President's Message
Dear GOSHRM Members,
As we usher in the vibrant season of Spring 2024, it is with immense pleasure and boundless optimism that we welcome you both new faces and steadfast companions to the new home of our Greater Orlando SHRM Chapter at Historic DubsDread This transition is not just a change in geography; it's a leap towards new opportunities, a fresh perspective on our collective journey, and a reaffirmation of our commitment to excellence and innovation in the field of human resources.
To our new members, we extend a warm and hearty welcome You are joining an exceptional community of professionals dedicated to shaping the future of workplaces with foresight, empathy, and integrity. Your experiences, insights, and contributions are invaluable to our ongoing dialogue and development, and we eagerly anticipate the fresh perspectives you will bring to our collective table.
To our existing members, your unwavering support and enthusiasm have been the bedrock of our chapter's achievements and growth This new location symbolizes not just a physical move but a step forward in our shared mission to foster a more dynamic, inclusive, and forward-thinking HR community. Your continued engagement and leadership will be crucial as we navigate this exciting phase of our journey together.
Our new chapter home is designed to be a hub of innovation, learning, and collaboration It offers state-of-the-art facilities for workshops, seminars, and networking events, aiming to facilitate deeper connections among members and with the wider HR community We believe this new space will not only enhance our activities but also inspire us to reach new heights in professional development and impact.
As we settle into our new surroundings, we encourage you to get involved, be it through attending events, contributing to our initiatives, or simply sharing your ideas on how we can grow together Let's seize this opportunity to rekindle old connections, forge new ones, and build a stronger, more vibrant HR community that thrives on shared success and mutual respect.
Upcoming Events
Monthly Member Meetings
March 19, 2024 – Historic DubsDread @ 5:30p; Register at Greater Orlando Society for Human Resource Management - GOSHRM
April 23, 2024 – Special Meeting - Rosen Centre @ 3:30p-5:00p; The Rosen Center, 9840 International Dr., ORLANDO, Florida 32819; Register at Greater Orlando Society for Human Resource Management - GOSHRM.
Attendees are invited to join the Learning and HR Tech Solutions Conference FREE Opening Day Reception & Expo Hall event after the GOSHRM Meeting
May 7, 2024 – 2nd Annual GOSHRM Mental Health Forum – Guidewell Innovation Center; 8a – 6p. Register Now at Greater Orlando Society for Human Resource ManagementGOSHRM.
In closing, I would like to express my heartfelt gratitude to everyone who has played a part in this transition Your hard work, dedication, and belief in our chapter's vision have made this move possible Together, we will continue to inspire, challenge, and support one another as we strive towards a brighter and more inclusive future for all HR professionals
. Welcome to our new chapter home. Here's to new beginnings, lasting friendships, and continued success in all our endeavors.
Warmest regards,
Pamela J. McGee
Pamela J. McGee, SHRM-CP, PHR, MBA 2024 President, GOSHRM
Pamela J. McGee
Pamela J. McGee, SHRM-CP, PHR, MBA 2024 President, GOSHRM
Pamela is the 2024 President of Greater Orlando SHRM (GOSHRM) and the Assistant Vice President of Human Resources, Talent Management & Total Rewards for Valencia College in Orlando, FL. In addition to holding both Society of Human Resource Management (SHRM-CP) and HRCI (PHR) level certifications, Pam has more than 30+ years of performancedriven experience with 25+ years of combined expertise in Human Resources management, talent acquisition, corporate, government and employment laws. Pamela is a strategy architect in the development of innovative HR initiatives to streamline processes and capitalize on organizational growth opportunities. As AVP at Valencia, Pamela provides vision and leadership for all aspects of the college’s talent management network, including talent acquisition, compensation, benefits, employee development, and employee experience.
GOSHRM HR Fresh Squeeze Newsletter, Page 3
As a headhunter with over 20 years in the staffing industry, I’m often asked to share my opinion about the influence of AI tools on the screening of resumes.
Many are expressing a fear about these tools ruling them out before their resumes are even seen by human eyes As immediate automated “ no ” responses continue to increase, almost as much as radio silence as a form of rejection, many folks are blaming AI. Furthermore, as companies pursue more inclusive hiring programs around diversity, it begs the question of how the use of these tools can negatively impact DEI programs
In today's recruitment landscape, AI tools are increasingly utilized for resume screening, sparking concerns about their impact on diversity, equity, and inclusion (DEI) initiatives Despite their potential benefits, AI algorithms pose significant challenges that organizations must address to foster fair and inclusive hiring practices
One of the primary concerns surrounding AI-powered resume screening is the perpetuation of bias The algorithms trained on historical hiring data may inadvertently replicate and even amplify biases present in society, leading to discriminatory outcomes Candidates from underrepresented groups are particularly vulnerable to being overlooked or unfairly judged by these biased algorithms
AI tools may struggle to accurately interpret and evaluate resumes that deviate from traditional formats or languages. Candidates with diverse educational or career backgrounds, as well as those with non-standard resume structures, risk being disadvantaged by systems that prioritize conformity over inclusivity Two such examples might include misjudging an employment gap, by perhaps a woman becoming a mother for the first time or maybe by someone who had a severe accident or extended health absence such as we saw in 2020 due to Covid Additionally, the lack of transparency in AI algorithms further exacerbates concerns, as opaque decision-making processes make it difficult to identify and address biases effectively
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GOSHRM HR Fresh Squeeze Newsletter, Page 6
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Language and cultural biases further compound the challenges of AI-driven resume screening Candidates whose resumes are written in languages or formats different from the majority may face misinterpretation or exclusion as often words, phrases, and grammar can get ‘lost in translation’, as cultural differences may also come into play. Both cultural and language distinctions that might otherwise make for an excellent applicant, would be more likely to get rejected by AI, therefore hindering efforts to foster diversity and equity in the workforce.
Despite these challenges, organizations can take proactive steps to promote fairness, transparency, and inclusivity in AIdriven hiring Regular auditing and refinement of AI algorithms can help minimize biases, while providing opportunities for candidates to showcase diverse experiences beyond traditional resumes can enrich the applicant pool Human oversight and intervention are essential in mitigating biases and ensuring equitable outcomes, underscoring the importance of integrating AI tools with human judgment and empathy One question to ask yourself is how often is your organization truly implementing such safeguards?
As humans we too have our biases that we bring to the hiring process as hiring managers frequently favor candidates that look, speak, and/or identify like them This is commonly referred to as “hiring in your own mirror image”. Sometimes the opposite is also true where a hiring manager discriminates against applicants that have the same professional, personal, or ethnic background as they do. Another common form of discrimination is by simply discarding resumes with names that cannot be easily pronounced.
Over recent years many applicants born outside of the U S have tried to combat this by changing their resume to include a more culturally accepted, yet fake name While other biases certainly exist, with some certainly being easier to spot than others, it seems that relying on AI to help with a more objective screening process could be beneficial. This may be true in some cases however when I asked ChatGPT for input on this topic, it gave me the limitations listed in this very article. Clearly, AI hasn’t learned to plead the fifth!
I do not believe we could ever truly replace the core human functions from the hiring process, even for something as routine as resume screening. As efforts around DEI programs increase, leveraging AI tools that lack some of the truly human characteristics, behaviors, or even a keen eye to find the story behind a resume are a real risk While we are becoming more aware of some of the discriminatory practices that exist within our own biases, it may be less likely to spot such weakness within AI, perhaps assuming its objectivity If you must consistently audit the tool, ensure all applicants are being equally considered, and account for DEI requirements is it possible trying to use AI in this way might be more trouble than it’s worth? With all new technologies, we must continue to be skeptical of their accuracy and ensure that we are considering critical company objectives before relying too blindly on the results The AI was able to call out its own limitations and bias, so the question remains: how well are you and your organization able to do the same?
About the Author
Tim Lesnick is the Principal and CoFounder of Trova, a boutique staffing, recruiting, and consulting firm located in Winter Park, FL. Tim consults with his clients on creative hiring strategies and leverages his extensive network to help companies hire better employees, often working under tight timelines. His experience spans over two decades in the staffing and professional services industry, where he has successfully placed over 4000 individuals in consulting and full-time positions throughout his career. Over the years, Tim has served on several non-profit boards, including launching his own 501(c)(3) - Team 4 Kids, and in 2017, Tim was an OBJ 40 under 40 award winner. When he’s not sharing in his clients’ successes, he enjoys spending quality time at the beach or in Europe with his wife and two young sons.
GOSHRM HR Fresh Squeeze Newsletter, Page 7
The “Great Resignation” is behind U.S. employers, but “quiet quitting” is still making noise. After some difficult pandemic and post-pandemic years, employee retention remains as big of an issue as ever. A host of solutions are regularly posed that could turn the situation around, but one that might be among the most difficult for driving effective, long-term change is that of reinventing how roles – specifically of managers – are seen and played
The need for more "human" bosses
It’s time to rethink the importance of “soft skills” and what, exactly, they are. Because increasingly, the world in which we work and live argues for managers – and leaders – to grow their organizations and nurture their people in a way that marries the best of hard and human skills.
There’s a difference between “soft” and “human” skills More than just being able to communicate effectively and problemsolve, a more human boss is one who is authentic, empathetic and adaptive
Yes, it matters Surveys by Gartner, Inc have found a 37% increase in the number of employees who believe they’re highly engaged if they consider their boss “human ” Unfortunately, only 29% say that’s how they’d describe him or her This gap is important to understand Highly engaged h as
Bad bosses are among the top causes of disengaged employees, along with lack of work-life balance, minimal professional advancement opportunities, and compensation, too Combined, it’s made voluntary and involuntary employee turnover in the U S stubbornly high, averaging about 10% to 15% annually, paced by rapid, early stage attrition as 30% of new hires depart within the first 90 days Turnover’s cost averages 50% of employees’ annual salary, at minimum
Why is it so hard to make happen?
One would think that the events of recent years influencing workers and workplaces would make a sufficient case for a change in perspective Especially since there’s no going back to the pre-pandemic environment
Small and mid-sized employers might find it easier to emphasize a humanistic management style and skills, as they are still small enough and fearless enough to give it a shot. Larger organizations, though, are more regulated. Plus, consistency counts – rules applied to one must be applied to all. Flexibility risks breaking the rules.
It takes special leaders with experience and good judgement to know their policy manual and their people to understand that they are not cookie-cutter duplicates, cogs in the wheel or numbers
Recognizing people as individuals and treating them accordingly gets good results Indeed, Gartner also found that human-centric work design – “flexible work experiences, intentional collaboration and empathy-based management” –is 3 8 times more likely to create high-performing employees who are 3 2 times more likely to stay on with their employer
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2024 Board of Directors
President: Pamela McGee, SHRM-CP, PHR
Past President: Cheryl Brown Merriwether, SHRM-SCP, SPHR
President-Elect: Dr. Lynn Johnson, PhD, SHRM-SCP
Finance: John Kinloch, SHRM-CP, PHR
Secretary: Crystal Palacios, SHRM-CP
Certification : Adam Primi, SHRM-SCP
College Relations: Crystal Palacios, SHRM-CP
Diversity & Inclusion: Rene Parson, SHRM-SCP
Engagement: Sara Colindres
Foundation : Marysol Fuhr de Blanch, SHRM-SCP, SPHR
Hospitality: Jose Bracero
Legislative: Justin McConnell
Marketing & Communications: Kizzy Ferrer
Membership (External): Raquel Perez, SHRM-CP
Membership (Internal): Kelley Diona Miller, SHRM-CP
Non-Dues Revenue: Wayne Rigsby
Programs: Jenay Byrd, SHRM-CP
Technology: Natalia Cardona
Workforce Readiness: Dr Kathleen Daniel, PhD
Honorary Counsel: Patrick Muldowney
2024 Greater Orlando Society for Human Resource Management All rights reserved The contents of this publication may not be reproduced by any means, in whole or in part, without the prior written consent of the publisher HRFresh Squeeze
Our mailing address: GOSHRM, P.O. Box 2527 Orlando, FL 32802-2527 www.goshrm.org
is published for Greater Orlando Society for Human Resource Management GOSHRM HR Fresh Squeeze Newsletter, Page 18 Want to be a contributing writer in our newsletter? Click HERE to learn more and to submit an article!
