Hellooooo members of SHRM@QU and the greater Quinnipiac University community! The semester is flying by, but the SHRM@QU continues to finish strong. Our most recent on Wednesday, April 10th, 2024 and second to last event of the semester, we discussed contemporary issues in the workplace.

Artificial intelligence (AI) is prevalent in the human resources sphere, as we were one of the first fields to adopt it via assisting spam detection, translating and summarizing text, and in the talent acquisition process. 64% of AI use in human resources is in talent acquisition, followed by 43% in learning and development, piggy backed by 25% in performance management!

AI automates tasks and speeds up processes like generating job descriptions, customizing job postings, and screening applicants. AI can spark ideas for great training and development programs, and for goal setting in performance management. Artificial intelligence is ever-evolving, and we must tread carefully to avoid bias, as we have discussed in our March 4th, 2024 issue!

Have you noticed in behavioral interviews that the recruiter is asking your process for encountering problems and how you do it? This can be applied with skill-based hiring as well. Skills-based hiring is when organizations focus on candidate’s abilities and skills rather than their education and prior experience. This widens the applicant pool and opportunities of workers that may not want/be able to get a degree. However, this leads into a new can of worms of companies overhauling their job descriptions to evaluate the truly needed skills/requirements. Silver lining: this will lead to needed updates in many company’s job postings and job standardization practices.

Pay transparency has been a growing importance with considering company culture and hiring practices. Pay transparency is the act of providing salary ranges on job descriptions, so that applicants have an idea of what their compensation will look like. Pay transparency can mostly be seen in childcare, security, and dentistry industries. It makes sense too because why would you apply for a job without knowing the range of available compensation? Surprisingly, only 50% of job postings on Indeed in 2023 listed a salary range.

In a post-lockdown world, many employees have realized the importance and ease of flexibility in remote work, but there are companies that only believe in returning to the office. The pros of in person work are the community and importance of human interaction. However, a lot of remote workers are resisting. Childcare for caregivers can be easier when working remotely, as well as taking care of daily home tasks/errands.

If employers still want the return to office, how can they do this? They should provide valid reasons, and have open onion communication with the whole office about their ideas on it. The issues of commuting should be addressed. What happens to employees that are employed remotely from out of state? This will be addressed, we’re sure. Does it matter if they are home if the productivity does not change? There should be options so employees are not pressured. What do you think?

Thank you for reading! Finish the semester strong, and we will blog again before the semester is out!

March 4th, 2024 at 6:30pm

Students had the privilege of joining a certification night on Monday, March 4, 2024, to learn about three fields and their respective certifications.

The Bobcat Project Management club is led by Emily Meyer. Emily works with Central European Institute, as well as Bobcat Project Management. Dr. Amy Paros, who is the faculty advisor for the Bobcat Project Management club, opened up the meeting with information regarding Project Management certifications. Dr. Paros asked members what brings them here, and all are welcome regardless of area of study, and took time to give advice to all members, even those that are undeclared. Dr. Paros has 12+ years of industry experience as a project and program manager in the engineering and manufacturing aerospace industry. She is a great resource for anyone interested in this field of study.

Here is some of the information that Dr. Paros shared with the group:

PMP: Project Manager Professional

(employers will need to fill nearly 25 million new project oriented roles by 2030)

People: emphasizing the interpersonal skills you need to effectively lead a project team in today’s changing environment

Process: reinforcing the technical aspects of successfully managing projects

Business environment: highlighting the connection between projects and organizations strategy

PMP requirements:

• Four year degree
• 36 months leading projects
• 35 hours of pm education/training or CAPM certification

OR you may have:

• High school diploma or an associates degree (or global equivalent)
• 60 months leading projects
• 35 hrs of PM education/training or CAPM certification

• CAPM ranked #1 out of the 9 most in-demand professional certification
• $300, 3 hours, 150 question CAPM certification exam tests your aptitude on PM fundamentals and core concepts

Eligibility

• Secondary degree, such as a high school diploma and at least 23 hrs of PME

DASM Disciplined Agile Scrum Master

• Equips one to successfully lead agile teams, which are flexible with technology. How do you like to work? 
• Requirements
  • $499 
  • Take instructor led training or self paced PMI required online course. When course is completed, one will get invitation for DASM exam
  • Certification valid for one year and renewed upon 14 Professional Development Units, or PDUs

Other PMI Certs

• Portfolio Management Professional
• Program Management Profess

NEW COURSE IN THE WORKS: MG304 Leading Projects at Work

• Earn a Google Certificate in Project Management
• Asynchronous class with Dr. Paros’ support

The next Faculty member to speak was Dr. Yan Jin. She has decades of experience in management and supply chain management. Dr. Jin is the faculty advisor for American Production and Inventory Control Society, or ASCM. Here is the information about the path of supply chain certification that Dr. Jin wanted people to know:

Supply Chain ASCM-QU

ASCM is the largest non profit association for supply chain

• 2018, Oct. 2: APICS changes to ASCM (AMERICAN PRODUCTION AND INVENTORY CONTROL SOCIETY)
• Kinds of certifications
  • CPIM (oldest certification), CSCP, CLTD, CTSC
  • Certified have 27% higher salary and a 45% higher median cash bonus

APICS CPIM: CERTIFIED IN PLANNING AND INVENTORY MANAGEMENT

• Work across all functions of the supply chain
• Manage risks and disruptions
• Leverage technology
• Price with Member discount
  • $1215 for exam
  • $1215 for class
  • $2190 for bundle
• Learning options for certification exam
  • Self study
  • Instructor led
  • Instructor-supported

STUDENT MEMBERSHIP IS FREE

Six Sigma Green Belt by ACSM-QU and IISE (Institute of Industrial and Systems Engineers)

• Offered since 2020
• 24 attendees, 16 took the exam, resulting in 15 certifications
• Cost: $550 for students, $850 for non-students
  • Valuable for
    • Supply chain
    • Healthcare
    • Banking and finance
    • IT
  • Minimize and reduce variations and waste through:
    • DMAIC (Design, Measure, Analyze, Improve, Control)
    • SPC (Statistical Process Control)
    • Process capability
    • Financial implications
    • Root cause analysis
• white>yellow>green>black>master black
• Online self paced course
• Instructor supported
• Six-month completion window
• Six sigma green belt by ACSM-QU AND IISE 
• Three hours, open book and open notes
  • 35-40 questions, 1-5 points
  • Test bank with randomized questions
  • Passing score: 70%
  • Two attempts with feedback if first fails

Next, we had Amy Sherman, president of SHRM@QU, speak about SHRM certifications:

SHRM-CP

• Anyone who holds SHRM-CP considered top expert
• Can give leverage over another candidate
• Can give a higher starting salary
• People that have CP key factor success in HR

• Certified professional
• Competency based HR certifications that tests individuals on knowledge and behaviors one may need in HR based role

Qualifications

• As long as you’re planning on pursuing role in HR

• Specific HR topics can be challenging
• Quinnipiac’s HR curriculum aligns with what may be on SHRM exam
• MG302, MG306, MG311, MG345, MG355
• Free body of applied skills and knowledge
• SHRM learning system ($820-$1180)
• SHRM-CP preparation class
  • A Central Connecticut State University online class spring and fall every year ($1199)
  • Once a week online 6-9pm

SHRM-CP prep

• Prepare 3-5 months in advance
• 3 hours and 40 minutes
• Cost:
  • Member piece $149
  • Non member $209
  • Regular exam fee (post grad)
  • Member price: $410
  • Non-member price: $510
• SHRM CP expires after 3 years and there are recertification credits (60 credits over 3 years)
• Can get those credits through trainings and SHRM held events

Thank you so much if you read this far. We had an information packed meeting!

Thank you to Dr. Jin, Dr. Paros, Emily Meyer, and Amy Sherman!

On February 28, 2024, SHRM@QU  had the privilege of welcoming Britt-Marie Cole-Johnson, a partner in Robinson + Cole’s Labor and Employment Group, and Frank Wittenauer, a Global Talent Technology Leader. They offered us valuable insight into Artificial Intelligence’s rising implementation in daily life and what the consequences, good and bad, may be.

Our discussion panel with Ms. Cole-Johnson and Mr. Wittenauer was moderated by our SHRM Vice President, Claire Moreira! 

1. When asked how the integration of AI in HR processes influenced diversity and inclusion efforts within organizations, our panelists offered great insight. 

Lawmakers are concerned about the hiring and workplace decisions being offset by AI, as it can decide who gets hired without human intervention, which may lead to bias. The bias can be applied to gender, race, disability, etc. Organizations must learn AI, including its process and limitations, before using it. Its impact on humans and bias needs to be considered, along with cost and process. 

2. Is there a way Human Resources can leverage AI in the recruitment and selection processes in a way that is fair and unbiased, and perhaps with human oversight for crucial decisions?

It seems that these biases of AI are seen through job descriptions that are not updated with the market, leading to resumes without those keywords being filtered out. Organizations need to be diligent in their housekeeping and maintenance of job descriptions. Interviews should still be by a human; one-sided AI interviews may work against interview responses and speech patterns that don’t align with pre-programmed algorithms. This could lead to adverse impact. 

3. How can HR prepare the workforce for the changing nature of work due to AI?

HR is still a polarizing topic. There is some truth in that AI is being used by companies to save money through having routine and repetitive jobs automated. Is there time for Information Technology companies to train other employees on how to use and keep up with the technology? Time should be made for this, but not all tech savvy individuals care to train employees. Investment should be made to elevate talent and prepare them for the future. Rather than spending time on tasks that can be automated, organizations should invest in development and training to allow their teams to spend more time on strategy and innovation. Human Resources is not at total risk of AI; the focus of humans is in the name! 

4. What challenges, if any, may arise when implementing AI tools into the workforce? What can be done to alleviate these challenges?

There are employees and leaders that are still resistant to AI. HR has to integrate AI to align with employment laws, which can be especially difficult when working across different cities/states/countries with different regulations. Employees need to be trained on how AI works, especially for their roles. Everyone (employees and leaders) needs to be involved in the AI integration process. Outside metrics should be merged with inside metrics to create accurate recruiting measures. Integrating HRIS and other AI systems can be very costly, and should be thoughtfully executed in partnership with users and developers. 

5. Our panelists were asked to share their day-to-day work life examples of how AI has impacted them, either positive or negative.

Law firms have a lot of restrictions regarding data/AI usage, meaning the use of it is very minimal – client data privacy is essential. Britt-Marie utilizes AI in her personal life, whether it be for finding a new recipe or just for fun to experiment with its abilities. Frank uses it to help him with idea generation, and also to test its limits and capabilities. Britt-Marie is also a professor, so one request of her students is for them to be transparent when utilizing AI in their assignments.

6. Britt-Marie, in what specific ways is AI utilized at Robinson+Cole? Are there steps in place to assure the safety of combining AI with the confidentiality of practicing law?

AI is very limited at Robinson+Cole due to client privacy concerns. These privacy concerns are valid, because some AI technology companies will store user data, even if they do not state that they are doing so.

7. Frank, are there any founded fears in the accounting industry that AI will ultimately take over certain positions? Or is it being seen as another tool to assist with the accuracy of data?

AI is helping accounting to regulate tedious tasks. People should not fear AI in accounting.

Lastly, Britt-Marie Cole-Johnson and Frank Wittenauer offered some advice to us young professionals. These quotes are not exact, and are paraphrased from the overall sentiment of the advice given:

Frank: “Learn a lot and fail a lot.”

Britt-Marie: “Take good training over better pay.”

Thank you so much to Frank and Brit-Marie for taking time to speak with us and fellow Quinnipiac faculty and students!! 

See you next time SHRM readers for our event partnered with Bobcat Project Management and ASCM on Monday, March 4th at 6:30pm in SB119! There will be pizza! See you there!

Hello Society for Human Resource Management members and beyond! Welcome BACK to school for Spring 2024. On Wednesday, January 31^st, our President, Amy, hosted our first meeting of the semester going over upcoming events.  

First, thank you to everyone’s involvement in the Fall. This organization would not be what it is without the dedication of our members, guest speakers, faculty such as Dr. Fullick-Jagiela, and our e-board.  

On February 28^th, from 1-2:15pm in The Innovation Hub in School of Business, we have our Diversity and Inclusion Day! Britt-Marie Cole-Johnson and Fran Wittenauer will be joining us to discuss “AI in the Workplace”. 

March 25^th at 5pm in EC101 we will be having Amy Demas come speak with us! 

More events will be added throughout the semester, so look out for any emails from Amy/Dr. Julia Fullick-Jagiela. If you are part of a club on campus and would like to collaborate with SHRM@QU, please do not hesitate to reach out to Amy: amy.sherman@quinnipiac.edu or DM us on Instagram: @shrm_qu ! Us business/smaller orgs should act as teams to bring great events and people together.  

Elections are coming up in March for the following positions for the 2024-2025 academic year. Transitions will begin in April: 

• President 
• Vice President 
• Secretary  
• Career Liaison 
• Social Media Coordinator 

Last announcement, our dues are due soon! (say that 5 times fast) 

New members (FA 23/SP24): $15 

Returning member (SP23 or earlier): $25 or $20 if paid by February 8^th!  

We look forward to a great semester with you all!! 

On Wednesday, December 6th, 2023, the Society for Human Resource Management hosted an educational self-care night. Amy Sherman, our student chapter president, led the room through a PowerPoint on the subject with some testimonies on their own self-care from our Executive Board. ​​Self-care is how we relax when we are stressed and overwhelmed with anything going on in our lives. The amazing aspect of self-care is that you can practice it in various ways. By not taking care of your body, mind, or putting your personal needs first, you can cause yourself to burn out, or even get sick. 

Each of the executive members shared how they partake in self-care:

Amy, President: “I practice self-care by hanging out with friends, taking a drive, or by playing video games.”

Claire, Vice President: “I like to take some down time and read before I go to bed as well as join yoga classes in the beginning of the week to mediate before the week ahead and get my body in shape! I also love to journal my days to remember them more vividly!”

Juliana, Career Liaison: “I practice self-care by taking time for myself to unwind with some music and a good book.”

Teresa, Secretary: “When I’m stressed out, working out really helps clear my head and get that energy out! Laughing/talking with friends fulfills me emotionally. Nature is great to ground myself. I also love reading when I finally have nothing else to do.”

Victoria, Social Media Coordinator: “My way of self-care is making sure my space is all tidy before taking a hot shower. Once I’m all cozy I do a gratitude journal entry and a new prompt of my choice. I try to unwind and really give my brain a break once I’m in my bed. Usually doing work anywhere but there because to keep my space for work and sleep VERY separate.”

Attendees were able to create a self-care plan for themselves on paper. It’s important to know your signs of burnout, plan self-care activities, and to be aware of resources available to you. The presentation outlined resources for Quinnipiac Students, and anyone who needs help:

• Hours and Location

Mount Carmel Campus, York Hill Campus, and North Haven Campus

Monday – Friday: 9 a.m. – 5 p.m.

• Schedule online or call 203-407-4020, option #1
• Mental Health Care

Licensed Mental Health Provider (24/7 access): 203-407-4020, option #3

• Emergencies

Suicide and Crisis Lifeline: Call 988 or Text 988

Department of Public Safety: 203-582-6200

Police, fire or ambulance: Call 911 or Text 911

Email: QUCounseling.general@hhchealth.org

Thank you for a great semester, everyone. Have a great holiday season. Rest and take care of yourselves. See you next semester!!

Hello Society for Human Resource Management members and any one else taking the time to read this blog! 

On November 1st, 2023, we welcomed our guest speaker, Sterling Cochran. He is a University of Connecticut graduate who now has his masters in Human Resource Management. Sterling works as a labor relations representative. He took time to discuss the Connecticut SHRM HR Council, which is an affiliate  organization of the Society for Human Resource Management of Alexandria, Virginia, the world’s leading association of Human Resource professionals.

Mr. Cochran highlighted the local Connecticut chapters of SHRM. 

Sterling is passionate about the field, and reminded us of the vision of the SHRM foundation, which highlights  Inclusive workplace, workplace mental health and wellness, support for students, and skill building. As a student chapter, we strive to embody these goals.

As spoken about in a previous blog post this semester, certifications are important, and Mr. Cochran spoke about different SHRM Foundation Certifications:

• Veterans at Work
• Employing Abilities
• Workplace Mental Health and Wellness
• Getting Talent Back to Work
• Skilled Credentials at Work

It’s great to reiterate the ways in which we can be prepared to aid and accommodate specific sectors of employees as Human Resource professionals. In the nature of help and guidance, there are mentorship programs as well:

• HR Career Connection events – meeting people and networking
• HR Talent Accelerator- Four weeks working to determine trends in the workplace, how someone as an HR manager has incorporated AI. Lack of hiring is not always necessarily from lack of a hiring pool, it can be from ignorance of managers. This program helps  participants understand the purpose of a Human Resources profession
• HR Career Mentoring: Three month structured mentor session program. Working with professionals to help you build and clarify your goals, and guide you

The SHRM Foundation offers apprenticeship programs that offer on-the-job training, as well as foundation scholarships that can go towards paying for your SHRM-CP certification exam. There are amazing, educational, and career defining opportunities offered by the Society of Human Resource Management Foundation. Our chapter thanks Sterling Cochran for taking time to help us know what is offered. .

Thank you for reading! Have a great week!

SHRM@QU held its induction ceremony on Sunday, October 1st, 2023. The ceremony was led by faculty advisor Julia Fullick-Jagiela, Associate Professor of Management and Chair of Management at Quinnipiac. She began the ceremony with a brief introduction of the club’s mission and values and explained how important the role of being a member is.

Following Dr. Fullick-Jagiela’s introduction was the Officer Installation Ceremony, where the executive board members took the oath of office for their duties to the club. The ceremony finished with an induction to recognize and welcome the new and returning members. 

At the conclusion of our ceremonial induction, the members of SHRM socialized over Whitney Donut. Stories of internships and future events were shared. We are so excited for a new year! 

Welcome to our 2023-2024 Officers:

1. Amy Sherman (President)
2. Claire Moreira (Vice President)
3. Juliana Allen (Career Liaison)
4. Teresa Quinci (Secretary) 
5. Victoria Leniar (Social Media Coordinator)  

Welcome to our inducted 2023-2024 members: Todd Otis Bivens, Robert Nicolich, Teresa Quinci, Amy Sherman, Claire Moreira, Hailey Hartline, & Brendan Julian! Welcome back returning members! Reach out to our SHRM@QU Instagram account (shrm_qu) for any ideas of what you would like to see this year!

Pictured from left: Todd Otis Bivens, Robert Nicolich, Teresa Quinci, Amy Sherman, Claire Moreira, Dr. Julia Fullick-Jagiela, Hailey Hartline, & Brendan Julian

Robyn Westerkamp, SHRM-SCP

Jen Carty, SPHR, SHRM-SCP

On September 26th, 2023, SHRM@QU welcomed Robyn Westerkamp and Jen Carty to speak about the importance of the SHRM Certification and how it can advance your career opportunities. Jen and Robyn push SHRM certification to advance yourself, advance your organization, and to drive success.

Robyn is a certified Human Resources leader with over 20 years experience in the field, and is currently a consultant at OliveBranch HR. Jen is a certified HR leader with over 10 years of experience in the field, and is a current Director of Talent Acquisition at Magna Hospitality Group.

SHRM certification is based upon the SHRM Body of Applied Skills and Knowledge Behaviors and Competences, meaning that the skills validated through this training is meant to directly translate to the career and duties of Human Resource Management. The certification is relevant to current industry standards, while being employer focused with an emphasis on lifelong learning. Further, the training is backed by SHRM itself with a basis on behavioral competency that is also universally applicable and globally recognized.

The 134 question exam over the course of 3 hours & 40 minutes could change your career trajectory! 

The outcome of SHRM certification includes 74% reporting being satisfied with learning trajectory (Competence). 78% report higher satisfaction (Confidence). The credibility stems from 58% greater emphasis on leadership. The competitiveness is strong, with 68% attribute promotions to their certification, and 21% attribute increased salaries to it.

Schedule for 2023-2024 is underway. The second test window is from December 1st 2023- February 15th, 2024. Fee types include 

• Early Bird Exam Fee ($335 for SHRM members, $435 for nonmembers),
• Standard Exam Fee ($410 for SHRM members, $510 for nonmembers) and
• Student Exam Fee ($149 for SHRM members, $209 for nonmembers).

SHRM QU students, you could become certified for only $149!

How do I prepare??? Great question!! The SHRM Body of Applied Skills and Knowledge (SHRM BASK) will be your best friend! Outlined within are definitions, key concepts, performance indicators, the 9 behavioral competency areas, and the 14 HR functional areas! You may also self-study, utilize SHRM Prep Courses, SHRM education partners, or Organizational Training and Development.

Upcoming Online Courses to study!

• 10/4/23 – 12/27/23
• 10/17/23 – 1/16/24

Decide if you want to Apply. Prepare for the Test. Get Certified, and within 3 years get Recertified through Professional Development Credit (60 hours) or by retaking the test. Jen and Robyn recommend PDC, as it is more affordable and aids in Lifelong Learning!

Thank you for reading and have a great week!

HAMDEN, CT, August 30, 2023 — Today, SHRM (the Society for Human Resource Management) awarded a 2022-2023 Superior Merit Award designation to the Quinnipiac University SHRM student chapter for providing superior growth and development opportunities to its student members.

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.

“SHRM student chapter members embody the upcoming cohort of HR trailblazers, and it’s vital to highlight their achievements.” Said Michael P. Aitken, SHRM Chief Membership Officer. “The dedication displayed by SHRM@QU underscores that the future of the profession is in good hands. I commend their achievements and their adeptness in cultivating inventive initiatives, growth, and enthusiasm for HR, especially as we steer through evolving work landscapes.”

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, 2022, to April 30, 2023.

 “This is their ninth Superior Merit Award, which illustrates the hard work and dedication of our 2022-2023 e-board, Isabella Alley, Claire Moreira, Amy Sherman, Taylor Proulx, and Grace Aversano. This year we had some amazing speakers and events” said Dr. Fullick-Jagiela, SHRM@QU faculty advisor. SHRM@QU hosted its Annual Diversity and Inclusion Day on February 23, 2023 where Quinnipiac students and SHRM@QU members had the opportunity to learn about the panel’s topic, “Driving Diversity and Inclusion in the Workplace Through Data and Information Systems” with panelists Roberto Mucciacciaro, a Senior Recruiter with the Walt Disney Company, Christopher Bylone, the Director of Diversity, Equity, and Inclusion for the Connecticut SHRM State Council, and Shobhna Gupta, the Director of HRIS and Data Analytics at Quinnipiac. On April 8th, 2023, SHRM@QU and the Quinnipiac Investment Club hosted Jennifer Hernandez and Ashley Cadenhead, recruiters at Standish Management, to discuss recruitment in the financial services industry. On November 9th, 2022, SHRM@QU welcomed Joshua Strauss, an Industrial-Organizational Psychologist from the University of Maryland to speak about the impact that neurodiversity and disabilities have on the workplace. It has been an incredible year!”

To learn more about joining SHRM@QU, contact 2023-2024 President, Amy Sherman (Amy Sherman@qu.edu).

On April 8th, 2023, SHRM@QU and the Quinnipiac Investment Club hosted Jennifer Hernandez and Ashley Cadenhead, recruiters at Standish Management, to discuss recruitment in the financial services industry. Both share the position of Campus Recruiter, which means they focus on recruiting early talent, such as those looking for internships and entry-level positions.

Hernandez and Cadenhead spend a lot of time visiting college career fairs to network with prospective candidates. They make connections with many college students, even as young as freshman, just to get to know their potential future applicants. Aside from visiting schools, they also utilize job search websites, such as LinkedIn and Handshake. These platforms are a great resource because they allow the recruiter to get to know potential candidates, and for the candidate to get to know the company of interest.

The never-ending rise of technology comes with new software for recruiters to utilize, such as applicant tracking software (ATS) and artificial intelligence (AI). Standish recently began using Greenhouse, which is an ATS, to help them manage their recruiting tasks. Greenhouse is very user friendly and organizes all applications and keeps everything that the recruiters need to know in one place. ATS uses AI to weed out potential candidates based off the job description and the person’s resume. Cadenhead stated that she feels AI can be extremely helpful for this process, but at the same time, can be negative because it can overlook potential candidates who would be a good fit.

The event was wrapped up with advice from both speakers. Hernandez discussed how important it is to join clubs, participate in internships and other jobs, and to highlight your skill strengths on

your resume. As a young individual, your resume is the most important place to display your skills, so it is important to make it look as impressive as possible. Cadenhead emphasized the importance of using LinkedIn, connecting with recruiters and other professionals to get your name out there. Another great resume booster is getting certifications in skills related to the field you are applying to, such as Excel or QuickBooks.

SHRM@QU thanks Jennifer and Ashley for coming to speak to our club and the Investment Club about recruiting processes in the financial services industry and early talent.