Posts Tagged ‘Recruitment’

Bringing Encouragement for Work Through Workplace Incentives IHN HR Podcast

Podcast: Bringing Encouragement for Work Through Workplace Incentives

Every day, employees who are disengaged, distracted, or discouraged cost employers time, money, frustration, and opportunities. Rob Marchalonis is committed to changing that.  Nothing motivates a team more than when they share in the success or gains they help achieve. Through Rob’s leadership he has been able to take many organizations to the next level.  Not just for-profit organizations, but nonprofit organizations as well.  Listen in and learn how incentives and variable compensation plans can motivate and energize your employees to achieve remarkable results.

As a former CEO, Rob understands the challenges organizations are under.  Rob is the creator of IncentShare and founder of LSP123. Years of hands-on experience as CEO, marketing director, engineer, entrepreneur, coach, and consultant have given Rob deep insight into organizational dynamics, motivation, incentives, and sharing to get results. He has advised thousands of business and nonprofit leaders.

Rob’s experience as an entrepreneur, engineer, and 25+ years as a hands-on CEO has given him deep insight into the power of effective Leadership, Strategy, and Process deployment to fuel workforce productivity and results. Connect with Rob on LinkedIn or contact him here.

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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Podcast: Employee Volunteerism

Employee Volunteerism: Spreading Hope in Schools

How does the Bible affect employers? Listen in and understand why the Bible matters. When we have a happy and fulfilled faith-driven society, we, in turn, have prosperous communities. Learn how you and your organization can contribute to this outcome.

We believe that children need to hear Biblical truth, especially in today’s culture. They are bombarded with so many things on a daily basis that have the potential to impact them negatively. Bible2School is offered to children in 2nd, 3rd, and 4th grade because that is the age their brains start to develop morals and values and their thinking goes from concrete to abstract. In fact, kids at this age often ask big, life questions. Thanks to the national released time rulings, we can help these children learn about God’s love for them during their public school day!

Listen in and meet Kori Pennypacker, CEO of Bible2School. Kori’s faithful journey with Bible2School began in 2009 as a volunteer. Her love for the mission grew, and she quickly became the Executive Director just two years later. Today, Kori serves as the organization’s CEO, where she oversees the mission and builds relationships with businesses, churches, and community leaders on the topic of the importance of spiritual training for children nationwide.

Kori thrives on building relationships, and she loves inviting people into the Bible2School team as valued members, volunteers, and donors. Kori’s courageous leadership, humility, and expertise have been paramount to the growth of the Bible2School program.

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

Subscribe to the Podcast!

Building Out of This World Leaders Banner

Podcast: Building Out of This World Leaders

Research shows that front-line leaders contribute as much as 60% to your employee engagement survey results. What are you doing to increase leadership capacity across your organization?

Come learn some strategies that NASA employed over the last 30 years to build better people leaders. Fortunately, these strategies are not rocket science! Any organization can take similar approaches. In fact, our guest, Brady Pyle, is bringing those approaches from NASA to his new role with a 350-employee non-profit organization.
What have you done in the past?

Brady took an early retirement from NASA in February 2023 after a 30-year career in HR, culminating in his role as Deputy Chief Human Capital Officer, where he supervised 12 HR Executives. Brady was a two-time recipient of NASA’s Outstanding Leadership Medal and played a key role in NASA being named Best Place to Work in the Federal Government for 11 Consecutive Years.

Brady has blogged about leadership over the last 10 years at, earning recognition in Feedspot’s Top 100 Leadership Blogs.

Brady currently serves as Vice President of Human Resources at Space Center Houston—a leading non-profit science and space exploration learning center that serves as Official Visitor Center for NASA’s Johnson Space Center.

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

Subscribe to the Podcast!

Allan Collins IHN HR Interview

Podcast: What Is the Top HR Priority Today? HR Leadership Must Bring Positivity in 2024

The economy, divisive politics, conflicts around the world, and greater demands in the workplace: They can all lead to business challenges. But those challenges don’t have to be insurmountable.

Every organization should feature an HR department that prioritizes promoting positivity. In this episode, we’ll meet Alan Collins, the greatest contributor to the HR profession Mark has ever known. Listen in as he reveals secrets that HR professionals can use to increase employee satisfaction and help their organizations achieve higher performance.

As former vice president of human resources at PepsiCo, Alan led initiatives for the Quaker Oats, Gatorade, and Tropicana divisions. With 35 years of experience in recruiting, staffing, talent management, organization development, and labor relations, he’s seen it all.

Alan is the founder of Success in HR, where he’s inspired tens of thousands of HR professionals from all over the world. Alan especially has a heart for young professionals and focuses many of his resources on helping develop them into truly confident, competent company resources.

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

Subscribe to the Podcast!

Interviewing For Success In HIS Name HR LLC

The Job Interview: Your Big Chance to Impress

The Job Interview: Your Big Chance to Impress

Interviewing for a job is one of the most anxiety- causing events a person can endure. In fact, recent studies show that a whopping 93 percent of candidates experience some sort of anxiety when facing an interview. We’ve all heard horror stories of interviews gone wrong – the guy who tossed his beer can in the lobby trash container before walking in to meet the CEO, the guy who brought his dog in a duffle bag in hopes of some moral support, or the girl who wore dirty sweatpants to an engineering job interview, coolly telling the employer “I’m here to program, not audition to be a fashion model!” Yikes! Most likely, none of these people will ever be you! But chances are you might find yourself in that 93 percent, facing some sort of jitters when the big day arrives. Job interviews can certainly be intimidating, but they don’t have to be. With the right tips and tricks, you can learn how to land an interview and make a lasting impression from the moment you walk in the door.

So just where did the idea of the job interview come from? Several years ago, before LinkedIn, Indeed and Monster were around, job seekers scoured the classified section in the local newspaper. Classified ads used to indicate special requirements, such as if the job was meant for a man or woman, single or married, etc. Candidates could be selected for the job based on appearance, religious affiliation, and age. Those of color, foreign accents and physical disabilities were unfavorably classified from securing a job. Thankfully, officials began passing federal laws in the 1960s, outlawing hiring practices based on color, national origin, religion, and gender. The Civil Rights Act of 1991 provided monetary damages in cases of intentional employment discrimination. Today, it would be nearly unheard of for someone to be discriminated against because of nationality or race.

While LinkedIn remains one of the top ways people land interviews, it is often a personal introduction that does the trick. As one employer pointed out, “If we have to post a job listing on LinkedIn or Indeed, this means we have run through the list of all potential internal candidates as well as any personal referrals.” Word of mouth often comes in handy. In other words, it’s all about who you know. This is why it is so crucial to spend your college years networking with professionals through internships, volunteering, or other opportunities.

Things have changed quite a bit in the professional world in the last few years, particularly post-pandemic. Here are a few recent statistics you may find surprising:

*69 % of employers now use video calls to conduct the first interview

*The average candidate goes through 2-3 interviews before landing a job offer

*The average time from the interview to a job offer is approximately 24 business days

*The average job posting gets over 200 resumes in response

*Of those 200 plus resumes, only 20 percent usually receive a response and a chance at an interview

*The average first interview lasts only 15 minutes, while a second interview may last 45 minutes or longer

If this sounds daunting, take heart. Landing an interview means you’ve managed to stand out above the rest. You’ve already done the hard part! If you get a phone call or email, this means your resume or work has impressed your future employer in some way, and they want to know more! Instead of thinking of the interview as a frightening process, think of it instead as a “get to know you more.” The employer has seen you on paper, and now they want to meet you in person to see if you might be a good fit. If you’ve made it this far, chances are you’ve done something right!

So just what do employers look for during that first interview? How can you make sure you make a lasting impression that will ultimately land you the job? Here a few simple DOs and DON’Ts:

*DO attempt to make a good first impression from the moment you walk in the door. Statistics show that the average employer sizes up a future candidate in just seven seconds. Give a firm handshake (if they extend one first) and make sure you’re properly dressed. Nothing screams “I’m not interested” more than inappropriate attire. In fact, one in four recruiters say they would pass on a candidate who was not dressed right for the job.  If dealing with a recruiter, it’s perfectly okay to ask what sort of attire an employer prefers. If the company is more high-end, for example, a full business suit might be best. If the company is more laid back, business casual might do the trick. As a general rule, it’s always best to be overdressed rather than underdressed.

*DON’T be late! A whopping 84% of employers said someone showing up late for an interview was an almost guaranteed disqualifier. If you genuinely run into a dilemma before the interview and know you’ll be running late, it’s best practice to contact them as soon as possible to let them know. Even then, it might still be a turn off. So make sure to leave plenty of time to drive and park. Check traffic before you leave. Lay out your clothes the night before and do anything else you might need to do ahead of time to avoid last-minute issues.

*DON’T appear arrogant. Seventy-six percent of recruiters say they would reject a candidate who appears arrogant either on a resume, in person or over the phone. Note that there is a big difference between arrogance and confidence. Confidence is an essential quality in a candidate, and it’s certainly okay to boast about your skills. But doing so in an arrogant way won’t get you far.

*DO your research. Nearly half of candidates are rejected because they didn’t know much about the company. Doing your research shows you are intelligent, informed, and enthusiastic. Nothing says “I don’t want the job” like scratching your head and coming up blank when an employer asks why you want to work for them.

*DO make eye contact. As a general rule, it’s a good idea to make eye contact 60 to 70% of the time during the interview. Body language tells a lot about a person, and if your eyes are downcast the whole time, an employer may sense you lack confidence. Try to smile, even if your nerves get the best of you. Employers know you’re anxious, and most want to put you at ease. If you feel your hands shaking, try clasping them in your lap. And avoid tapping your feet or shifting in your chair if possible.

*Do be prepared to discuss your soft skills. 78 % of employers consider soft skills important and will want to ask you about them. Essentially, soft skills show what sort of employee and team player you will be. You might have mad computer skills, but if you are uptight and can’t get along with others, an employer will likely pass.

*Lastly, DO be yourself. This might sound cliché, but it’s highly important. Despite the nerves, try to relax and speak from the heart. If the setting feels appropriate, you might even offer a little humor to lighten things up. Take cues from the employer; if they make a joke, don’t be afraid to laugh in return. While, as a general rule, it’s usually not a good idea to disclose much personal information during a job interview, it’s okay to share a bit when asked. If an employer mentions his love of dogs, you might jump in and mention your poodle at home. Again, follow the cues. And don’t forget to smile!

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Now Recruiting Controller Harrisburg PA

Now Recruiting: Controller Harrisburg PA

Position Closed 

Hershocks Inc. is committed to understanding, meeting and exceeding their customer’s expectations. As one of the largest glazing subcontractors in Central Pennsylvania, providing a comprehensive and technically expert range of services related to the design, installation, and service of windows, glass, architectural panels, and more. Hershocks has been a market leader committed to safety, quality, integrity, family, and community since 1935.

Still family-owned and operated, Hershocks is a winner in the small company category for “Best Places to Work in PA 2023” Come join them as they approach their 90 year milestone!

The Position

We have been retained to seek a controller to oversee all the accounting functions, accounting staff and provide financial reporting to the Hershocks Management Team. As a management team member, this position reports to the President. The ideal candidate will have experience as an accountant, controller or financial manager in the construction industry, preferably in a senior role. They will also provide financial direction and support to operational divisions to aid in their continued growth. 

The controller will lead in alignment with Hershocks’ Mission-Vision-Values statements and facilitate an atmosphere where the talents and abilities of the employees are put to the best use and support the industry-leading service Hershocks is known for.

Essential Duties

  • Lead the accounting staff to ensure adherence to GAAP, strong internal controls, and adherence to company policies and procedures.
  • Direct the accounting team with leadership that creates an environment of trust and productivity. Provide continuous coaching with regard to functional and leadership standards (technical skills and behaviors).
  • Create and maintain the annual company-wide budget.
  • Deliver weekly Work-In-Progress (WIP) analysis and report; review cash flow and cash position reports as provided by accounting staff.
  • Provide financial direction and support at weekly Hershocks Management Team meetings, Large Contract Division meeting and Service Division meeting. Initiate and execute all month-end processes, reconciliation and updates.
  • Record all monthly Work-In-Progress entries. Deliver monthly balance sheet and income statement. Responsible for the monthly update to the Management Team and Owners on the budget, backlog analysis, key financial indicators and ratios.
  • Build and maintain a relationship with their CPA firm throughout the year to prepare for the year-end audit and taxes.
  • Procure all financing and maintain banking and insurance relationships.
    Oversee the pension plan and maintain relationships with plan providers.
  • Work with legal partners to manage legal risks.
  • Perform other duties as assigned.

Required skills and qualifications

  • Bachelor’s Degree in Finance or Accounting (or equivalent in related field).
  • Five (5) or more years of experience in public and/or corporate accounting as a senior-level accounting or finance manager.
  • Complete support of and willing adherence to Hershocks’ mission, vision and core values; applicants must hold these standards as his/her own.
  • Exemplary history of financial project management
  • Strong analytical and organizational skills
  • Strong verbal and written communication skills

Preferred skills and qualifications

  • Accounting experience at a construction company or experience serving construction clients is highly preferred.
  • Professional certification, such as CPA (certified public accountant) or CA (chartered accountant) is nice to have.


  • Health Insurance
  • 401K Plan
  • Profit Sharing Plan
  • Paid Vacation / Holidays

This Is Not A Remote Position 

Office Location:

Hershocks Commercial Glass and Glazing
3501 N. 6th Street
Harrisburg, PA 17011

Hershocks, Inc. is an equal opportunity employer

All qualified individuals may submit a resume and letter of interest to:

Email HR Team

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

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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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

Encouragement For Work

Coming January 2024: New 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 encouragment for work:

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.