Launching Your Career In HIS Name HR

Internships: Your Ticket in the Door

Launching Your Career

Jackson was a high school senior, working a part-time job at McDonald’s. During his spare time, he took an interest in video editing and 3D animation. He spent hours learning and perfecting his work on the computer, and his efforts eventually paid off.  He knew he wanted to pursue a career in the field and began networking with friends. A neighbor saw his work and was impressed. He reached out to Jackson and connected him with a friend’s commercial ad agency in a nearby city. Jackson sent his work off to the company, and they were impressed as well. The summer after his graduation, they invited Jackson to intern at the company. The pay? A few bucks of gas money to cover the 45-minute commute. Jackson jumped on the opportunity, keeping his burger flipping job in the meantime.

            Jackson’s time at the company proved invaluable. After a couple months, his work caught the eye of his superiors, and they bumped him up to $10 an hour. He still wasn’t making the big bucks, but the experience was priceless. A few more months into his internship, the company offered to hire him full time and give him a regular salary. Jackson happily accepted the offer and quit his McDonald’s job at last. He stayed on with the company for several more years, eventually working his way up.  What began as a small internship paying only a few bucks for gas turned out to be a life-changing career opportunity.

            Students like Jackson are not unique. According to studies by the National Association of Colleges and Employers, otherwise known as NACE, 60 percent of students from classes of 2013 to 2017 partook in some sort of internship, with that number growing every year. Employers see internships as a win/win for both parties, with employers being able to scope out prospective employees and interns gaining valuable experience before or right after college. A few other interesting statistics:

            *Interns are nearly twice as likely to land a full-time job versus those who do not intern.

            *68 % of interns land a full time job offer after completing their internship.

            *60 % of internships are paid.

            *The average paid intern makes approximately $20 an hour.

            *Tech and banking internships are among some of the highest paying positions.

            *Employers seeking interns value communication skills, teamwork and critical thinking skills.

            *The average starting salary for a paid intern is $60,000 a year versus $40,000 a year for non-paid interns.

            *Tech and political internships are most likely to result in a full-time hired position.

            So just where did the concept of internships originate from? According to Melissa Snell, a Medieval History Expert, formal college internship programs started back in the Middle Ages. Around the 11th century, the craft Guild System began. Within a formal arrangement, students could train in hands-on, practical ways with craftsmen, tradesmen, artisans and masters. They could increase their skills until they became proficient in the trade of field study and then officially enter the local guild for their trade. They rarely had a choice of the craft they apprenticed in. The wealthier the family, the more likely one was to get into a prestigious and influential guild.

Many apprentices went on to pursue other professions and became highly important in our country. Notable figures include George Washington, Thomas Jefferson, Benjamin Franklin and Paul Revere. Washington was trained as a surveyor, Jefferson as a law apprentice, Franklin as a printer and Revere as a silversmith.

Medical internships became common as the scientific revolution required more expertise and practical knowledge at the start of the 20th century. Professional formal education came along to meet the demands of the 19th century industrialization boom. The first U.S. academic internship began in 1906 at the Accounting Department at the University of Cincinnati. By 1937, the National Apprenticeship Act was passed, leading the Department of Labor to formulate and promote the furtherance of labor necessary to safeguard the welfare of apprentices.

So just what is the major difference between apprenticeships and internships? Generally, apprenticeships involve in-depth learning, training and practical experience usually for a timeframe of several years for someone who has a commitment to a specific trade. An example might be a journeyman studying to become an electrician. Internships, on the other hand, tend to consist of much shorter durations and focus more on gaining a general knowledge and breadth of experience in a certain field.

Many college students desire internships but don’t know where to begin. Some believe they don’t have enough time in their already busy schedule to squeeze in one more thing. Others feel intimidated because they lack experience in the field. Some simply don’t know where to begin seeking out one. If this is you, don’t sweat it!  Start by speaking with your college guidance counselor about potential opportunities, or network with your favorite professor. You’d be surprised by the resources they may have to offer. Consider reaching out to local companies you’re interested in. Don’t worry if you don’t have any experience. They know this. Show enthusiasm and display a strong work ethic, and you’ll soon impress them. Don’t be afraid to network at the company you intern for. You never know what sort of lasting connections you might make while grabbing a coffee or donut in the break room. Be professional, dress to impress, and be prompt, reliable and eager. While you might not find yourself making the big bucks, consider it a win if you bring home even a small paycheck while advancing your knowledge in your field of study. And if you’re feeling crunched for time? Consider a summer internships when you’re home from college on break. It’s the perfect time to hone your skills. Like Jackson, you just might find yourself landing the job of your dreams!

For more on paid and unpaid internships, check out College to Career today!


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Kingdom Investing

Exploring Kingdom Investing: Innovest Portfolio Solutions

In today’s tumultuous economic situation, Christians can struggle to navigate financial complexities and challenges. The prevailing global obstacles, ranging from shifts in politics to economic instability and social unrest, are impossible to ignore. 

Uncertainty seems to loom everywhere. Many Christians are seeking solutions, to stay true to their values in a culture that contradicts their deeply held beliefs. Many want to use their dollars and invest their dollars in a biblically-responsible way. 

While many organizations advise and manage money for Christians, nearly all have conflicting cultures and values and happily do business with organizations that are in direct conflict with the Kingdom. In addition, they sponsor and donate to nonprofit entities that are antithetical to Jesus’ teachings. 

When it comes to selecting an investment consultant, there are many choices, but one firm that stands out is Innovest Portfolio Solutions. Founded 27 years ago, by two devout Christians, Innovest is guided by Christian values still today. Innovest has a deep understanding and expertise in working with Christian organizations including nonprofits and retirement plans. Innovest also offers services for individuals, families, and family offices that want to invest in a biblically-responsible way. 

Let us explore this unique company and discover the power of kingdom investing with values backed by the Christian faith!

After gaining years of Wall Street experience, co-founders, Richard Todd, and Wendy Dominguez, established  Innovest as one of the first fee-only investment consulting firms in their region. Their goal? To eliminate conflicts of interest and create investment solutions that serve the best interests of their clients. 

Innovest is truly one of a kind thanks to their mission of stewardship. Innovest strives to serve, not be served. Innovest honors God in everything they do, and they are dedicated to the Kingdom. 

But what truly sets Innovest apart is their skill and expertise in constructing portfolios that are congruent with Christian beliefs. 

Kingdom investing is very important to our clients like you! That is why we are so confident about Innovest’s approach. Their mission is a true example of a Christian-based business changing the industry and people’s lives in the process. Their dedication to custom portfolio solutions, fiduciary guidance, and uncommon service is unparalleled in the industry. 

While the world seems to crumble around us, Innovest remains a beacon of faith that clients can return to over and over, just like a trusted friend. For those investors, like you, who want to promote their faith, and not the world, Innovest may be just the perfect solution.

We sat down with CEO and Principal Rich Todd to talk about this amazing organization. We think you will be impressed by what he had to say!

Mark: It is wonderful to meet with you today, Rich. It is truly amazing what your organization has been able to accomplish since its inception. Can you tell us why you exist and share a little about why you began this company?

Rich: Thanks for having me, Mark. My co-founder, Wendy Dominguez and I started Innovest 27 years ago because we were tired of the conflicts of interest on Wall Street. It got to a point where we were told to look out for shareholder interests over client interests and we did not think that was right for the client. We started Innovest, an investment consulting firm, with 25 clients and a mission of stewardship, putting our clients’ interests first. Today we consult to more than 300 clients and advise on close to $50 billion, including a large number of faith based organizations.

Mark: Rich, what a great story. It seems God has really inspired you. So, with that being said, what sectors do you invest in? Or if it is easier to describe, what sectors does your firm avoid? 

Rich: We help our faith-based clients build biblically-responsible portfolios using products, managers, and strategies. We recognize there is a spectrum when screening out sin stocks, and different Christian organizations may have different goals. Some may want to eliminate all funds that invest in abortion, pornography, or alcohol, and some may just want to focus on earning the highest return possible and not screen at all. We help our clients identify where they fall on the spectrum. 

Once we understand a client’s goals, Innovest utilizes our vast experience in finding and monitoring managers that invest in publicly traded companies according to preferred biblical criteria. We help fiduciaries assess and carefully implement a biblically-responsible investment agenda to ensure that any investing they initiate or contemplate does not violate their governing regulations or their fiduciary responsibilities. Christians are challenged to build biblically-responsible portfolios while maintaining prudent diversification and high-quality managers. In fact, Innovest goes a step further and monitors the fund manager’s adherence to biblically-responsible investing. We have reached out to all our fund managers and have included their responses specific to Christian based biblically-responsible investment policies in our manager database.

It was through our extensive due diligence, asking values alignment questions, that we uncovered a fund manager was taking Christian client fees and donating them to Planned Parenthood. We asked them why they work with so many Christian organizations, and they said that Christians are backwards and through their work with those in the church, they hope to influence them.

Mark: We noticed while researching your organization that you have been able to grow in a relatively short period of time. Our readers are nationwide – primarily Christians in the marketplace, higher education, and those in pastoral or ministry careers. Can you share with them how you have been able to expand so quickly? What would you say is the key to your success?

Culture Is Important In HIS Name HR LLC

Rich: Our culture is our key to our success. Peter Drucker said, “culture eats strategy for breakfast.” Our culture is our secret sauce. We have a Christian culture at Innovest. We are stewards to our employees, clients, and community, including the Kingdom of God. We strive to serve, not to be served, and as a result, our people flourish. Our professionals see their work as a vocation where there are no boundaries between Sundays and Mondays, allowing for an integrated life. They understand that they represent Innovest at all times. While this may sound onerous, Innovest has won “Best Places to Work” nearly every year. While we care about intellect, education, and experience, none of those trump character. We thoroughly evaluate the character of each potential Innovest candidate.

At Innovest, we “give back” to our community monetarily and actively with our time. Each month, we volunteer for the less fortunate. Our team members have invested in the community by feeding the poor, painting houses for the elderly, giving comfort to those on the street, and donating school supplies, among others. We tithe 1% of our Innovest revenue.

Faith-based organizations seek us out because of our values, our reputation as a character-first firm, our expertise at building biblically-responsible portfolios, our thorough due diligence, not only of investment strategies, but also of fund providers, and our “fee-only” approach. We work as a team, implementing a consistent process for all clients to deliver nothing short of our best.

Mark: Rich, if an employer like a Christian primary school wanted to use your firm in managing its 401(k) plan, is that something your firm could do directly? Or would they need to choose a broker to work with? 

Rich: Yes. We can help any Christian organization with managing their 401(k) and/or 403(b) plans. For instance, we currently work with Focus on the Family and other organizations such as colleges and universities, churches, and dioceses. 

There is no need for an organization to work with a broker, they are conflicted, and they are not fiduciaries – meaning they are not legally bound to act solely in the best interests of their clients. We are a consultant and a co-fiduciary; we will act in the best interest of the organization. We will ensure the organization is offering a quality retirement plan for their participants. As part of our retirement plan services, we will analyze the goals and objectives of the plan, design a thoughtful participant friendly menu, and assist in creating an education strategy. In addition, we will mitigate fiduciary risk to the plan sponsor. 

Mark: Are there any sectors your firm invests in that the average investor is unaware of but should know about?

Rich: Yes. Alternative investments can be a great way to further diversify a portfolio, especially for long term assets. Examples of alternative investments include private debt, private equity, and real assets. Alternative investments have a lower correlation than equities and bonds; therefore, they can help portfolios withstand volatility in the markets. In 2022 when equity and bond markets were down, Innovest had reduced exposure to fixed income and increased exposure to real assets like timberland, farmland, and infrastructure. These all work well with a biblically aligned portfolio.

Mark: What advice would you give to smaller employers? We have many smaller organizations with 10-40 employees that are looking for retirement plan help and investing help.

Rich: Offering a retirement plan can be a challenge for smaller employers. We are in conversations with a Christian membership association about creating a MEP, a  multiple employer plan. A MEP allows multiple businesses to participate in a qualified retirement plan. They benefit from economies of scale in pricing and minimize their fiduciary liability. Furthermore, a MEP removes the administration burden so employers can focus on running their organization. We recently implemented a MEP with Catholic Benefits Association, and we are exploring the same solution with an association that serves evangelical organizations. A MEP can be a great resource for smaller organizations. We welcome any opportunity to speak with smaller organizations to help them find a retirement plan solution. 

Mark: Do you have a specific success story to share with readers? Perhaps an individual or organization that used your firm and achieved kingdom-minded results while also achieving financial success?

Rich: We recently started working with a Christian university.  The reason that they chose to work with us is because of our Christian values alignment, great reputation, and 27 years of experience.  Their previous consultant did not share the same values as the university.  They told them that their portfolio was aligned with their Christian values, but as we started analyzing the portfolio, we recognized that their portfolio wasn’t what they were promised. We started to implement high quality Christian products, managers, and strategies into their portfolio. 

Mark: What is the best way to have an interested person contact you for kingdom investment services for their employees?

Rich: They can reach out to me at or my colleague, Sarah Newman, Vice President, at and we can set up a call. My cell is 720-586-6353.


Concerned about the HR programs at your organization? The benefits of having a trusted partner to guide you and your team to excellence are invaluable. Contact us today. You—and your employees—will be glad you did.

Rise with us by implementing our high-performance remote human-resource programs to help find great people! E-mail us here.

Mark A. Griffin is president and founder of In HIS Name HR LLC. Connect with him on LinkedIn and Twitter

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The Resume Your Ticket to an Interview In HIS Name HR LLC

The Résumé: Your Golden Ticket to an Interview

The Résumé: Your Ticket to an Interview

Imagine you have a friend who wants to set you up with their friend on a date. Naturally, before meeting them for coffee, you want to know a bit more about this mystery person.
“What are they like?” you ask your friend.

Your friend begins to describe their personality, hobbies, physical characteristics, and background. To your pleasant surprise, it seems you might have a few things in common. Like you, they love pickleball, sunset walks on the beach, sushi, dogs, old movies, and surfing. Oh, and they have a quirky sense of humor. At this, you are sold.  You picture yourself eating California rolls and watching The Office together, discussing rescue dogs and the best surfing spots.

“I’m game,” you tell your friend. “Set me up!”

A resume is much like this – an introduction to someone who is unfamiliar with the employer. The resume is a window into your professional life, a chance for employers to catch a glimpse of your accomplishments and abilities. In short, a resume is a chance for you to sell yourself. It is your presentation to the world, your way of saying, “This is who I am and this is why you should hire me!” To an employers who has never met you, you are merely a name on a piece of paper. A well-written resume is a ticket in the door, a chance at an interview that could lead to an employment offer. This is why it is so crucial to create a flawless resume as you enter the career world.

Understandably, many college students often find resume writing especially challenging. They may feel that their part-time job experience is not relevant to their desired field or that they are inadequate against the competition. But the good news is, a carefully crafted resume is not difficult to compose!

So just where did the idea of a resume come from? The word resume comes from the French language; it means “to summarize the past.” Some claim that Leonardo De Vinci should be credited for creating the very first resume. In 1482, De Vinci wrote the Duke of Milan, explaining his qualifications. In his letter, he was able to carefully address the Duke’s most pressing needs, which at the time were military advantages and fame. An excerpt from the letter reads:

“Most Illustrious Lord, having now sufficiently considered the specimens of all those who proclaim themselves skilled contrivers of instruments of war, and that the invention and operation of the said instruments are nothing different from those in common use, I shall endeavor, without prejudice to anyone else, to explain myself to your Excellency…”
This might bring a chuckle, as it’s hard to imagine addressing any future employer as “Most Illustrious Lord.” But De Vinci was not alone in his endeavors. Many others followed suit, penning introduction letters to solidify their credibility.

The notion of a resume continued to morph over time. In the 1940s, resumes sounded more like personal ads, as they included education, qualifications and details that would be considered illegal for hiring a candidate today, such as religion, height, weight, marital status, and age. By the 1950s, resumes were an expected document for employment seekers, and all were typed on a manual typewriter by a woman. In the 1980s, Microsoft Word came along, as did personal computers, changing the working landscape forever. The revolution of the Internet and social media soon followed, allowing people to post resumes online. Today,, a leading online resume help blog, states that roughly 100 million resumes are sent each year.

According to Dr. John Sullivan, an internationally known thought-leader from the Silicon Valley, most recruiters spend just sixseconds looking at each resume. Yikes! That’s just measly seconds to WOW your future employer and make a lasting impression!
So just what makes a great resume? Here are a few dos and don’ts.

To begin, DO be honest. A staggering amount of people falsify information on their resume. In August 2014, reported that 58 percent of employers have caught a lie on a candidate’s resume. Most commonly, people embellish their skill set or responsibilities, while dates of employment are often fudged as well. Others don’t accurately spill the beans about their job title or academic degree. This is regrettable, unethical, and foolish. In a day where employers can quickly research potential candidates online, false information can quickly be discovered. Honesty is always the best policy!

DO share your volunteer and internship experience. This is especially important for students who may feel they don’t have enough professional work experience. Employers know a recent graduate might not have spent much time in their desired field of work, but listing your internship and volunteer experience will go a long way when it comes to impressing people. This shows you are proactive, involved in your community and willing to work hard.

DO include a cover letter whenever possible. Unless a company specifically indicates they do not want a cover letter, it is best to submit one. According to one survey, 86 percent of executives considered cover letters valuable. A cover letter goes above and beyond the resume, telling the employer why you find the job position attractive and why you want to work for that specific company. A great cover letter, according to experts, should be brief (no more than one page) and concise. Use this opportunity to identify yourself, share anything you might have in common with the hiring manager, exhibit your passion and sell your qualifications. Don’t be afraid to highlight any soft skills you have, such as willingness to work long hours or eagerness to learn new things. Above all, be human, and be yourself. If a bit of humor feels appropriate, don’t shy away from tossing that in too.

DON’T use cliché buzz words if possible. released the results of a survey in which it asked more than 2,000 hiring managers and Human Resource professionals about their biggest resume word pet peeves. Among the words they listed as never wanting to see again? Go-getter, results-driven, team player, hard worker, detail-oriented and strategic thinker. Simply put, these word are overused. Employers prefer punchier words showing action. Get creative and think outside the box!

DO triple check your resume for typos and errors. This should go without saying, but many employers can attest to receiving resumes with multiple errors, including misspelling the company’s name or even the candidate’s own name! Nothing will make you look unqualified and uneducated like a few typos.

DON’T speak in first person about yourself. Focus on action instead. For example, instead of saying “I built a company from the ground” simply say “Built a company from the ground.”
DON’T include a photo. As one expert said, “You are looking for a job, not a date.”
DO seek out help. Check with your local college or university. Many educational facilities provide resume services online or in person. A college’s Career Center is a great place to start. Many of these services are free and can be useful. Check out sample resumes online. LinkedIn is a great place to start, as most professionals post their resumes on this site.

DO try to limit your resume to one page. Remember that magic “six second” rule? Anything longer than a page could be an immediate turn off to an employer. Stick to the facts and say what you need to say well. If you’re unsure of what font to use, sticking to Times New Roman font-size 12 is always a safe bet.

Resume writing can feel daunting, but with the right tools and tricks, a well-written resume can make you stand out from the rest and help land you the job of your dreams!
To learn more about writing a smash-hit resume, order your copy of College to Career today!

So let’s get started today!


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Protect Your Mission CCCA Sectional 2024

Protect Your Mission CCCA Sectional

HR practices that can best help your Kingdom-Minded Camp while protecting its mission in today’s hostile world.

CCCA Sectional
White Sulphur Springs
4500 Milligans Cove Road
Manns Choice, PA 15550

Monday, February 26, 2024

Presenter Mark Griffin has seen it all in his more than 25 years of Human Resources experience gained by working with a wide range of organizations, from small businesses to Fortune 500 companies to Christian Colleges, Ministries and Churches.

Let Mark help you by sharing his experiences in helping a variety of organizations manage their beliefs in the reality of today’s workplace.

Leading your Camp with Christ-centered values makes organizational sense.

Mark will share why he believes Christ-centered organizations experience:

  • Lower absenteeism
  • Higher quality products
  • Fewer employee morale issues
  • Safer work environments
  • Better perceptions by customers and vendors

Mark will also share how he helps organizations develop HR practices that reflect their core values and still build a high performance organization.

Topics to be Covered

  • DEI and Biblical alternatives why is this important?
  • Protecting your religious liberty
  • Dangers from proposed laws
  • Current state of religious liberty in court
  • Creating a high performance culture through practical HR competency development
  • Where most organizations go wrong engaging employees
  • Setting expectations
  • HR tools for creating success
  • Employee policy manuals
  • Codes of Conduct
  • Employee relations and communications
  • Performance management
  • Counseling and discipline procedures
  • Terminations
  • How the Civil Rights Act administrative guidance affects your Camp

Mark is a human resources professional with 25-plus years of experience in both public (Quaker Oats Company, Kodak Inc., Merck Inc.) and private companies (Woolrich, Conestoga Wood Specialties, Valco Companies Inc.), Mark is passionate about building high-performance workplaces by utilizing best practices while leading organizations with strong values.

About The Presenter

Mark A Griffin

Mark A. Griffin, MBA
President and Founder In HIS Name HR LLC

Speaker, accomplished HR consultant, and the author of How to Build “Kingdom-Minded” Organizations and College to Career: The Student Guide to Career and Life Navigation, Mark A. Griffin encourages leaders to build values-led organizations during these increasingly complex times.  Mark and his wife live in Lancaster PA and have two adult children.

Presented and hosted by the Christian Camp and Conference Association Allegheny Region. For ticket information visit them here.


Chaplains The Secret Key to Workplace Success

Chaplains: One Secret Key to Workplace Success

Now more than ever, employees are struggling.

A recent Gallup poll found that a staggering 85 percent aren’t actively engaged at work. Stresses outside the workplace like marital issues and financial burdens often weigh heavily on people’s minds, causing them to become distracted and disinterested in their jobs. This, obviously, is a problem for any employer considering how the greatest hurdle to reaching organizational success is maintaining happy, mentally healthy employees.

It’s a double problem for any Christian employer since Christians are called to love one another. And a reflection of that love is taking care of others’ needs when and where appropriate. So where do we begin to find the resources to make the most impact?

Transport For Christ Lancaster PA One great place to start is with a workplace chaplain. When you think of chaplains, you may think of the suited guy in a hospital who prays with people when loved ones are dying or in dire health. And that can be the case, though it only captures a small fragment of reality.

Workplace chaplains are also quite common in the armed services, hospitals, fire departments, police agencies, prisons, and educational institutions. So why not in the business world too?

What if businesses have missed a significant component in their environment that can have a lasting impact on their strength, culture, and levels of commitment?

While workplace chaplains can’t preach or promote “religion” for non-discriminatory reasons, they can serve as counselors, coaches, and confidants. Chaplains can offer assistance to everyone regardless of religious affiliation, providing businesses and their employees with the structures and support they need to succeed.

When a chaplain is present on a regular basis, employees can address issues early on before they begin to have a more profound negative effect. Here are just a few specific benefits of using them:

Resolving Inter-Employee Disputes: Any workplace with numerous employees and personalities may encounter quarrels and feelings of annoyance. Often, these are minor disagreements that can be handled through discussion but aren’t brought to management due to fear of escalation. Having a chaplain to help discuss these matters can help employees resolve conflicts easily.

Promoting Safety: Carrying burdens can cause feelings of worry and anxiety that seep in like a dark cloud. Employees dealing with personal issues may become distracted and not react properly or quickly in certain workplace situations. For instance, an employee operating heavy equipment might lose his train of thought and cause an accident. Speaking with a chaplain can help clear up at least some of that fog, ultimately leading to a safer work environment for all.

Offering a Neutral Presence: Workplace chaplains aren’t biased or involved in day-to-day business operations. This often means staff are more comfortable trusting them with their concerns. In this way, employees can be open and honest without worrying it could damage their job or image.

Building a Harmonious Environment: Chaplains can be assigned based on a company’s specific requirements. They may come from a wide range of backgrounds with experience in various matters, spiritual or otherwise. Chaplains can assist employees in improving working relationships and help increase confidence and harmony in various scenarios.

They can also help employees who don’t normally interact on a regular basis become more connected and engaged. This will, in turn, help improve the overall attitude and morale in the workplace. And that then increases workplace productivity.

Offering Referrals: If employees or family members are struggling with any physical or mental issues such as drugs, alcohol, or depression, workplace chaplains can provide specialized referrals and treatment resources to help them through the process. They might also be able to connect them to the company’s resources.

And here’s another benefit: With a chaplain in place, management can let the full weight of those burdens go, allowing them to concentrate on increasing overall company performance.

Recently, we met with TFC Global, a U.S.-based national provider of chaplain resources primarily serving the trucking industry. During our interview, we learned a great deal about the history of this organization and the current services it provides.

We were thoroughly impressed!

TFC Global is an extensive network that seeks to reach truck drivers with the good news of Jesus Christ. The organization, formerly known as Transport for Christ, was started in 1951 by Canadian Reverend Jim Keyes, who wanted to bring the teachings of Jesus Christ to truck drivers on the road. As the mission grew, he modified a small step van into a place of worship to give truckers the opportunity to receive chaplaincy services along the Royal Canadian Highway in Ontario.

The organization had expanded dramatically by the early 1970s. Trucking companies were allowing TFC Global chaplains to conduct safety meetings in order to achieve better insurance rates. Keyes took this as an opportunity to grow the operation by modifying an 18-wheeler into a mobile chapel. It worked out so well that four mobile chapels were remodeled to spread the Word of God at rest stops and truck stops throughout the country.

By the 1980s, the organization had expanded south into the United States too. The first permanent chapel was set up at a truck stop in Harrisburg, Pennsylvania, in 1986 – where, during that first year, 150 drivers professed their faith in Jesus.

In 2010, TFC Global launched “Exit 58 Project” to raise awareness about human trafficking. Based on the Bible verse Isaiah 58:6, the initiative offers chaplains training to spot victims transported for labor or sex.

Truck drivers can play a significant role in the prevention of human trafficking, and TFC chaplains have been involved in multiple rescues. From 2007 to 2016, the U.S. National Human Trafficking Hotline received 1,400 calls from truckers who identified 452 potential victims. The anti-human trafficking arm of TFC Global is now called “Gateway to Freedom,” led by Derek Thompson.

 As more North American truck drivers became familiar with TFC, the demand for a Christian-centered magazine to the trucking community grew. So The Highway Evangelist was created. This newspaper-style publication has now evolved into a full-color, glossy magazine called Highway News. Today, 5,000 copies per month are distributed by chaplains and bulk distributors at trucking companies and truck stops around the country, and it’s also available free online.

Another resource is its podcast called Truckers Life. TFC Global President Ron Fraser hosts conversations there about trucking industry-related issues. It is available at and wherever you stream podcasts.

The trucking industry has changed drastically in the past decade, and those changes have created the need for chaplaincy ministries to change as well in order to meet affiliates’ needs. That’s why TFC Global has transitioned from sitting in one place waiting for people to come to it to “going to where the people are,” which is trucking companies.

Gone are the days when drivers will seek out a chaplain at a truck stop unless it’s very convenient. People don’t trust like they used to, and the chaplain monthly logs were revealing a sharp drop off in interactions. So while the mission has not changed, TFC Global’s model to reach people had to. Its new model of corporate trucking chaplaincy works to get chaplains into faith-based and non-faith-based companies alike.

TFC Global’s umbrella also includes areas of ministry such as:

  • Corporate Chaplains: A nationwide chaplains network dedicated to deploying trained and experienced full-time chaplains to the trucking industry. Focused on CEO/owner desires for their companies, TFC Global customizes chaplaincy services to the company to help provide employee support, bringing care where it’s needed most.
  • Casualty and Loss: This part of TFC Global helps reunite truck drivers with their families during times of loss of life or serious injury and trauma while away from home. It provides logistical support and chaplaincy services to the company and family of the deceased or injured.
  • TFC International Ministries: This initiative extends the Word of God and chaplaincy services to truckers beyond the United States. There are currently TFC Global Affiliates in Africa, and more countries are in conversation to bring the program to their shores, though navigating foreign missions is becoming increasingly difficult.
  • Gateway to Freedom Foundation: This organization focuses on preventing the demand for human trafficking and commercial sex consumption. Gateway combats the industry specifically through awareness and training events, and a three-day intensive workshop for men wanted to get free from unwanted sexual behavior. GTFF is one of the only ministries in this dark industry that works on prevention of the demand versus victim services.

As TFC Global approaches its 75th anniversary, we expect the organization to continue growing and spreading the good news of Jesus on the road. And what a mission to have! Truckers, after all, are the backbone of our economy, providing Americans with the goods that fuel our wellbeing. So they deserve the ultimate respect, support, and resources.

That’s why we were thrilled to sit down with Craig Maart, vice president of U.S. operations for TFC Global, and interview him about this amazing organization.

Mark: Craig, it’s wonderful to meet with you today. It’s amazing what TFC Global has accomplished in such a short period of time. Learning about the history of your ministry is inspiring.

My first question is focused on your Corporate Chaplains program. Is this offering only for organizations and companies involved in the trucking industry, or do you place chaplains in all types of businesses?

 Craig: Our chaplaincy services focus mainly on the trucking industry. However, this is not exclusive to 18-wheelers. Anywhere there is a fleet of drivers, we want to provide chaplaincy services. For example, we have them at a variety of companies including a trash company, a roll-off dumpster company, and a port-o-potty company. They each have a fleet of drivers, so we’re glad to be there for them.

The Transport For Christ Global HQIn addition to drivers, we make sure the rest of the employees are taken care of, from the CEO on down. So our specific target audience is the trucking industry, but we’re open to companies with a fleet of drivers of any size. We also make our services available to owner operators and drivers who aren’t part of a fleet.

Mark: Our readers are nationwide – primarily Christians in the marketplace, higher education, or pastoral or ministry careers. Can you tell them how you’ve been able to grow your organization so quickly? What would you say is the key to your success?

Craig: Three things come to mind right away. They may not be the hottest things in leadership right now, but they are our commitment and focus. 

  1. The people involved: Without a doubt, the people here are dedicated to the work of God’s kingdom. Whether they be chaplains or office workers keeping the books, we have people who are passionate and called to serve God through chaplain services to the trucking community. This isn’t easy, so we’re fortunate to have people here dedicated to the mission no matter if the results are noticed or not. The right people make the difference.

  2. An uncompromising commitment to the absolute truth of God: God, His Word, and the message of the Gospel has not changed and will never change. Truth isn’t based on feelings, propaganda, popular vote, or anything other than what God put into place. We will not compromise this even as we see wokeness in churches and Christian organizations all around us.

    We will courageously stand and, with endurance, continue what God started back in 1951. We trust God at His word that He will be pleased and bless our unwavering commitment to Him. We will try new methods and adjust to the changes in the trucking industry, but we will never compromise the mission.

  3. We care for what’s under the surface: We see the person behind the wheel of a truck, loading on the docks, processing invoices, etc. We work to focus on the people in front of us and respond to their needs as we guide them toward a transformed life through a healthy relationship with Jesus.

Each person represents a story, family, and someone who needs to be listened to and cared for. We aren’t in a hurry. The individual attention and follow-through is part of our chaplain’s secret sauce.

Mark: What are some of the issues you’ve seen that employees face in the workplace? And how has this changed over the past few years?

Craig: People are anxious, nervous, less secure, and tired of being lied to by the news, government, and the strategic divisiveness in our country and around the world. People are losing hope. There isn’t much of a “normal” anywhere.

A chaplain is a “neutral party” who’s present to listen and care for people in a company. Even if an employee doesn’t want spiritual guidance, just being able to talk to someone who will listen is a big deal.

Also, employee turnover is high. People don’t want to work. There is less loyalty than ever. This is a big problem, contributing to a negative work environment and effecting productivity.

These things cause distracted employees, make the workplace less safe, waste a lot of company time, and decrease morale.

People are going to talk about their issues with someone. If there isn’t a chaplain available, employees will take management or fellow employees’ time to vent their issues. A chaplain’s presence helps replace this problem.

That’s why we want to get into those spaces and help ownership and management get out of the counseling business and be free to focus on the company versus working in the company. This creates a healthier work environment and increases productivity. We get to be the calm in the chaos. A chaplain’s presence brings comfort and is seen as an overall benefit to employees.

I wouldn’t say these issues are new, but they have increased exponentially over the last three years. And companies are suffering because of it.

Mark: Thanks for those examples, Craig. I’ve witnessed workplace chaplains impacting organizations in a variety of ways throughout my career. I recall suicides being prevented, drug addictions being remedied, marriages being healed, and relationships being renewed through forgiveness. The list goes on and on.

Do you have a few inspiring success stories of your own regarding healing and restoration you’d like to share?

Craig: My goodness, yes! This is the best part of leading a chaplaincy ministry.

Death on the road is all too common. We provide casualty and loss care in cases where there is a death for any reason while a trucker or associated individual is away from home. One of our guys was able to talk to the daughter of a man who died in a terrible accident. Her dad fell asleep at the wheel, and the truck ended up plowing through a construction area. Fortunately, it was at night and no one else was around, but it was a terrible and unexpected death.

Our chaplain was able to answer her questions about the fairness of God when her loving father was taken away from the family. He had conversations with her for the following weeks and months after the loss of her dad.

Another chaplain found out an employee at a company he serves had rushed to the hospital for emergency surgery on his infant daughter. Within a half hour of hearing about this, our chaplain was at the hospital too. The owner of the company was also there.

That man and his wife said they had never experienced people caring for them like that before. It made a huge impact.

Yet another chaplain was at an early morning company safety meeting. At the end of the meeting, he was given time to speak to the whole company. This happens a few times a year where he can present why he’s there and how to get a hold of him, and then pray for the day.

Before he prayed, he felt God nudge him to share about the Gateway to Freedom part of our ministry. He said, “If any of you are struggling with unhealthy and unwanted sexual behavior, please come and talk to me. No judgment; just conversation.” He wasn’t sure how that would fly early in the morning. But right after the meeting, a guy came up to him and shared how pornography had ruined his relationship with his girlfriend and he wanted help.

That chaplain, who serves at this company just one day a week, was able to follow up with this guy and continue helping him get rid of that destructive behavior.

The last story could have been a lot worse. A driver entered a truck stop late one night and asked the woman at the register to take his dog. She told him they cannot do that, and the night manager came out and affirmed this. So the driver stormed out and, 15 minutes later, came back in, placed a bullet on the counter, and told the woman, “This is for your manager if you don’t take my dog.”

He then threatened the manager directly, followed him back to his office, and shot him twice from close range. Fortunately, the bullets missed vital organs and didn’t kill him; and the police arrived to apprehend the driver. But our chaplain was able to care for the employees of that truck stop and stay in contact with the manager who was shot.

The people who worked there were so thankful for their chaplain at a time like that.

 Mark: Do you have any suggestions for organizations that don’t have the finances to support hiring chaplains? What are some things they can do to help struggling employees?

 Craig: The first thing I would say is it’s probably costing you more to be without a chaplain than to bring in one. The stability a chaplain’s presence brings and the increased ROI that comes after one’s been around will far exceed the cost. It is worth it, so I would say give it a try.

We do work with companies to find out what they’re looking for, make suggestions, and customize a plan. A company could start with an on-call and casualty and loss chaplaincy service and go from there. We offer a range of services all the way up to a full-time chaplain present there every day.

You already know what it’s like not having a chaplain. I say take the step to give it a try and see the difference one will make in your company. If anyone would like to talk to a company owner who uses our chaplaincy services – to hear how a chaplain’s presence makes a difference – let me know and I’ll connect you with one.

Mark: Where do you see TFC Global heading in the next few years? How do you expect it will expand?

Craig: The chaplaincy model from being in chapel trailers in truck stops to the corporate chaplaincy model in trucking companies is a recent change for us. Therefore, we see the number of chaplains who are well trained and placed in companies around the country expanding quickly.

With respect and honor to the past methods, we will keep adapting to the industry’s changes. We’re going where the people are and where we can have the highest potential for long-term spiritual impact. Right now, that is trucking companies.

Our Chaplain’s Training Program is growing, and we see that expanding even further still. We’ll train anyone interested in chaplaincy, even if they’re not looking to join TFC Global. People have taken this training to see if God is pulling them toward chaplaincy. Others have taken it as continuing education, and all TFC Global chaplain candidates go through it.

We offer our first-level, 20-hour, three-day intensive twice a year: once in the spring and once in the fall. Upon successful completion of the training, participants are credentialed through Chaplains International.

International Missions is another thing we see growing in the future. We have TFC Global affiliates in Africa and are in conversation with people in other countries who want to bring TFC Global to their country.

Mark: What is the best way to have an interested person contact you for chaplain services for their employees?

Craig: Feel free to use my email,, or call my cell directly at 717-297-0681. The main TFC Global office number is 717426-9977, or you can check us out at

 Mark: Thank you for taking the time to meet with me today and provide encouragement for our readers. Is there anything else you’d like to share?

Craig: Thanks for the opportunity to speak with you. As I was participating in the “Protect Your Mission” seminar a while back, I knew we needed to connect. You kept mentioning chaplaincy services as a way for a faith-based company to affirm its faith-based purpose. It was gratifying for an outside organization like In HIS Name HR to talk about the benefits of chaplains in the workplace. We benefited greatly from that seminar in addition to the unsolicited plug.

The last thing I want to say is that an organization like ours needs support. We want to expand our chaplaincy services. In order to do that, we need support.

Recent studies have shown that people want to give but are more cautious and check out the organizations first. I ask boldly and with faith in God’s provision for your financial support. Please check us out, as I’m confident you’ll see we’re wise stewards of all that is God’s.

Eternity hangs in the balance for everyone, and our target audience will most likely not attend a church. We want to serve as chaplains in non-faith-based companies also. We choose to go where the darkness is in order to shine the light of the Gospel. Therefore, please become a faith partner with TFC Global.

Mark: Thank you so much, Craig. May God continue to bless you, your family, and TFC Global.

As you can see, we were thoroughly impressed and inspired by TFC Global and its chaplain services. We hope you’ve been inspired as well to consider retaining a workplace chaplain for your organization.


Concerned about the HR programs at your organization? The benefits of having a trusted partner to guide you and your team to excellence are invaluable. Contact us today. You—and your employees—will be glad you did.

Rise with us by implementing our high-performance remote human-resource programs to help find great people! E-mail us here.

Mark A. Griffin is president and founder of In HIS Name HR LLC. Connect with him on LinkedIn and Twitter

Bible 2 School In HIS Name HR LLC

Employee Volunteerism: Spreading Hope in Schools

Employee Volunteerism: Spreading Hope in Schools

Featured Organization: Bible2School

We are living in tumultuous times. Political and socioeconomic unrest is at a record high. Depression, anxiety, physical ailments, and mental illness plague our society. It seems everywhere we turn, we face more bad news – a precarious economy, wars, division, rising crime, and strife, just to name a few.

With additional growing financial burdens at home, children often suffer the most, their physical and emotional needs taking a backseat as parents try to stay afloat. Young ones may struggle in school and face loneliness, abuse, or neglect. And social media often adds to the stress of it all.

But what if these children were given a hope and a future, just as Jeremiah 29:11 promises?

That’s just what Bible2School offers: Hope! Let’s journey together as I share with you the wonderful history and impact of this amazing organization led by my good friend CEO Kori Pennypacker. My desire is that, after hearing about her program, you’ll be inspired to support volunteerism through your employees so you too can impact your community for generations to come.

Bible2School was started in 1979 by a group of pastors in Pennsylvania known as the Manheim Ministerium. The group decided to utilize the then newly amended Section 1546 of the state school code, which allowed children to be released from school for training. In recognition of the demand for Bible study in public schools and the opportunity arising from the changes to the amendment, over 100 fifth-grade students were allowed to legally leave school during learning hours and attend Bible study.

This is through the concept of Released Time, which actually began in the early 1900s and has been upheld over the years by the Supreme Court as being protected by the Constitution. Released Time allows children attending public school to receive religious education of their choice during the school day. The only requirements are that it take place off school property, with parental permission, and it can’t be funded by tax-payer dollars. Students are then permitted to leave school grounds and spend school hours in Bible study classes.

Pretty amazing, right?

As the program grew, the Manheim Ministerium offered bus transportation to children who couldn’t walk to a participating church. This helped it become a major success and grow into a nationwide movement, delivering the word of God to communities across the state.

Forty years later, Bible2School has expanded nationwide, thanks to its subscription-based franchise model. Community members interested in offering a Bible2School program can work directly with the organization’s leadership team for access to resources and curriculum implementation. Bible2School has perfected the onboarding process using a proven four-step system. Community leaders are offered a Christ-centered curriculum, over 450 tools and resources, a customizable website, ongoing training, coaching, and live support to get involved.

As we know, public schools have been under attack ever since in-class prayer was removed; and spreading Christian teachings has become an uphill battle. Moreover, Christianity as a whole has seen significant declines. Fifty years ago, 90 percent of Americans self-identified as Christians; today, that number has sadly dropped to 64 percent and continues to fall. At this rate, the Christian majority is at risk of disappearing by 2070.

These rates are reflected in the classroom, where children are often subjected to inappropriate curriculum and messages. But this is where Bible2School comes in, filling the significant void in the public school system. The organization recognizes that there is an urgency to introduce children to Biblical truth at a young age when the rostrolateral prefrontal cortex of the brain is developed. This usually occurs between 2nd and 4th grade.

During this short time, from ages seven to 11, logical reasoning begins to take shape, providing the foundation for morals and values. This could explain why 63 percent of Christians accept the Lord between the ages of 4 and 14. In other words, we have a small window of time to make a critical, lasting impact on children and change their lives forever!

Bible2School’s impact has yet to reach every community. However, it is spreading and already offers incredible resources for parents who don’t have in-person access to it. This includes a weekly podcast that provides parents with essential information centered around ways to share God’s word in everyday life. Teachings like “Discovering the Lord’s Hebrew Calendar in Real Time ” and “Two Things Kids Need to Know About Intruder Alert Drills” are just two examples of powerful episodes.

Bible2School also offers a regularly updated blog filled with relevant articles. And the Bible2School website features dozens of craft ideas like a family prayer-request box, pretzel sticks, and God’s promises project boxes. Though it’s the CBA Cross that’s been deemed the most popular resource for children to share the gospel. A CBA – which stands for confess, believe, and ask – gives children the opportunity to engage with Jesus through a free cross project, complemented by an easy how-to video.

What an amazing tool!

Recently, I had the opportunity to have lunch with CEO Kori Pennypacker. Though we’ve known each other for over a decade, we hadn’t had a chance to catch up for years. Since our last meeting, both of our organizations in Lancaster, Pennsylvania, have spread nationwide. (Never limit God!) Kori is a continued inspiration to me, as I hope she will be to you!

Mark: Kori, great meeting with you today! I’m excited to share with readers what you’re doing. My first request is simple: Describe in your own words what exactly your organization does.

Kori: Bible2School is a public-school ministry that equips passionate moms, dads, grandparents, and communities to teach the Bible to children attending public elementary school DURING their school day: DURING school hours – typically over lunch and recess. And it’s legal. About 60% of the children who come to Bible2School have no church home, so kids are being taught about our amazing Savior, Jesus, for the very first time.

Mark: Thank you for speaking to us from your heart. It’s always good to have your narrative down so succinctly. My next question has to do with impact. What impact have you seen in the lives of the children your teams have been working with? Do you have any especially meaningful stories to share?

Kori: We have seen many transformed lives for Christ! The biggest question children ask regularly is, “Who’s God? I’ve never heard of him.” In this post-Christian world, this is sadly common. We’ve seen such relief in children’s faces when we tell them that God made them, God loves them, God has a plan and purpose for their life, and Jesus Christ died for their sins so they can believe in Him and be in heaven with Him someday. This is such a burden off their shoulders.

One little blue-eyed, curly blond-haired boy named Gabriel, who lived with his grandmother, really sticks out to me. He didn’t know anything about God, and he was so eager to learn every week. He ended up accepting Christ as his Savior during a large group lesson, which was incredible, and skipped back to my table.

When I asked him to tell me more about it, he had an unforgettable answer that brought me to tears.  He said, “I’ve always wanted to know how to get to heaven, but no one ever told me.” These kids live near our homes and near our businesses, and we need to tell those like Gabriel who God is.  Bible2School makes it easy to do that.

Mark: We work with employers all over the country. Many are looking for programs to help their employees engage the community. Do you think this approach would help not only advance your organization but also give employers an opportunity to support it through their employees?

Kori: Yes, it would help the employees and their organizations, and the children and their families. We take a community approach and, honestly, our programs can’t do this without the support of Christian businesses. And we want to support our local businesses. Our Business Partnership Program – that I encourage all employers to consider whether you’re working with Bible2School or another great non-profit – makes a lot of sense. Henry Blackaby said in his best-selling book Experiencing God that we need to “find where God is working and join Him there.”

We love to cultivate relationships with businesses that have a passion for spreading the Gospel to children and who want to help impact the next generation in their community. Our business partners inspire their employees through:

  • Volunteering – Some employers offer flexible hours or PTO time so their employees can be small-group leaders for our Bible classes. That is a huge help for our children to have positive role models from these Christian businesses.
  • Matching – Some employers also come alongside employees to encourage generosity by offering to match the employees’ donations to Bible2School. A lot of times, this is an awareness thing. Employees want to be generous but they don’t know where to give.
  • Giving Back – Employers can discount their service/product programs tithing a percentage of the profit that goes to Bible2School. We have an electric company that offers a special program where a percentage of the proceeds go to our Bible2School kids.
  • Introducing Someone – This is so valuable to us! Business leaders know other business leaders, so we ask that they introduce us to ONE other business leader who we can start building a relationship with. We’ve even given presentations at company events as a way of inviting people into our mission!

Just like any partnership, we want it to be mutually beneficial. Ministry is a team sport! So our Business Partnership Program has the ability to unlock company culture excellence and unite your community. In fact, 89% of businesses believe that partnering leverages their ability to improve their communities. And the employees love it! We spotlight our partner businesses in our monthly e-newsletter, on social media, our website, and at events. And we in turn share all the impact stories on a regular basis so we can all celebrate what God is doing through the employees and Bible2School. It’s a win-win!

Mark: Our readers, like our employers, are national. Are they still able to use your materials and process? How does that work?

Kori: Yes, our Bible2School program can equip leaders in any state to reach their local public school with the Word of God on a weekly basis. We don’t want anyone to reinvent the wheel. So we’ve developed a subscription-based franchise model with a small cost that provides all the proven Christ-centered curriculum, over 450 online tools, expert coaching, a robust website, team-building, and sustaining support that’s needed to make it as easy as possible.

Mark: We have readers from Christian higher education institutions. Any suggestions on how they might engage students or expose this program to faculty?

Kori: Students lookinBible 2 School Lancaster PA g for volunteer hours can use our website to find a program in their area to offer their volunteer services. Bible2School is an excellent example of community ministry, and we’re happy to be a resource for Christian colleges looking to enhance their curriculum in this area. Having experience working with children out in the community with a topnotch Bible program is a great addition to a student’s resume.

Mark: If someone is interested in learning more about your program, what is the best way for them to reach you?

Kori: The best way to reach us is through our website,

Mark: How has Bible2School impacted your own personal and spiritual life?

Kori: I see God working here in our public schools through this program. What a gift to join Him! People tell me that God was taken out of public schools, and I tell them they’re wrong. God is being brought to the children through Bible2School – I see it every week! And children, like adults, are hungry for the truth. That’s how we recognize counterfeit: We study His Truth.

As a leader, I just keep taking one step forward and He makes things happen. Things only He can do. So He gets the glory. Whether it be funding or volunteers, both of which we need this year, He provides. It’s not about me. It’s a humbling, challenging, and joy-filled leadership journey.

Mark: Thank you so much for your time today, Kori. Do you have any final thoughts you want to share with readers?

Kori: There are 64,000 public elementary schools in America, and there Bible programs available in less than 10%.  Wouldn’t it be great to reach the one near your business?

We had a public-school teacher share with us that her school was in lockdown for an active shooter. And as far as they knew, it wasn’t a drill. The children were so scared, crowded against a wall, crying and writing goodbye notes to their parents.

She said she looked up and heard them before she saw them: three little Bible2School girls praying out loud for their class, their school, and their teacher. It calmed the class and  gave her the courage to do her job to protect these precious children.

These girls didn’t know about God before coming to Bible2School. Thankfully, this was a drill and the children were safe. But the teacher said that these girls’ pure faith inspired her and their class.

Who do you know who would be passionate about reaching the public-school children in your community for Jesus? I would love to be introduced and start a conversation. One introduction can make an eternal difference.

I appreciate this opportunity to share today!

Mark: Thank you, and God bless you and Bible2School!

Programs like Bible2School are wonderful ways to get involved in your community and make a lasting impact. If you’re looking to boost volunteerism among your employees, consider taking that next step! For more on Bible2School, visit


Concerned about the HR programs at your organization? The benefits of having a trusted partner to guide you and your team to excellence are invaluable. Contact us today. You—and your employees—will be glad you did.

Focus on the positive! Coming January 2024: New Podcast Series: Encouragement for Work Subscribe on your favorite Podcast channel.

Rise with us by implementing our high-performance remote human-resource programs to help find great people! E-mail us here.

Mark A. Griffin is president and founder of In HIS Name HR LLC. Connect with him on LinkedIn and Twitter

The Evolution of Social Media In HIS Name HR LLC

The Evolution of Social Media

The Evolution of Social Media

It’s an average day for Average Joe. He wakes up, powers up his iPhone and checks his Facebook account. After scrolling through some posts, he updates his status. “Just getting ready for class,” he writes. “Hope the day rolls by fast!” He then checks his Instagram, commenting on his brother’s photo collage and his girlfriend’s latest cat photos. After scarfing down a bagel, he posts a picture of his own. “No gourmet meal here,” he captions the picture before heading out to class.

In English class, Joe’s professor discusses the upcoming Academy Awards show. The professor assigns the class to pick a movie that is up for an award, watch it and then write a review. Joe goes home and takes to Twitter, trying to find out which movie has gotten the most acclaim. He at last settles on a flick. After watching the movie, he updates his Facebook status again. “Better than I thought it would be,” he writes. “Hope it nabs an award.”

It’s dinner time, and Joe’s girlfriend is coming over. He’s not much of a cook, so he jumps on Pinterest to see what’s cooking. After searching up a few meals, he settles on a tasty looking Greek dish. He hopes to impress his girlfriend, who doesn’t know he has a Pinterest account. After dinner, Joe finishes his homework and hops on LinkedIn before heading to bed. He’s not very active on the site, but his professor says it’s a great way to find a job, so he’s been poking around. He updates his resume, checks out some profiles and reads a couple blogs. Before shutting down his phone, he checks his Instagram once more. He is pleased to see his Greek dish of homemade hummus and falafel has made it to his girlfriend’s account; the photo already has 62 likes. Joe drifts happily off to sleep.

Does Average Joe sound a bit like you?

Just two decades ago, students wrote notes and stuffed them into locker doors at school. When news broke, they picked up the old family phone and made a call. Families connected with relatives through the mail, penning letters on fancy stationery. When folks looked for a job, they scoured the local newspaper, delivered an application in person and waited anxiously by the telephone for good news. And when friends and family wanted to share photos, they took their 35 mm film to the drug store, printed them and popped them in the mail. But times have changed since then — just a bit!

These days, it seems almost impossible to imagine a world without social media. Whether it be Twitter, Instagram, Facebook, Pinterest or LinkedIn, most high school and college students have been influenced by these tools in some way or another. Social media, without a doubt, has become a powerful part of our lives. With just a few clicks of a phone or computer mouse, we can send photos, post updates and share major events with those we love. Social media, and the wide world of technology, have changed our lives for good. Like it or not, there is no going back.

Wikipedia defines the classification of social media as many different forms: magazines, Internet forums, weblogs, social blogs, microblogging, wikis, social networks, podcasts, photographs or pictures, video, ranting and social bookmarking. Technologies include blogging, picture sharing, vlogs, wall posting, music sharing, crowd sourcing and voice over IP, just to name a few. New applications, websites and software are constantly evolving and showing up on the scene. The world faces an ever-dynamic system of new startups, upgrades, changes and enhancements, making programs more sophisticated than ever. Just as Apple continues to upgrade and redefine the iPhone every couple years, social media sites constantly seek improvement too. It is an ever-evolving world, and it can be hard to keep up. With technology advancing by the day, things will only move forward, not back.

Today, over half the world now uses some form of social media, with 60 percent of people on various sites. 4.80 billion people around the world use various platforms, with 150 million new users coming online within the past year. The average person, like Average Joe, spends nearly 2.5 hours on social media per day.

So just how did social media begin? And who had dibs on it first?

You’ve probably never heard of it, but in March 2002, a site called Friendstr was launched by a Canadian computer programmer named Jonathan Abrams. It grew to several hundred users within a few weeks and then to over 3 million users by early 2003, becoming the world’s first social media platform that engaged the mainstream. LinkedIn came along a year later, officially making its debut in May of 2003. While this went on to become a great networking tool for professionals, it was a little site called MySpace that really paved the way for social connection online. Launched by a guy named Tom Anderson (yes, that guy in the iconic white T-shirt, who became your first MySpace “friend”!) in August 2003, MySpace revolutionized the online community, particularly in the music sector. People could search for long-lost friends and lovers and reconnect. Initially, it spread like wildfire. In July 2005, MySpace was acquired by News Corporation for $580 million, and in June 2006, it surpassed Yahoo and Google to become the most visited website in the United States. At its peak in April 2008, Myspace and Facebook reached 115 million monthly visitors, but Myspace could not keep up with its newly emerged competitor. Launched by Mark Zuckerberg, Facebook soon bumped MySpace out of its number one spot.

From there, the social media revolution continued. Reddit came next, followed by YouTube. Twitter was launched by Jack Dorsey in March 2006, followed by Pinterest in 2010. Instagram made its debut that same year. Today, the younger generation prefers Instagram to Facebook when it comes to sharing photos and news. As one teen so kindly informed her mother: “Mom, Facebook is now for old folks.” But with nearly 3 billion people around the world still using the site, it doesn’t seem to be going anywhere.

Like Average Joe, your life has likely been impacted by social media in some way. Beyond sharing cat photos, cooking ideas and vacation highlights, it can also be a great way to network and launch your career. To learn more about the evolution of social media, order your copy of College to Career today!

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HR Manager – Engle Printing & Publishing Co., Inc.

Position Closed 

HR Manager – Engle Printing & Publishing Co., Inc. (EPC) 

This hands-on position is responsible for leading all company-wide human resources operations, programs, and services. Under the direction of the CEO, the HR Manager will provide direction for recruiting, developing, motivating, and evaluating human capital in order to inspire employee engagement and foster a workplace culture of excellence and prosperity.

Celebrating over 70 years in 2024, the community and family-oriented EPC seeks to continue its tradition of offering quality commercial printing services, community newspapers, and lifestyle/leisure publications while expanding its business and marketing solutions into the online media space.


The Human Resources Manager will oversee the daily functions of the Human Resources (HR) Department and support the business by: recruiting staff, and administering pay, benefits, leave, company policies and practices. This position will impact and influence EPC teams and business operations in the following key areas:

Essential Duties:

  • Collaborate with senior leadership to understand the organization’s goals and strategy related to staffing, recruiting, and retention.
  • Lead recruiting activities for exempt and non-exempt positions with job postings, reviewing resumes, interviewing, candidate communication, hiring, onboarding and maintaining the appropriate records.
  • Maintain compliance with federal, state, and local employment laws and compliance with EPC policies and procedures and their communication to the employees.
  •  Work closely with production management to optimize employee performance in support of business and safety goals.
  • Attend and participate in employee disciplinary meetings, terminations, and investigations.
  • Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
  • Coordinate State of Pennsylvania Workers Compensation (WC) program within the company and work closely with the WC Carrier.
  • Perform other duties as assigned.

Position Requirements

  • Bachelor’s Degree in Business Administration, Human Resources, other relevant field of study, or equivalent years of experience. SHRM Certification is a plus.
  • 3+ years of progressive HR experience resulting in strong Generalist expertise.
  •  2+ years prior recruiting or talent acquisition experience. Experience hiring for hourly roles and shift workers is a plus.
  •  Effective communicator, able to articulate ideas clearly and concisely in a variety of settings, adjusting the message to match the audience. Ability to effectively present information and respond to questions from employees, managers and leadership.
  • Knowledge of employee and labor relations laws, regulations, and practices.
  • Be available to work a standard schedule at the company office (onsite) coming in at 6 AM two or three days per month to meet with third-shift supervisors, managers and staff.
  • Proficient in Microsoft Office or GSuite with documents, spreadsheets, presentations, email and video conferencing.
  • Ability to read, analyze, and interpret technical procedures, financial reports or
  • governmental regulations. Ability to write reports, business correspondence, and standard operating procedures.
  •  Ability to calculate figures and amounts such as discounts, interest, proportions, and percentages.

This Is Not A Remote Position

The review of applications will begin immediately and continue until the position is filled.

To apply, please submit a letter of application addressing qualifications outlined in this opportunity profile, a complete resume, and a 1-2 page statement of the candidate’s professional experience in human resources.

Send all materials here: E-mail HR Team


E.O.E. m/f/h/v

IHN HR Podcast

Podcast Series: Encouragement for Work

Just stop with the negativity already!

We all know the workplace is getting more and more difficult to manage. Since coming out of Covid, many organizations are floundering under new assumptions of how to operate. But it doesn’t have to be that way.

Let’s get creative and stop this… starting out with a few important questions.

Subscribe to the Podcast!

For instance, as a leader of your organization, do you ever run out of ideas on how to better engage your employees? Are you tired of overseeing a stale organizational culture and want to foster engagement, prosperity, and cheerful and productive employees who actually want to be at work?

Those are just a few issues the Encouragement for Work Podcast will address.

We’ll interview nationally known thought leaders from corporate America, higher education, Christian psychologists, and even non-management members for their insights – all to bring you great ideas that help engage your employees and shift your culture toward higher performance. Each episode will feature an idea or process that’s made a tremendous impact on employees and employers alike.

This is possible! Extremely so. And Encouragement for Work aims to prove it. Listen to national thought leaders as they give encouragement for work!

Navigating Religious Freedom in the Workplace
Stephanie N. Taub, senior counsel with First Liberty Institute

Lead With Prayer
Peter Greer, president and CEO of HOPE International

Creating a Flourishing Workplace!
Al Lupus, cofounder of Best Christian Workplaces

Building Out-Of-This-World Leaders
Brady Pyle, former NASA deputy chief human capital officer

What Is the Top HR Priority Today?
Alan Collins, former vice president of human resources at PepsiCo

Employee Volunteerism
Kori Pennypacker, CEO of Bible2School

Bringing Encouragement for Work Through Workplace Incentives
Rob Marchalonis, founder of LSP123

Navigating AI From a Kingdom Perspective
Bart Caylor, founder of Caylor Solutions

Putting the Ego on Simmer
Denise Lawrence, founder of Denise B. Lawrence & Associates, LLC

Culture’s Idea of Retirement Is Not Biblical, but Solid Kingdom-Based Planning Is 
Jim O’Bold, president of Servant Solutions

Be Bold if We Believe Jesus Is the Lord, Then We Must Be Bold at Work 
Peter Demos, president and CEO of Demos’ Brands and Demos Family Kitchen

Join creator and host Mark A. Griffin – experienced HR and organizational development professional, coach, consultant, author, and national speaker – on this new journey to achieve increased employee loyalty, superior communication, less turnover, and a greater appreciation for the business you lead.