Panel Project Work & Members in the Media

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Panelist in the Media


After O'Reilly, What's Next for Fox News? - NBC News, (4/25/2017)
Dan Ryan, Talent Aquisition


How to Ace a Video Interview - JournalismJobs.com, (4/6/2017)
Wonda Cooper, Talent Aquisition


Workplace fighting has gotten worse since November 9th – KPCC Radio (Southern California Public Radio) (3/8/2017)
Mike Letizia, Talent Acquisition

Job Hunting Tips for 2017 – Forbes (3/7/2017)
Janice Clements-Skelton, Talent Acquisition

How Fire Chiefs Can Hire Like Corporate Pros – Fire Chief magazine (3/6/2017)
Rodney Alvarez, HR Disciplines 

Politics, Prejudice, Workplace Collide – Boston Globe (2/27/17)
Oneida D. Blagg, Diversity & Inclusion

Work Advice: When recruiters ghost – Washington Post Magazine (2/23/17)
Jeremy Tolley, Talent Acquisition

Jim Strain, HR Disciplines

Dan Ryan, Talent Acquisition

Phyllis Hartman and Joanne Lee, Ethics

Lisa-Marie Gustafson, HR Disciplines

Are You Being Watched? Trends in Employee Monitoring – Rochester (Minn.) Post- Bulletin 
Vicki Krotzer, Technology

Dan Ryan, Talent Acquisition 

Susan Loynd, Diversity & Inclusion

Carol Olsby, Global 



Panel Trends Report

The lists of key trends each panel produces in its subject area make use of panel members’ insights to uncover a wide range of HR-related trends. These lists assist SHRM in creating forward-looking information and content for our members in forums such as the online HR Focus Areas, research articles, reports and surveys, and through media and outreach efforts. SHRM would like to acknowledge the efforts of each of the members of the Special Expertise Panels.


2016 Trends Reports

Ethics/Corporate Social Responsibility & Sustainability Panel Trends

Global Panel Trends 

HR Disciplines Panel Trends

Labor Relations Panel Trends

Technology & HR Management Panel Trends

Disclaimer: The views presented on this report are those of the members of the SHRM Special Expertise Panels and do not necessarily represent the views of SHRM. All content is for informational purposes only and is not to be construed as a guaranteed outcome. The Society for Human Resource Management cannot accept responsibility for any errors or omissions or any liability resulting from the use or misuse of any such information.




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