 · Winter 2017 · 15

2017 Chapter Awards:

Are You Getting the Recognition You Deserve?

HRPA Durham Chapter’s Awards & 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.

OUTSTANDING CHRL AWARD

LIFETIME ACHIEVEMENT AWARD

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

Awarded to a senior member of strong personal integrity who demonstrates a positive influence in the HRPA at chapter or provincial level, contributes to the community at large, and advocates excellence in the leadership of HR.

Award Criteria • CHRL in good standing with a minimum of 5 years' membership in the HRPA Durham Chapter; • Received recognition/award from their place of employment or private practice; • Demonstrated ongoing commitment and professional development.

Submission Requirements Nominations must include a current resume and the submission must address the three criteria above with specific examples supporting each criteria.

Award Entitlements

Award Criteria • CHRL or CHRE in good standing with a minimum of 10 years' membership with the HRPA Durham Chapter; • Provided opportunities of professional development and advancement of the HRPA Durham Chapter; • Served as a committee and/or board member in good standing with a minimum of 5 years’ commitment to the HRPA Durham Chapter.

Award Entitlements • Certificate presented by HRPA Durham Chapter Board of Directors

• Certificate presented by HRPA Durham Chapter Board of Directors

• Complimentary chapter event passes for the 2017 program year (non-transferable)

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

• Inclusion in any editorial coverage on awards

• Inclusion in any editorial coverage on awards

Submission Requirements Nominations must include a current resume and the submission 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 submissions is midnight on April 16, 2017.

Awards will be presented at the Annual Business Meeting held on May 11, 2017, at 5:30 p.m.

EVENTS GALLERY

December Social

December Social

Student Extravaganza

Linda Morgan Breakfast

Mental Health Dine & Learn

Mental Health Dine & Learn

Mental Health Dine & Learn