President's Message
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2026 Legal Summit
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Page 5 MAY 2026 Dinner Meeting - Mind Matters: Mental Health Awareness for Human Resources Professionals
Why Fair Chance Hiring Matters
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Shaping the Future of HR: Rollins SHRM Chapter Receives Top Honors
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The Invisible Backbone of Hiring: The Recruitment Coordinator’s True Impact
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Join SHRM Greater Orlando and make your network even stronger.
What an incredible time we shared at this year’s Annual Conference, Revolution 2026
On April 8, we gathered as a community of HR leaders, innovators, and change agents, and I can honestly say the energy in the room was undeniable. From the moment we opened the doors, it was clear that this was not just another conference It was a movement
Revolution 2026 was intentionally designed to be intimate, impactful, and deeply connected, and you showed up ready Ready to learn Ready to engage Ready to challenge ideas and elevate the way we lead in our organizations.
We heard powerful insights from industry leaders, including a dynamic fireside chat with SHRM’s National CHRO, Jim Link, that reminded us of the evolving role we play, not just as HR professionals, but as strategic drivers of culture, talent, and organizational success Our panel discussions and breakout sessions created space for real conversations, ones that pushed us beyond theory and into practical, meaningful action.
But what stood out most to me was not just the content, it was you. The connections made
The conversations in the hallways
The willingness to share, collaborate, and pour into one another
That is what makes GOSHRM special.
As we move forward, I want to challenge each of us to take what we gained from Revolution 2026 and apply it Transformation does not happen in a conference room, it happens in the everyday decisions we make as leaders It happens in how we show up for our teams, how we shape culture, and how we create workplaces where people truly thrive.
You do not need permission to lead change. You already have what it takes
Thank you for being a part of this community, for investing in your growth, and for continuing to raise the standard of HR in Greater Orlando and beyond.
The revolution did not end on April 8. It starts with what we do next
Dr. Lynn Johnson, Ph.D., SHRM-SCP 2026 President, SHRM Greater Orlando
Dr. Lynn Johnson, Ph.D., SHRM-SCP 2026 President SHRM Greater Orlando
to educate employers, challenge common misconceptions, and encourage employers to consider how fair chance hiring can support both business needs and our community
This issue affects more people than many employers may realize According to the Brennan Center, 1 in 3 adults in the United States, or nearly 70 million people, has a criminal record
Fair chance hiring helps employers expand talent pipelines, address workforce shortages, and strengthen our local community Admittedly, tapping into this talent pool can be intimidating Thankfully, employers do not have to do this alone Several organizations, like Operation New Hope, the Florida Foundation for Correctional Excellence, and the SHRM Foundation’s Getting Talent Back to Work initiative, offer support and provide resources on fair chance hiring In addition, local second chance employers, such as Aggressive Appliances and JPMorgan Chase, can be valuable resources
Adopting fair chance hiring policies may require thinking outside the box and flexibility, which could include delaying background checks until later in the process and focusing first on skills and qualifications While an employer may hire someone who does not ultimately work out, that should not lead us to discount everybody with a criminal background In many cases, the individual you hire may turn out to be a strong and valuable employee
As I was reflecting on this article, I thought back to what originally ignited this passion. In my role as a Jobs Partnership Coach, I met a 26-year-old gentleman I will call John, not his real name John had recently served 6 years in prison He was motivated to work and was getting interviews, but he was quickly screened out as
Many of those I teach are committed to changing their lives and will need a second chance at employment Valencia’s construction class is only one example of training happening in our jail and prison systems In Florida, there are over 100 programs offered that are directly tied to industry-recognized credentials and workforce needs Training is happening, but the opportunity only matters if employers are willing to consider the candidates
Fair chance hiring will not look the same for every company Employers are encouraged to consider where a skills-first approach could fit into their own hiring practices. Small changes, rather than a complete overhaul, are a good start toward making an impact A helpful first step is to access the SHRM Foundation’s Widening Pathways to Work website, where you will find valuable resources regarding recruiting, hiring, and retaining people with criminal records
Visit THIS LINK For fair chance hiring information and additional resources, visit THIS LINK
Joanne Hamrick, SHRM-SCP, is the Workforce Readiness Director for SHRM Greater Orlando. She is a Human Resources Consultant specializing in employee relations, training and development, and compliance for small to mid-sized organizations Joanne also serves as an Adjunct Instructor at Valencia College where she teaches students how to prepare for interviews and develop resumes She holds a master’s degree in Human Resources from Rollins College and is passionate about helping people grow, succeed, and connect to opportunity Joanne is actively involved in her community, volunteering with Jobs Partnership, OrlandoJobs com, and serving at her church
SHRM has awarded the Rollins chapter of SHRM the Superior Merit Award, recognizing outstanding achievements in student chapter operations and a commitment to providing meaningful programs and services to members and HR students in the Rollins community. It also recognizes Rollins’ continued growth and development as a business leader, capable of developing strategies that lead to business success.
The SHRM Student Chapter Merit Award program encourages the development of more effective student chapters and distinguishes outstanding activities and projects Chapters are recognized based on operations, chapter programming and professional development of members, support of the human resource profession, and SHRM engagement
“The dedication and achievements of Rollins’ student chapter demonstrate that the profession’s future is in capable and inspired hands,” says Johnny C Taylor Jr , SHRM-SCP, SHRM president and CEO “I commend their accomplishments and ability to drive innovative programming, professional development, and a growing interest in HR as we adapt to the evolving dynamics of the workplace.”
SHRM student chapters have the opportunity to earn an award based on the number of activities they complete
during the merit award cycle, the most recent one of which lasted from May 1, 2024, to April 30, 2025.
In addition to celebrating this recognition, Rollins continues to invest in the future of HR professionals through opportunities like the $1,000 GOSHRM Member Scholarship, which supports students pursuing the Master of Human Resources (MHR) degree. The program ’ s evening, in-person classes and SHRM-aligned curriculum are designed to help working professionals advance their careers while balancing their personal responsibilities.
Prospective students are encouraged to connect one-onone with a Rollins admission counselor to discuss how the MHR program can help them reach their career goals
In modern Talent Acquisition (TA), attention is frequently directed toward recruiters, hiring managers, and leadership decisions that shape workforce strategy. However, behind
every successful hiring process lies a role that rarely receives recognition despite its operational significance the recruitment coordinator.
Although recruitment coordinators may not always appear at the forefront of hiring discussions, they ensure that recruitment processes run smoothly, efficiently, and professionally Their work forms the structural backbone that supports hiring success.
As organizations expand hiring across multiple locations, time zones, and digital platforms, the importance of recruitment coordination continues to grow
Recruitment outcomes are typically measured using metrics such as offer acceptance rates, quality of hire, and sourcing effectiveness These results are often attributed to recruiters or hiring leadership Yet the operational infrastructure that enables these outcomes frequently remains overlooked.
Recruitment coordination functions largely behind the scenes, managing processes that prevent disruption When coordination is executed effectively, the hiring process appears seamless When coordination breaks down, delays, confusion, and poor candidate experiences quickly surface
This dynamic explains why the role remains essential yet frequently invisible
The simplest way to support employee’s mental and financial wellbeing is to contribute to their HSAs Both employers and employees experience a tax-advantage from these contributions, and employees will breathe a little easier when unexpected medical expenses arise Some employers may choose to offer an HSA advance feature, allowing employees to borrow against their annual election Employers offset the advance using scheduled payroll contributions
Recruitment coordinators maintain the flow of hiring activities from interview scheduling to final process completion They coordinate across multiple stakeholders, including recruiters, interview panels, HR teams, and candidates.
By managing timelines and logistical alignment, coordinators prevent operational bottlenecks that could slow hiring decisions
Interviews represent one of the most critical moments in the candidate journey Recruitment coordinators prepare interview schedules, communicate expectations, and ensure alignment among all participants
A seamless interview experience often reflects effective coordination rather than visible leadership involvement
Consistent coordination contributes directly to stronger employer branding and candidate satisfaction
Candidates frequently interact with recruitment coordinators more consistently than with any other stakeholder in the hiring process Coordinators provide clarity, updates, and reassurance throughout the recruitment journey
Even when delays or scheduling challenges arise, structured communication helps maintain candidate trust This stability becomes particularly important in competitive talent markets where candidate perception strongly influences offer acceptance.
Modern hiring relies heavily on Applicant Tracking Systems (ATS) and structured workflows Recruitment coordinators ensure that hiring data remains accurate and compliant by maintaining candidate records, updating hiring stages, and supporting documentation requirements.
Reliable recruitment data enables organizations to measure hiring performance and refine recruitment strategies
Several factors contribute to the limited visibility of recruitment coordinators
Success Appears Effortless
When coordination functions smoothly, stakeholders rarely recognize the complexity involved in maintaining alignment.
Focus on Outcomes
Organizations often celebrate hiring results while overlooking the operational execution behind those results
Behind-the-Scenes Nature of the Work
Much of recruitment coordination involves preparation, communication, and problem prevention rather than visible decision-making
Technology Masks Human Effort
Automation and scheduling tools may create the perception that hiring processes operate automatically, even though coordinators actively manage exceptions and complex stakeholder interactions.
Global and Remote Hiring
Distributed teams require interview scheduling across time zones, virtual platforms, and varying cultural expectations. Recruitment coordinators manage logistical challenges that did not exist in traditional office-based hiring environments
High-Volume Recruitment
Organizations conducting large-scale hiring rely on structured coordination to maintain consistency across multiple roles, hiring panels, and interview stages.
Integration of Technology and AI
Artificial Intelligence (AI) tools now support scheduling and communication workflows However, human oversight remains essential for managing exceptions, ensuring personalization, and maintaining stakeholder relationships.
Rather than replacing recruitment coordinators, technology often elevates the role toward operational expertise
Strong recruitment coordination contributes to measurable organizational outcomes, including:
Reduced time-to-hire through efficient scheduling
Improved candidate experience and engagement
Increased recruiter productivity
Better interview preparedness
Enhanced compliance and recruitment reporting accuracy
Organizations that invest in recruitment coordination functions frequently achieve more predictable hiring outcomes and greater operational maturity
As Talent Acquisition continues to evolve, recruitment coordinators are increasingly transitioning from administrative support positions into recruitment operations specialists Their expertise now extends to areas such as:
Workflow optimization
Process standardization
Stakeholder management
Data accuracy and reporting support
Candidate experience design
Recognizing this shift allows organizations to strengthen their hiring infrastructure rather than viewing coordination as purely transactional work.
The recruitment coordinator may not always be visible in hiring success stories, yet the role remains indispensable to achieving them By managing complexity, maintaining operational structure, and supporting candidate experience, recruitment coordinators provide the foundation upon which effective hiring is built.
In many ways, recruitment coordination represents the difference between chaotic hiring and consistent Talent Acquisition excellence As organizations continue to scale and modernize recruitment practices, acknowledging and investing in this invisible backbone will become increasingly important.
Kavneet Kaur is a recruitment professional with over seven years of experience in recruitment coordination and talent acquisition operations She specializes in interview scheduling, stakeholder management, and improving hiring workflows to create efficient and positive candidate experiences Kavneet has supported high-volume and global hiring processes while ensuring operational accuracy and process consistency Her professional focus includes recruitment operations, candidate journey improvement, and strengthening the coordination frameworks that enable successful talent acquisition strategies.
President: Dr. Lynn Johnson, Ph.D., SHRM-SCP
Past President: Pamela McGee, SHRM-CP, PHR
President-Elect: Dr Kathleen Daniel, Ph D
Treasurer: Oljunie Antoine
Secretary: Crystal Palacios, SHRM-CP
Certification: Yonitha Berryhill, M.A. Ed., SHRM-CP
College Relations: Lorena Pabon, MHSA, SHRM-CP
Diversity & Inclusion: Dominique Rodriguez, MSHRM
Engagement: Massiel Lopez
Foundation: David Rosado
Hospitality: Jose Bracero
Honorary Legislative: Justin McConnell
Membership (External): Nadia Noel
Non-Dues Revenue: Cathryn Keifer
Programs: Danielle Armstrong, SHRM-CP
Social Media Director: Amy Bursley, SHRM-CP
Workforce Readiness: Joanne Hamrick, SHRM-SCP
Wellness Director: Cheryl Brown Merriwether, SHRM-SCP, SPHR
