Posts Tagged ‘Human Resources’

We’re Always Here for You In HIS Name HR LLC

We’re Always Here for You


Times are scary, for sure. We are now in the middle of a pandemic, and for many of you reading this, you are understandably concerned that your organization may well not make it through. Many share those feelings. You’re not alone. And we’re here to help.

A number of organizations, on the other hand, are confident that they will continue to prosper.  For organizations to be successful, they must face the pandemic crisis head on and at the same time focus on high-performance human resources (HR) practices.  Now, more than ever, your employees need hope and a future, and they desire and require strong leadership to get them there.  Now is not the time to falter and flounder.

In HIS Name HR is approaching its 10th year.  We have a national presence and the technology to help implement high-performance HR programs from a distance.  Using tools such as Skype, Zoom, and FaceTime, we continue to guide organizations to success.

What we can do for you right now:

  • Develop and help implement remote-employee strategies
  • Provide outplacement services
  • Executive coaching
  • Performance management development

These are unprecedented times, with considerable uncertainty, both now and in the future. Never before has supportive Christian leadership in the workplace been more important.

Thanks to our efforts, our clients realize considerable gains in productivity, employee satisfaction, and reduction in hiring time within weeks of our partnership.  We are the leading company for human resources (HR) outsourcing & HR consulting services from a Christian perspective. We offer support in all aspects of HR compliance and program development.

Does your organization need HR help, whether due to COVID-19 or simply concerning normal business practices? If so, don’t panic. We are here. We can help.

If you’re struggling with the current pandemic crisis, and what it means for your organization and your employees, and need someone to listen to your concerns who can help, contact us today.

 

 Contact Us In HIS Name HR LLC

Protect Your Mission ~ Scranton/Wilkes-Barre PA

Protect Your Mission ~ Scranton/Wilkes-Barre PA


HR practices that can best help your “Kingdom-Minded” organization and business protect its mission in today’s hostile world.

Clarks Summit University
538 Venard Road
Clarks Summit, PA 18411

Tuesday May 12, 2020
8AM-Noon

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.

Presenter Randall Wenger Esq. has a myriad of experiences from all his years of working on religious liberty cases in Pennsylvania including the Conestoga Wood Specialties case that resulted in a landmark victory in the US Supreme Court for religious liberty and the sanctity of life. Randy understands the pressures and dangers that are facing those who want to run their businesses and organizations in line with their Christian values.

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

Leading an organization 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

  • Legislative and policy dangers
  • 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
  • An overview of labor laws

Click Here For Tickets

Clarks Summit University (Map)

About The Pennsylvania Family Institute

The Mission of the Pennsylvania Family Institute is to strengthen families by restoring to public life the traditional, foundational principles and values essential for the well-being of society. It is  the only full-time professionally staffed non-profit organization representing family values—your values—in the state capitol. It encourages responsible citizenship and involvement in civic affairs to promote respect for life, family, marriage and religious liberty.

About The Presenters

 

Randall L. Wenger, Esq.

Randall L. Wenger, Esq.
COO & Chief Counsel

Randall Wenger is Chief Counsel of the Independence Law Center in Harrisburg, a pro-bono law center affiliated with the Pennsylvania Family Institute and dedicated to maintaining those liberties that have made America great and free. He has litigated in federal courts all around the county, and his cases have included the free exercise of religion, freedom of speech, bodily privacy, and pro-life issues. In addition to his role with the Independence Law Center, he is COO of the Pennsylvania Family Institute.

Randall has an economics degree from the University of Chicago and earned his J.D. at the University of Pennsylvania. He lives in Lancaster County, and he and his wife Tina have seven children.

 

Jeremy Samek, Esq. Senior Counsel, Independence Law Center

 

Jeremy Samek, Esq.
Senior Counsel, Independence Law Center

Jeremy Samek serves as Senior Counsel with the Independence Law Center. Since joining the ILC, Samek’s legal efforts have focused on the protection of religious liberty, protecting human life, strengthening the family, and the elimination of human trafficking. Samek believes that religious liberty is the cornerstone of all freedoms.

Jeremy received his J.D. from the University of Pittsburgh School of Law in 2006, where he served as an articles editor for the University of Pittsburgh Law Review. He earned his B.A. from Liberty University, magna cum laude in 2003.  Jeremy and his wife have five children.

 

Mark A Griffin

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

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.

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.

Organizational Core Values

Organizational Core Values


All organizations have Core Values.  Few organizations memorialize them; almost none manage them.

Organizations tend to be meshed together by a unique blend of personal and corporate values. These values are important to its employees, leaders and stakeholders.

What exactly is a Core Value? A Core Value from our human resources perspective is one that reflects the heart of your organization. It is what makes your organization tick; it defines your organization. It is how your vendors view your behavior toward them; it is your culture when dealing with customers.

It is what employees tell their neighbors and friends when they ask what it is like to work at your organization.

One of the most important aspects of Core Values is where they come from. Core Values need to be shared across the organization, but they also need to have a reference point. Your Core Values should include a statement highlighting that reference point.

Example:

We are a family-owned and operated organization. As such, we respect each other and collectively support the following Values in the way in which we do business and treat each other both internally and externally to the organization.

Efficiency: We pride ourselves on speed — and, yes, we are accurate!

Individual Responsibility: We believe in holding ourselves accountable. We deliver on our own promises and we always endeavor to use good judgment.

Quality: We do not compromise on quality. Quality is job one.

Ownership: We own our decisions, we own our mistakes, we own our achievements.

If you have not yet defined what your Core Values are, it may be time for you to solidify an agreement on which Core Values are important to your organization. This should be done with care, because, by now, leaders and employees have created their own values, and they are not always aligned with the owners or senior managers.

In the development of Core Values for a seasoned organization, the process should be shared, not just top down. Brainstorming should include several layers of employees and are often best done in focus group format, where groups of employees nominate a representative to meet with the facilitator, and the ensuing Core Values should be agreed upon and understood.

Naturally, there are some Core Values that are nonnegotiable, such as Trust or Integrity but the core value, the true heart of the organization, is what is valued collectively by employees, and is not necessarily always what the top leaders think or want.

How many Core Values do you need?

Some organizations have as many as ten Core Values. We believe that ten Core Values is too many. Instead, we recommend three to five Core Values. Fewer Core Values not only ensures that these are your true core principles but, also makes it easier for your employees to remember them easily. It is also easier to manage within your HR processes.

Below is a laundry list of the Core Values we have compiled that we find most valuable, to enable you to best select what is truly most important to your organization.

Accountability — We are responsible for our actions, which, in turn, influence our customers, vendors and coworkers. We hold ourselves and each other to a high standard of accountability.

Balance — We create a work environment that promotes healthy lifestyles and celebrates family-work balance for employees.

Biblical Principles — We are a company founded on Biblical principles, therefore, all we do we entrust in God.

Civic Responsibility — We honor our coworkers and our communities by our motivation, knowledge and ability to actively participate in our communities as volunteers and leaders.

Compassion — We show kindness for others by helping those who are in need.

Courage — We face difficult situations with confidence and determination, standing up for our convictions, even when some of the decisions we make are right, but not popular.

Commitment — We are committed to ourselves, our vendors, and our customers; it is through commitment that we will all achieve.

Community — We are committed to the communities in which we do business and our employees live, work and love.

Consistency — We pride ourselves on our reputation for consistency.

Diversity — We respect diversity of race, gender, thought, interests, and ideas.

Efficiency — We pride ourselves on speed — and, yes, we are accurate!

Empowerment — We create an atmosphere that allows others to achieve through their unique contributions.

Fairness — We pride ourselves on having a work environment that emulates fairness. We treat people equally and make decisions without influence from favoritism or prejudice.

Fun — Work does not need to be painful or joyless.

Honesty — We believe in consistently seeking and speaking the truth in the workplace. We believe in a workplace devoid of lying, cheating, stealing, or any other forms of deception.

Individual Responsibility — We believe in holding ourselves accountable. We deliver on our own promises, and we always use good judgment.

Industriousness — We realize the intrinsic and extrinsic rewards of putting forth efforts to achieve our goals; we celebrate our team’s unique abilities to contribute to prospering our organization.

Innovation — We create before others do!

Integrity — Without integrity, we are nothing!

Justice — We consider the perspectives of others and demonstrate the courage to be consistently fair while treating all with equal dignity and respect.

Leadership — We lead with conviction and understanding.

Ownership — We own our decisions; we own our mistakes; we own our achievements.

Passion — We love what we do, and our heart goes into our work.

Quality — We do not compromise on quality. Quality is job one.

Respect — We maintain a work style of trust in all our interactions.
or
Respect — We value our vendors, our customers and ourselves; we treat others as we would want ourselves to be treated.

Risk Taking — We take calculated risks, learn from our mistakes, and grow in our successes.

Safety — We are accountable for our personal safety and helping our coworkers maintain a safe environment.

Service Excellence — We provide best in class service to our internal and external customers every day.

The best Core Value is one that you and your teams identify and create together.  Please post below what your experiences have been with Core Values and share a list of those values that you think are integral to every organization.

 

Protect Your Mission ~ Lancaster PA In HIS Name HR LLC

Protect Your Mission ~ Lancaster PA


HR practices that can best help your “Kingdom-Minded” organization and business protect its mission in todays’ hostile world.

Teague Learning Commons
Thursday November 14, 2019
8AM-Noon

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.

Presenter Randall Wenger Esq. has a myriad of experiences from all his years of working on religious liberty cases in Pennsylvania including the Conestoga Wood Specialties case that resulted in a landmark victory in the US Supreme Court for religious liberty and the sanctity of life. Randy understands the pressures and dangers that are facing those who want to run their businesses and organizations in line with their Christian values.

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

Leading an organization with Christ-centered values makes organizational sense.

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

  • Lower absenteeism
  • Higher quality products
  • Less 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

  • Legislative and policy dangers
  • 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
  • An overview of labor laws

Click Here For Tickets

Teague Learning Commons (Map)

About The Pennsylvania Family Institute

The Mission of the Pennsylvania Family Institute is to strengthen families by restoring to public life the traditional, foundational principles and values essential for the well-being of society. It is  the only full-time, professionally staffed non-profit organization representing family values—your values—in the state capitol. It encourages responsible citizenship and involvement in civic affairs to promote respect for life, family, marriage and religious liberty.

About The Presenters

Randall L. Wenger, Esq. – COO & Chief Counsel
Randall Wenger is Chief Counsel of the Independence Law Center in Harrisburg, a pro-bono law center affiliated with the Pennsylvania Family Institute and dedicated to maintaining those liberties that have made America great and free. He has litigated in federal courts all around the county, and his cases have included the free exercise of religion, freedom of speech, bodily privacy, and pro-life issues. In addition to his role with the Independence Law Center, he is COO of the Pennsylvania Family Institute.

Randall has an economics degree from the University of Chicago and earned his J.D. at the University of Pennsylvania. He lives in Lancaster County, and he and his wife Tina have seven children.

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

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.

How To Learn from Employee Turnover

How To Learn from Employee Turnover


Why are people leaving your organization?

My client’s eyes glazed over when I asked her this. She didn’t know why more than 13 percent of her workforce left every year – and hadn’t even thought about figuring out the reasons.

In my experience, most organizations fail to document why people leave.

If they do conduct exit interviews, they often don’t probe deeply enough. Or, they fail to effectively learn from their findings and implement change for the better.

How to Keep People

According to The Wall Street Journal, by the time a talented worker has decided to leave, it’s probably too late to make the necessary improvements to keep them. But, finding out why people aren’t staying with your organization is critical to your future success, especially in tough economic times.

Keeping competent employees is one of the best ways to save your organization a lot of money and keep a cohesive and healthy workplace culture. The high cost of hiring and training employees warrants that you learn from what isn’t working, every time.

There are several reasons why people leave.  In previous articles we have discussed many.  One area that continues to gain attention is organizational vision or lack thereof. Make sure your vision is properly integrated within your HR programs.  Employees need to be part of it and understand where you are going.  A recent article from Barnard Marr on CNBC.com cites “No Vision” as being a leading cause of turnover.  I agree.  Most employees want a hope and a future and a great vision that is bought in by all helps create energy in the workplace.

So, appreciate the rich source of information that a good exit interview brings!

A good exit interview finds out these three (3) things:

  • What the work climate is really like?
  • Whether and how are your managers are failing.
  • What’s missing?

Do your employees get what they really need to do well? If people are leaving too frequently, it’s time to find out why.

Make sure your exit interview includes these three (3) questions:

  • When did you realize you wanted to leave?
  • Did you and your manager set goals and objectives together?
  • How often did you receive helpful feedback from your leadership?

Ending Well

First, conduct your exit interview with a spirit of grace and graciousness. Your concern and honest inquiry into the reasons your employee is leaving will yield valuable insights if you put them at ease. This is where your core values come in.

Second, remember to set up an exit interview at a time designed to give you the best information. Don’t rush in at the last minute, just before your employee’s departure, or try to get information after they’ve already moved on.

Finally, wish the employee well in their new endeavor. At some point, they may want to come back. If they feel cared for during this last important experience, they will know that the door is still open. Losing a talented employee is disappointing, but it might be redeemed if they happily return in the future.

Have you used exit interviewing before? Please take a few moments and tell our community of readers your experience.

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In His Name HR helps organizations build high performance Human Resources programs. Visit them at In HIS Name HR or e-mail them here.

Mark A. Griffin is the founder and chief consultant of In His Name HR LLC. Connect with him on LinkedIn or Twitter.

Four Top Reasons Talented People Quit Their Jobs


The economy has been changing rapidly over the past several months. Now more than ever employees are starting to look at their career options.   Turnover issues transcend all profit and non profit organizations.

In my 25-plus-year career in human resources, I’ve noticed that, while people will endure fewer amenities and less pay, there are three reasons skillful workers will leave to another job:

(1) No progress

When employees sense no potential for career progress, or leaders are unaware that advancement is important, they look for better options.

(2) Feeling unappreciated

When employees receive little or no gratitude for their contributions, it’s demoralizing — they seek more rewarding work elsewhere. The biggest surprise? Many times, during exit interviews, departing employees disclose that a simple, verbal “thank you” would have made them feel sufficiently appreciated.

(3)  Sheer Boredom

Without savvy leaders or a solid idea of the big picture (Vision), employees don’t see concrete, interesting ways to contribute outside of the ordinary scope of their jobs. Things grow tedious and employees hunt for new challenges to make work feel more meaningful.

So, while you might think your employees desire high pay, a corner office, or a cushy benefits package, the truth is that the best employees are satisfied with simpler, more personal benefits.

Be thoughtful — find out what motivates your employees! This simple investment will ensure improved worker retention, enhanced overall morale, and increased organizational loyalty. And isn’t that what you really want?

Action Steps

What can you do as an employer right now to keep your best employees? This article provides some great ideas.

One more thing…what’s the Surprising New Reason People Quit?

Forbes magazine reveals a new reason spiking among employees who quit:

The Final Reason (4) –  Not enough flexibility for work-life balance

Not long ago this reason primarily concerned mothers, but now both men and women will leave pay increases and promotions behind to have a manageable work schedule that doesn’t crowd out the rest of life.

Keep in mind that, as a new generation of workers comes of age and/or starts having children, many will value fulfilling connections with family and friends above a full workload. Climbing the workplace ladder is simply not as important to young workers today as in prior generations. Many are talented and capable, but will choose a desirable work-life balance over monetary or organizational rewards.

So, if you are concerned with retaining talented employees while also saving time and money in hiring and training costs, remember these Top 4 Reasons and the new trend that makes talented people quit. It could make keeping great people you need much easier.

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In His Name HR helps organizations build high performance Human Resources programs. Visit them at In HIS Name HR or e-mail them here.

Mark A. Griffin is the founder and chief consultant of In His Name HR LLC. Connect with him on LinkedIn or Twitter.

Press Release IHN HR

Human Resource Leaders Launch Christian HR Community Support Forums


Press Release

LANCASTER COUNTY, Pa.May 18, 2016 /PRNewswire/ — In HIS Name HR has joined with Christian HR experts and leaders to initiate a dynamic new community designed to nurture and support Christian HR professionals via monthly forums.

These forums  in a private, non-judgmental environment, and encourage members to apply Christian practices in their dealings with customers, employees, customers and vendors.

The primary goal of this initiative is to enable Christian HR professionals to achieve a successful and satisfying life, offering an opportunity to regroup at its monthly forums and learn how to identify and balance their organizational, career, personal and spiritual goals.

Each session is held in a confidential setting, facilitated by a seasoned Christian HR professional. The forums are run with a Biblical approach, and include prayer devotions and fellowship over lunch before each session.

President and founder of In HIS Name HR LLC Mark A. Griffin spoke of how the forums encourage growth in the Christian HR professional community.

“The forums are supported by Christian human resources leaders who have experienced feeling isolated, and have overcome the types of personal and professional challenges those who attend the forums face,” Mr. Griffin said.

Topics range from how to successfully develop high-performance recruitment systems, implement high-performance employee review programs, employee relations and development, and how to tackle these and other issues as a Christian leader, and are covered in depth through training-based open discussions.

To find out more and join the forums, visit.

For further information contact:

Mark Griffin
In HIS Name HR LLC
717-572-2183
Email

ABOUT In HIS Name HR

Founded by HR expert Mark A. Griffin, in 2011, In HIS Name HR is guided by Christian values and strives to reflect Christ in all areas, starting with the view that everyone should be treated with dignity and respect, and that your employees are part of your organization’s family.

In HIS Name HR provides progressive HR programs to increase productivity and profitability, eliminate non-value-added practices and enhance employee wellbeing. The company provides round-the-clock support and representation in all HR situations.

To view the original version on PR Newswire.

SOURCE In HIS Name HR

Press Release IHN HR

Press Release: Revolutionizing organizations: In HIS Name HR introduces Human Resources Mastery Toolkit


February 28, 2014 Via  PR Newswire 

Times are tough: today’s tumultuous economic climate is seeing small businesses and non-profit organizations struggle to survive. Human resource-related matters are proving to be the biggest challenges faced – it’s a little known fact that these can be easily solved without high overheads.

High employee turnover, expensive recruiting and hiring processes, and workplace inefficiency are common problems that make growth and prosperity difficult to achieve.

Founder and President of In HIS Name HR Mark Griffin says the key to overcoming these hurdles is knowledgeable leadership.

“Adopting the practices, programs, and techniques of some of the world’s biggest and most successful organizations will transform your company into a lean and efficient powerhouse,” Mr. Griffin says. “All this can be done in-house, potentially saving you thousands of dollars.”

Mr. Griffin explains that HR issues can cause irreparable damage, and it is imperative for the success of any business to address these problems in an effective way. The Human Resources Mastery Toolkit offers in-depth, step-by-step training that equips the user with the resources and tools to expertly correct operational problems and boost organizational performance.

A far cry from an HR how-to booklet, the Human Resources Mastery Toolkit is currently available, for a limited time only, with a free iPad Air with Wi-Fi and a 16GB memory, valued at US$525.

The Human Resources Mastery Toolkit provides the user with five detailed training programs, plus companion materials that cover these areas pertaining to boosting organizational performance:

  • mission, vision and value commitments
  • workplace efficiency
  • performance review process
  • high-performance recruitment
  • employee relations

Ready-made meeting outlines, agendas, and expertly crafted templates accompany each program and are easy to incorporate into the daily running of organizations.

Securing sustained growth and a better work environment is within easy reach. Visit www.hrmastery.com for the key to a more prosperous future.

For further information, please contact:

Mark A. Griffin
717-572-2183
MGriffin@InHISNameHR.com

ABOUT In HIS Name HR

Founded by HR expert, Mark Griffin, in 2011, In HIS Name HR is strongly guided by Christian values and strives to reflect Christ in all areas, starting with the view that everyone should be treated with dignity and respect, and that employees are the most important part of all organizations.

In HIS Name HR provides progressive HR programs to increase productivity and profitability, eliminate non-value-added practices, and enhance employee wellbeing. The company provides around-the-clock support, and representation in all HR situations.

Evangelical Seminary Logo

Faith in the Marketplace April 30, 2013 Evangelical Seminary Myerstown PA


Faith in the Marketplace is designed to help those in leadership integrate our faith into the marketplace and see that our vocation is far more than a profession – it’s a calling of God.  We will begin at 7:00 a.m. with breakfast and adjourn promptly at 8:30 a.m.

Evangelical’s Myerstown Campus, 121 S. College Street Myerstown PA 17067-1299

Doors open at 6:30, Breakfast 7:00, adjournment by 8:30.

Guest Speaker: Mark A. Griffin, President of In HIS Name HR  and author of How to Build a Kingdom-Minded Organization. Mark knows what works and does not work, and most importantly he sees the world through the employee’s perspective! He believes in treating everyone with dignity and respect, because after all, your employees are part of your company family.

Register online here.

 

Finding Diamonds In The Rough In HIS Name HR LLC

Finding Diamonds in the Rough


This Post From Guest Blogger Buzz Rooney

I was blessed to spend the early part of my career as a staffing manager for light industrial jobs. One of the most valuable lessons I learned was not to judge people’s work ethic or abilities solely on their aptitude in filling out a job application or writing a resume. Some of the hardest working, most loyal and dedicated employees had the most difficult time writing an explanation of their previous job experience.

Resume writing and everything else that goes along with the job search is stressful. Most people are not taught how to track their performance and work product to build a comprehensive professional profile.  Admittedly, my own resume was a hot mess until I reached out to a professional friend to give it a much needed makeover! Struggle in this area is commonplace. One would think this would make recruiters and hiring managers less critical of applications and resumes.

However, when I made the switch to more traditional HR, I found the exact opposite to be the custom. Candidates were being discarded for minor errors and/or choosing unsophisticated descriptors.

John 7:24 (NLT) – “Look beneath the surface so you can judge correctly”.
In screening and reviewing resumes to find suitable candidates for open positions, look for 3 things:

Experience. Does the person’s work history establish practice in the same or similar type of role? Has the person ever worked in the same or similar industry? Did the person perform the same or similar tasks in a past position? (Romans 2:6 [NLT] – “He will judge everyone according to what they have done”)

Education. Has the person taken courses that would prepare him/her for this position? What kind of coursework has he/she completed that would teach the problem-solving skills necessary for success at this job? (Proverbs 18:15 [NKJ] – “The heart of the prudent acquires knowledge, and the ear of the wise seeks knowledge”)

Enthusiasm. Does the tone of the resume display a positive attitude about work? Are there accomplishments which demonstrate excellence? Is there a pattern of progressive responsibility in the work that shows ambition? Do the projects outline the ability to both lead and provide support within a team? (Colossians 3:23 [NLT] – “Work willingly at whatever you do, as though you were working for the Lord rather than for people”)

Do not be so concerned with superfluous things like formatting, stylized punctuation or accidentally typing “manger” instead of “manager.” Focusing heavily on unessential things will cause us to miss those diamonds in the rough.

We all make errors, both before and during our employment journeys. We have to use caution in judging others too harshly – especially knowing our own skills, abilities and practices are not necessarily at the best level they can be (Matthew 7).

Instead, by focusing on identifying the potential talent in the resumes we receive, we can rest assured we will yield good candidates and build a strong team of staff members to complete the work.

Buzz Rooney is a practicing HR Professional with over a decade of experience in the production, manufacturing and retail industries. She has Bachelor’s Degree in Communication Studies with a focus on Organizational Communication and Leadership as well as a Master’s Degree in Human Resources Management. Buzz is also a blogger and part-time HR consultant.