Dear friends,clshrm.shrm.org/sites/clshrm.shrm.org/files/CLSHRM...raden considers them as his 2 sisters & his brother. I am very good on computers, I tend to pick up directions & processes

Volume 21, Issue 9

September 2015

Be the primary influencer of workplace

policies and practices that benefit our

members and the organizations they

serve;

Build a broad and actively engaged

membership that ensures dissemination of

leading practices to the workplace;

Be the major source for building strong

competence and developing the talent and

leadership of people in our organizations;

and

Ensure a solid financial structure that

permits reinvestment in initiatives and

learning that advances the state of the

profession.

_________________________________

2015 Officers:

President: Jeffrey Ryan

President-Elect: Tiffany Craig

Past President: Tony Murray

Secretary: Brittany Trahan

Treasurer: Alicia Jenkins

VP, Membership: Yalanda Jones

VP, Public Relations: Sarah Sasser

Dear friends,

As we turn the corner toward the end of this year, we have many things going on in CLSHRM.

We are finalizing our plans for our Annual Seminar which will be on October 21 from 9:00 to

3:00 at the Country Inn & Suites. Our main speaker for that event will be Brent Henley who

will be speaking on leadership. We will also have Robert Roux from the Louisiana Workforce

Commission and Vicky Bowers, an attorney from Lafayette. We encourage all of you to

attend and bring someone with you to this event. If you know of someone in HR who

currently is not in our group, the seminar is a great way to introduce them to what we offer.

The day’s speakers will not only be good for us as HR professionals but for anyone in a

leadership position so we encourage you to invite supervisors from your company as well.

We have sent the registration information for the seminar through Constant Contact and

through an e-mail link from the CLSHRM e-mail address. The cost of the seminar is $50 for

CLSHRM members and $65 for all others. If you have any problems accessing the link, please

let a board member know and we can have the information sent to you again.

At our August meeting, we elected the 2016 Board of Directors and I’d like to congratulate

the following people:

President: Tiffany Craig President – Elect: Lori Patrick Secretary: Brittany Trahan Treasurer: Alicia Jenkins VP, Membership: Yalanda Jones VP, Public Relations: Sarah Sasser I look forward to working with this group next year as we continue to try to grow the chapter

and provide a good service to our membership. I want to thank the entire membership for

the response we received in reaching out to you on your interest in serving on the board and

would encourage all of you to look for ways to get involved in the chapter’s business.

Jeffrey Ryan, SPHR, CCP, SHRM-SCP

President

Central Louisiana Society for Human Resource Management 2

I am originally from Calcasieu, LA, but when I was 5, we lost our home to a fire & moved to Lecompte, LA. I lived there for 14 years. We now reside in Alexandria, with our son, 2 dogs, & rabbit.

I have been married to my husband Chris for almost 5 & a half years, we have a 3 year old son, Braden, who keeps us on our toes! I cannot forget about our 3 fur babies: Sadie, our black lab, Fifi, our miniature schnauzer, and Red, our black & white rabbit. Braden considers them as his 2 sisters & his brother.

I am very good on computers, I tend to pick up directions & processes quickly. I listen & will be willing to help in any way possible.

I graduated high school from Bolton High School (Go Bears!) in 2008.

I work for Diamond B Construction Company & have been here for 3 years. I am an HR Technician.

What are your hobbies? Spending time with my husband, son, & our families, fishing, going to the camp at Toledo Bend.

If you could vacation anywhere in the world, where would it be?

Honestly, anywhere that Chris, Braden, & myself could enjoy together. Somewhere that is great for fishing would win the hearts of all of us!

My favorite subject in school was always Math! What do you miss most about being a kid?

Not having the responsibility of being a grown up, being care free for the most part, the friends, the sleepovers & late night talks! My favorite food has to be Mexican! You can never go wrong with chips & salsa! I absolutely hate folding socks! I will do it, but why can’t socks fold themselves? If you could meet anyone dead/alive, who would it be?

I would have loved to meet both of my grandfathers, Charlie Bryant & Floyd Waters. They both passed before I could meet them. I know they are with me at all times & watching me, but meeting them would be a dream come true.

What would you name the autobiography of your life?

It Is What It Is What is your most prized possession?

Our son Braden. If you had 30 minutes to spare, what would you do?

Slow down time, enjoy the little moments with Braden & Chris.

“Mama looked into me & saw something worth believing in, long before I

believed in myself.” - Keion Jackson

Central Louisiana Society for Human Resource Management 3

Trying to hire the best and the brightest candidates—or even the mediocre and the somewhat dim—has been a massive challenge this year, no

matter the size or location of the company. Unfortunately for most recruiters, next year is shaping up to be even tougher as corporate pressure

mounts to attract candidates who match the skill sets most in demand.

While there’s no magic bullet to slay this dragon, there are talent acquisition strategies that are proving to be effective, including taking a new look

at which groups to target as potential sources for high-quality candidates.

“We’ve found that becoming more flexible in what we seek can make a big difference,” said Michael Kannisto, global director of talent acquisition

at New York City-based International Flavors & Fragrances. “We’re looking beyond the obvious options to candidates in adjacent industries and

related functions who have similar skill sets,” and then training those new hires in the specifics of the available jobs, he said.

A willingness to look at younger candidates who will need to grow into a position is another popular option, especially since the U.S. Census

Bureau estimates that the retirement-age population will grow by 38 percent over the next 10 years. “The aging population will drive up demand in

many fields, especially health care, so considering applicants who may be a few years away from what typically is considered a perfect fit for a job

can be a great strategy,” said Kyle Kensing, author of a new CareerCast report on the 10 toughest jobs to fill in 2016.

The fact that rapid technical innovation makes many skills obsolete quickly adds to the need to incorporate lots of on-the-job training, and

reinforces the notion that a candidate’s once-perfectly matched skills may be outdated by his or her first anniversary on the job.

“If you look at a job like information security analyst, hiring is projected to rise by 37 percent over the next six years, according to the U.S. Bureau

of Labor Statistics (BLS), yet the job’s requirements are changing at a rapid pace,” Kensing said. So if a company has a rigid job description for this

position, it’s not accounting for evolution within the job that could happen over just the next few months, he added.

Of course, planning a recruitment strategy well before any specific jobs need to be filled is the smartest strategy, yet one that hasn’t been adopted

widely given the just-in-time nature of many industries.

“Through workforce planning and predictive analytics, it’s really critical to determine ahead of time what your hiring needs will be,” said Kannisto.

“Nursing is a great example: You can look at expected retirements among your staff to start planning recruitment efforts three years before you

need those hires.”

Efforts to recruit upstream by forging relationships beyond traditional college sources also can be effective, he added. Consider creating programs

for high school students, as well as with diversity organizations that work with younger age groups, as a great way to help meet recruiting goals

well beyond next year, Kannisto said.

And for those more worried about the near future, these are the 10 jobs that CareerCast expects will be especially difficult to fill next year due to a

range of reasons, including BLS-projected talent shortages in each field, retirements due to an aging workforce and above-average growth in

demand:

Data Scientist, Electrical Engineer, General and Operations Manager, Home Health Aide, Information Security Analyst, Marketing Manager, Medical

Services Manager, Physical Therapist, Registered Nurse, Software Engineer

By Tony Lee 09/22/2015

Tony Lee is vice president of editorial for SHRM.

Quick Links:

SHRM Online Staffing Management page

The 10 Toughest Jobs to Fill in 2016

If you think recruiting for top candidates has been brutal this year, just wait..but

there are some effective strategies to help.

Central Louisiana Society for Human Resource Management 4

Central Louisiana Society for Human Resource Management 5

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Central Louisiana Society for Human Resource Management 6

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