Northern Virginia SHRM | March 2016

In This Issue

HR Jobs

Upcoming Events

Benefits & Compensation Coordinator - Arc Corp, Mar 8 - Arlington, VA

HR Jobs

Total Rewards Consultant - Arc Corp, Mar 5 - Arlington, VA

Legislative Alert

Talent Recruiter - Sunrise Senior Living, Mar 3, McLean, VA

The 10 Toughest Jobs to Fill

Employee & Labor Relations Manager - BAE Systems, Mar 1 -

in 2016

York, PA

HR Library

HR Analyst - Georgetown University, Feb 29, Washington, DC

2016 Sponsorship

HR Generalist - Network Designs, Feb 25 - McLean, VA

Opportunities

HR Manager - XCELHR, Feb 25 - MD

Volunteer for NOVA SHRM

Equity & Employee Relations Specialist - Fairfax County Public Schools, Feb 23, Falls Church,

Upcoming Events

Human Resources Coordinator - Access National Bank, Feb 17 - Reston, VA

VA

Read More

Legislative Alert
This Legislative Alert is brought to you by Lawrence P. Postal, Vice President for

March 11
Training and Development
SIG
Become the Strategic
Business Partner Your
Organization Needs
Speaker: Liz Weber
Location: Falls Church
Time: 7:30am
Register Now

March 22
Chapter Meeting
Top Recruiting Trends for
2016: An Overview
Speaker: Tony Lee
Location: Gannett
Time: 5:30pm
Register Now

March 24
TAM SIG
Creating Success in Your
Succession Planning
Speaker: Doris Sims

Legislative Affairs, Northern Virginia SHRM, and partner at Seyfarth Shaw, LLP.

What Employers Need To Know About the Zika Virus

Zika - Employer Liability Issues
By now, the worldwide health authorities and media have publicized the Zika
virus disease (Zika) that has been reported throughout South America,
Central America, and the Caribbean. Although the United States has only experienced a few
cases of the virus associated with travel to affected regions, it is only a matter of time before the
disease surfaces in more cases throughout the country. U.S. employers and those with
international operations should monitor the situation and be prepared to respond to questions from
employees and supervisors.
Background
1. What is Zika Virus Disease?

Zika is a disease caused by Zika virus that is spread to people primarily through the bite of
an infected mosquito. The most common symptoms of Zika are fever, rash, joint pain, and
conjunctivitis (red eyes). The illness is usually mild with symptoms lasting for several days
to a week. People usually don't get sick enough to go to the hospital, and they very rarely die
of Zika. For this reason, many people might not realize they have been infected. An
individual's symptoms may appear anywhere from 2 to 7 days after exposure to the virus.
2. How is Zika Transmitted?

Location: Webinar

Zika is primarily transmitted through the bite of infected Aedes mosquitoes, the same

Time: 12:00pm

mosquitoes that spread Chikungunya and dengue. These mosquitoes are aggressive

Register Now

2016 Board Members

Stay Connected

daytime biters and they can also bite at night. Mosquitoes become infected when they bite a
person already infected with the virus. Infected mosquitoes can then spread the virus to
other people through bites. It can also be transmitted from a pregnant mother to her baby
during pregnancy or around the time of birth. The U.S. Centers for Disease Control (CDC) is
studying how mother pass the virus to their babies. Zika can also be transmitted via contact
with bodily fluids of an infected person, such as through contact with blood or through sexual

Our Sponsors

contact.
Read More
Michelle Stalnaker, MA, SHRMSCP, SPHR
President

The 10 Toughest Jobs to Fill in 2016

This article is brought to you by Tony Lee. Tony is vice president of editorial
for SHRM, and he will be speaking about Top Recruiting Trends in 2016 at our
upcoming Chapter Meeting on March 22.

Trying to hire the best and the brightest candidates-or even the mediocre
Sharifa Gomez, PHR, SHRMCP, CHRL
Executive Director

and the somewhat dim-has been a massive challenge this year, no

matter the size or location of the company. Unfortunately for most
recruiters, next year is shaping up to be even tougher as corporate pressure mounts to attract
candidates who match the skill sets most in demand.
While there's no magic bullet to slay this dragon, there are talent acquisition strategies that are
proving to be effective, including taking a new look at which groups to target as potential sources
for high-quality candidates.

Mimi Shieh, SHRM-CP, PHR

Director

"We've found that becoming more flexible in what we seek can make a big difference," said
Michael Kannisto, global director of talent acquisition at New York City-based International Flavors
& Fragrances. "We're looking beyond the obvious options to candidates in adjacent industries and
related functions who have similar skill sets," and then training those new hires in the specifics of
the available jobs, he said.
A willingness to look at younger candidates who will need to grow into a position is another popular

Lauren Forgach

option, especially since the U.S. Census Bureau estimates that the retirement-age population will

Co-VP Programs

grow by 38 percent over the next 10 years. "The aging population will drive up demand in many
fields, especially health care, so considering applicants who may be a few years away from what
typically is considered a perfect fit for a job can be a great strategy," said Kyle Kensing, author of a
new CareerCast report on the 10 toughest jobs to fill in 2016.
The fact that rapid technical innovation makes many skills obsolete quickly adds to the need to

Kat Bender
Co-VP Programs

incorporate lots of on-the-job training, and reinforces the notion that a candidate's once-perfectly
matched skills may be outdated by his or her first anniversary on the job.
"If you look at a job like information security analyst, hiring is projected to rise by 37 percent over
the next six years, according to the U.S. Bureau of Labor Statistics (BLS), yet the job's
requirements are changing at a rapid pace," Kensing said. So if a company has a rigid job
description for this position, it's not accounting for evolution within the job that could happen over

Janet Nguyen, MA, SHRM-CP,

SPHR
VP Professional Development
Mary Kitson, PHR

just the next few months, he added.

Of course, planning a recruitment strategy well before any specific jobs need to be filled is the
smartest strategy, yet one that hasn't been adopted widely given the just-in-time nature of many
industries.

VP Mentoring

"Through workforce planning and predictive analytics, it's really critical to determine ahead of time
what your hiring needs will be," said Kannisto. "Nursing is a great example: You can look at
expected retirements among your staff to start planning recruitment efforts three years before you
need those hires."
Efforts to recruit upstream by forging relationships beyond traditional college sources also can be
Scott Donnelly, SPHR
VP Membership

effective, he added. Consider creating programs for high school students, as well as with diversity
organizations that work with younger age groups, as a great way to help meet recruiting goals well
beyond next year, Kannisto said.
And for those more worried about the near future, these are the 10 jobs that CareerCast expects
will be especially difficult to fill next year due to a range of reasons, including BLS-projected talent
shortages in each field, retirements due to an aging workforce and above-average growth in

Larry Postal
VP Legislative Affairs

demand:
Data Scientist

Roughly 6,000 companies are expected to hire for an estimated 4.4 million IT jobs with direct ties
to data analysis next year, reported CareerCast via Stamford, Conn.-based Gartner. Data
science's hiring boom is tricky to measure, say analysts, because the field is so new that the BLS
doesn't yet track specific hiring needs. In addition, the skill sets and responsibilities are still being
Lindsay Muirhead, SHRMCP, PHR
Co-VP SIGs

defined at many companies, which likely will increase the recruiting challenge as hiring managers
redefine what they seek on a regular basis.
Electrical Engineer
While demand for electrical engineers is expected to be strongest in Chicago, Houston and San
Diego, the greatest supply of candidates will likely be in Los Angeles and New York, thus creating
an imbalance, reported Randstad US, which also estimates that there are currently 17 openings
for every electrical engineering candidate.
General and Operations Manager
To meet the expected 12.4 percent growth in demand that the BLS anticipates by 2022, recruiters

Ronda Hetterson
Co-VP SIGs

will have to get busy soon. That growth rate translates into 613,000 open positions to fill for general
and operations managers over the next seven years.
Home Health Aide
Hiring is projected to rise by 48 percent over the next seven years, which the BLS says is a direct
result of the aging population. Nearly 600,000 positions will need to be filled to meet the expected
demand, while the low median salary of $20,820 limits the scope of the candidate pool.

Emily Ames
VP Certification

Information Security Analyst

The proliferation of cloud-based technology is a driving force in the need for this job. Microsoft
reported that by the beginning of next year, North American companies will need to employ at least
2.7 million cloud-computing workers, including information security analysts, and labor analysts
say the supply can't meet that demand.

Brian Diemar, GBDS

VP Marketing & Public
Relations

Marketing Manager
With the explosive growth in digital marketing and an already high average annual salary of
$127,130, marketing managers are in very short supply, reported the BLS. Looking to new college
graduates to help fill the pipeline won't suffice, as marketing is one of the skill sets most in demand
by college recruiters, according to the National Association of Colleges and Employers.
Medical Services Manager
The requirements for this position overlap the nation's highest labor shortage industries, as

Janine Onorio
Director SHRM Foundation

estimated by BLS: health care, social assistance and professional business services. The BLS
projects 73,300 new hires will be needed in the field by 2022, and predicts a 23 percent overall
increase in employment.
Physical Therapist
The American Physical Therapy Association estimates that in 2016, demand for full-time physical
therapists will exceed 229,000, with a pool of candidates of around 196,000-creating a gap of

Caryn Perrelli, SPHR,

SHRM-SCP
Treasurer

33,000 unfilled jobs. Like other health care fields, demand is up due to greater accessibility to
health insurance and the aging population.
Registered Nurse
The BLS projects a 19 percent growth rate by 2022, but it also estimates that 525,000 currently
working registered nurses will have to be replaced due to retirements, which puts the total number
of new hires anticipated at 1.05 million over the next seven years. In addition, the average age of
working nurses is expected to rise to 44.6 from the current 42.7.

Emily Dorsey
Secretary

Software Engineer
The Conference Board estimates there will be three jobs available for every new college graduate
from a computer science program in 2016. Not surprising, since the BLS estimates 222,600
software engineering jobs will need to be filled by 2022.

Northern Virginia SHRM is a Top 25 Fundraiser for SHRM Foundation

Renae Barlieb
Social Media Strategist

Northern Virginia SHRM was named a Top 25 Fundraising Chapter

for its outstanding support of the SHRM Foundation in 2015.

Chapter leaders will attend a celebratory luncheon in their honor
during
the SHRM Annual Conference & Exposition in Washington, DC this
summer.
Shaun Corney, MA, SHRMCP, PHR
University Relations Chair

"Thanks to the generous donations from Northern Virginia SHRM,

the SHRM Foundation is able to deliver scholarship to future leaders, advance HR research,
publish complimentary educational resources, and move thought leadership forward," explained
Mark Schmit, SHRM Foundation's executive director. "With more than 600 SHRM chapters
across the county, being named a Top 25 Fundraising Chapter exemplifies the dedication of
Northern Virginia SHRM to the Foundation's work of shaping the future of HR."
The SHRM Foundation, the charity affiliate of the Society for Human Resource Management,

Drema McCoy, MBA, SHRMCP, PHR

Newsletter Editor

advances global human capital knowledge and practice by providing thought leadership and
educational support, and sponsoring, funding and driving the adoption of cutting-edge, actionable,
evidence-based research. The work of the Foundation is only made possible by the support from
individuals, companies, and SHRM chapters and state councils. In 2015, the Foundation's annual
campaign raised more than $1 million for the third year in a row. To learn more about the SHRM
Foundation, visit shrmfoundation.org.

HR Library & Important News

Kelly Vilski
Chapter Administrator

When Employees Don't Read Benefits

Tips for Handling and Communicating

Materials

Compensation Changes

Innovative communications approaches

Employees view changes to pay structures

minimize complaints to HR about regretted

with fear, hope and concern

choices
Organizations often make compensation
RJ Lewis
Digital Content Administrator

Nearly 40 percent of North American

changes driven by business necessity-for

organizations have budgets specifically

instance, reducing annual merit pay raises

devoted to benefits communication, and 25

from the prior year's level, launching new

percent are planning to increase those budgets

incentive pay programs (and making variable

in 2016. Yet only 19 percent of employers say

pay a larger portion of total compensation), or

that their workers have a high level of

revising the salary structure with adjusted pay

understanding about their benefits packages.

ranges or bands.

The latest Benefits Communication Survey

Shortly, many employers will be implementing

Results from the nonprofit International

the U.S. Department of Labor's soon-to-be-

Foundation of Employee Benefit Plans (IFEBP)

released final rule on overtime pay, which will

also reveals that employers believe that:

limit the Fair Labor Standards Act's (FLSA's)

Benefit plan participants do not open or

read communications materials (80
percent of organizations reported this).
Participants don't understand the
materials (49 percent).
Participants don't perceive value in their
benefits (31 percent).
Despite the failure of traditional communication
methods, less than half of organizations have
tried nontraditional benefits communication
platforms like video (29 percent), social media

white-collar exemptions and require many

employees to be reclassified from exempt to
nonexempt status.
Regrettably, many organizations forget to
consider the far-reaching effects of those
decisions during the planning and
communication phases. To avoid unwelcome
surprises, consider these steps when rolling
out compensation projects or adjustments:
Read More

(23 percent), texts (10 percent), robocalls (9

percent) or games (7 percent).
Read More

2016 Sponsorship Opportunities Available

Northern Virginia SHRM has sponsorship opportunities available for 2016. Sponsorships are a
great way to promote your organization and reach a large audience of human resources

professionals. Sponnsorship opportunities include monthly meetings, newsletter and website

packages, as well as a mastered combo package.
Northern Virginia SHRM would love to talk to you about becoming a sponsor! For more
information, contact Brian Diemar, VP of Marketing & Public relations, at
novashrmsponsorship@gmail.com.

Volunteer for Northern Virginia SHRM

The Northern Virginia SHRM Chapter offers all members the opportunity to grow professionally
and network informally with fellow Chapter members by volunteering with the Board, participating
in standing committees, and/or assisting with special projects. Volunteer involvement with NOVA
SHRM entails both short- and long-term commitments on a variety of assignments, requiring
varying amounts of time, depending on your schedule and availability. Join a fun, vibrant group and
let us know if you are looking for opportunities to contribute!
We are recruiting for the following board positions:
President-Elect
Leader, Strategic Planning
Newsletter Editor
Vice President, Diversity
Special Interest Group Leader - Employee Relations
Special Interest Group Leader - Government Contracting
Click here for job descriptions and more information.
Interested in applying? If you've got the talent and interest to succeed in any of these roles, please
send your resume and brief statement of interest to Sharifa Gomez, Executive Director at
novashrmdirector@gmail.com.
I hope you enjoyed the latest edition of our monthly newsletter. Please contact me at
novashrm.newsletter@gmail.com to provide feedback and comments, to submit an article, or to
sponsor the next issue of The Pulse.
Sincerely,
Drema McCoy, MBA, SHRM-CP, PHR
Newsletter Editor
Northern Virginia SHRM
NOVA SHRM | novashrm.newsletter@gmail.com | http://www.novashrm.org
PO Box 2474
Springfield, VA 22152
Copyright 2016. All Rights Reserved.