Category Archives: influence

It’s Equal Pay Day! Is Pay Equality Even Real?

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If you didn’t know April 10th is national Equal Pay Day!

How are you spending today celebrating this Ummm, well, holiday-ish thingy?

I have yet to see a company do this, but it would be awesome to see them make all the white dudes come to work and everyone else who is affected by pay inequality actually gets the day off, with pay!

I know, you probably clicked to come read this article because you thought I was going to give you some right-winged propaganda about how Pay Inequality wasn’t real and it was just made up by the left! If that was your thought, you really don’t know me!

Pay inequality is real and I know it’s real because I’ve worked two decades in HR and I’ve seen it with my own eyes.  I’ve run the compensation reports and sat down with executives to show them the real data we were facing as an organization.

Was it 70 cents on the dollar to men? No, not in my experience, but it was enough to be embarrassing. It was enough to show we had real sexist and racist assholes working for us making pay decisions.

Here’s my take on Pay Equality Day…

We own this as HR. I was once asked to step down and leave a company because I went into the executive boardroom as an HR professional and said, either you pay these women the same as the dudes, or I’ll quit. They took that as my resignation because they were not about to pay the women the same. That’s cowardly leadership, but it proves a point.

We – HR – own this. It’s not hiring managers. It’s not CEOs or CFOs or COOs. It’s you and me.

If HR allows a hiring manager to make an offer to any candidate for less than others are being paid in the same role, and we don’t stop that, we own it!

If you don’t stop it, or you believe you can’t stop it, you can quit and go to work for an organization that respects all their employees. If you don’t, you are now complicit in pay inequality. You are now the problem, not the hiring managers, and not the executives.

Now, should you quit and give an ultimatum like I did? Hell no! I was young and stupid.

What I should have done is approached this with a plan and a solution to fix our problem. If at that point, I was told we didn’t have a problem, or we would not be fixing this problem, then I have some decisions to make. My solution was to change employees salaries now or I’m going to throw a fit. That doesn’t work in the real world of budgets, and stock prices, and, well, life.

It took us a lot of time to get into this position, you don’t get out of it overnight. In hindsight, here’s what I should have done to fix our pay inequality issues:

1. Discover the importance of this issue with the leadership team and our legal team. I can do a lot of things, but if this is considered a non-issue by both my executive team and my legal team, I’m not getting anything done.

2. Stop all new pay equity issues. I might not be able to change the past, immediately, but I can definitely ensure no new issues come in the door!

3. Make a plan, with finance, on how you recommend we solve historical pay equity issues, and request an audience to dual-present this plan on this issue with myself and finance. By doing this, I would have known what we can actually do financially and have the buy-in already from those writing the checks.

4. Discover who my true offenders are, and deal with these folks first. In my experience, pay equity issues rarely are equal across an organization. It’s usually small pockets of hiring managers and locations that are doing bad things. “Well, Tim, we’ve always paid the ‘gals’ a little less because they tend to leave and have babies!” Oh boy! Even after coaching, discipline, etc., I don’t allow these folks to make compensation decisions. They lost this responsibility for a long time.

5. Develop and run quarterly or monthly reporting and ensure your leadership and legal team are aware of your progress.

6. Tell your employees what you’re doing.

Pay equity is an HR issue. HR owns it.

We are now responsible for what happens in our organizations when it comes to compensation because we all have been put on notice. If you don’t take this responsibility then you shouldn’t be in HR.

5 Traits that Make Great HR Partners Great!

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I use to think the title ‘HR Partner’ was played out and it probably was for a time.  There was a point a few years ago when every HR Pro had to change their title from HR Manager, HR Director, etc., to HR Partner.  It always made me feel like we were all apart of a bad cowboy movie, ‘Giddy up, Partner!’

I’ve actually grown to really like the “Partner” in the title of an HR Professional.  While many HR Pros just changed their title, I’ve met some great ‘Partners’ in HR who have changed their game, to match their title change.

What makes a Great HR Partner Great?  Here are 5 things I think makes them game changers:

1. Great HR Partners know your business.  Now, wait.  I didn’t say they ‘knew their own business’, they know the business of who they support. But wait, there’s more!  They know the business of who they support, the way the person or team they support knows it. Say what?!  It’s not good enough to know the business of your organization.  You have to know how those you support know and support the business.

That could be different, based on the leader.  One leader might be ultra-conservative in their business practices, another risky. A great HR Partner knows how to support them in the way those they support, want to be supported – while still being able to do the HR part of their job.

2.  Great HR Partners have a short-term memory. Great baseball pitchers don’t remember one pitch to the next.  Each pitch is new. Each pitch has a potential for success.  If they remembered each pitch, the last one, that was hit for a home run, would cloud their judgment about the next pitch.

Great HR Partners are willing to change their mind and try new things.  They don’t carry around their experiences like a suitcase, pulling them out and throwing them on the table each time those they support want to try something new.  Don’t forget about your failures, but also don’t let your failures stop you from trying again.

3. Great HR Partners allow risk.  A great HR Partner is able and willing to accept that organizations have risk.  It is not the job of HR to eliminate risk, it is the job of HR to advise of risk, then find ways to help those they support, their partners, to achieve the optimal results in spite of those risks.  Far too many HR Partners attempt to eliminate risk and become the ‘No’ police.  Great HR Partners know when to say “No” and when to say “Yes”.

4. Great HR Partners don’t pass blame.  If you are a great HR partner and you work with great partners, you will all support each other in the decision making process.  A great HR Partner will never pass blame but will accept their share as being one of those who supported the decision to move forward.

This doesn’t mean you become a doormat.  Behind closed doors, with your partners, you hash out what there is to hash out.  When the doors open – all partners support the final decision that is made.  A Great HR Partner will have the influence to ensure they can, and will, support that decision when those doors open up.

5. Great HR Partners don’t wait to be asked.  A great partner in any capacity is going to support those they support with every skill they have available to them.  In HR we have people skills – so when those who we support have issues, we offer up our ideas on what we can do to help the team.  Great HR Partners don’t stop at HR advice!  In a time of brainstorming and problem solving the idea that goes unshared, is the worst kind of idea.

I might not know operations, and I will say that up front, but I’m going to put myself out there and tell my partners that eliminating the rubber grommets on bottom of the widget is a bad idea, because while it saves us $.13 per unit, it also makes our product slide around and that ultimately will piss off the customer.

Being an ‘HR Partner’ has very little to do with HR.  Those you support expect you have the HR expertise. What they don’t expect is how great of a ‘partner’ you can be.  Great HR Partners focus on the partnership, not on the HR.

My New Favorite Interview Question!

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I love the concept of questions that will truly show you who someone is. We’ve gone through a long history of asking basic interview questions that don’t really get to the heart of anything. “So, Timmy, tell me what you would like to be doing three years from now?” Okay, well, sitting on a beach drinking margaritas sounds better than this. How am I doing? Did I get the job?

For my interview questions, I really want to understand how someone thinks. What are their true motivations? What gets them up in the morning? It might not be the job I have, in fact, I hope it’s not the job I have because that would be depressing. I don’t get up in the morning for the job I have, I get up because I’m a grown-ass man with a responsibility to take care of my family. I really like my job, but my job is not my motivation.

So, what’s my new favorite interview question? It’s simply this:

So, with the latest data scandal at Facebook, did you delete your Facebook account? 

I ask, then I shut up and wait for an answer.

What am I looking for? I’m looking for people who aren’t so naive and fragile that a data breach on a free platform that they willingly signed up for wouldn’t cause them to freak out.

I’m looking for candidates who would go, “no, why would I?” They would describe the process of signing up for Facebook, knowing they were getting value out of something they never paid a dime to use, and knowing that came with a cost. That cost? It’s your data.

I’ll tell you, that isn’t the only right answer. The other answer I would accept is, “Yes, I did, and I also deleted LinkedIn, Instagram, SnapChat, Twitter, etc. I deleted these because I was tired of using free platforms that I know manipulated me and take my data, and I finally got to a point where I didn’t want that to happen any longer.”

Either answer, I would be good with. Both answers show me that the candidate has a pretty good head on their shoulders to understand how the real world works.  The same kind of head my grandparents had. No one gives you a free lunch. If you’re getting a free lunch, there is an expectation that you’ll be giving the person paying something, eventually.

If the candidate did delete their Facebook profile, then went right out to Twitter to announce it, then, well, that’s an answer to. It’s not the answer I’m looking for in a candidate I want working for me. I don’t need employees who are shocked by the basic realities of life. It was free, but it cost billions of dollars to make. How do you think they’re paying for it?

Oh, I just love the perfect interview question! Designed correctly, it can give you such great insight to an individual! So, what’s your favorite interview question?

 

Is This a Major Sign Your Company Culture is Broke?

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Or, is this just the reality of workplaces today, in the world we live in with the #MeToo and #TimesUp movements?

That’s the question I was asking myself this week when the Wall Street Journal reported that a group of female employees at Nike circulated their own survey about workplace behaviors. Here are some details from the Quartz at Work article:

According to The Wall Street Journal, the developments were precipitated by an employee-led survey circulated among women at the company. It reportedly asked respondents about inappropriate behavior by men at the company and gender inequities more generally.

Sources told the paper that Parker eventually learned of the survey, which led to a recently completed six-month formal review of company culture. Then, last week, employees learned that Nike brand president Trevor Edwards, widely considered Parker’s likely successor, would step down in August, while one of his top lieutenants, vice president Jayme Martin, was terminated immediately. According to the Journal, the two men “protected male subordinates who engaged in behavior that was demeaning to female colleagues.”

So, before I give you my opinion, I have to tell you I’m a complete Nike fanboy! My first pair of Nike’s happened around the 6th grade when I was in high school the first Air Jordan’s were released. I saved my money all summer to get my first pair (by the way, I came home from college to find my Dad mowing the lawn in these same shoes, believing since I left them in my closet I no longer wanted them!). I’m not a complete sneakerhead, but I’m a wannabe sneakerhead for sure. I love Nike, as much as anyone can love a brand.

I believe Nike’s culture is fine. It’s probably better than most places to work in the world by a great deal. I feel this way from people I know who work there and feedback I hear in HR circles. Nike is not Uber, by a million miles.

I think this shows that every workplace, no matter how good, still has some things we need to clean up. Should female employees at Nike have to circulate their own survey to deal with poor workplace behaviors? No. But, understand that Nike, over most companies, hires emboldened, powerful women. That means this isn’t surprising. The surprising part would be that these women didn’t take action.

I’m not sitting in Nike, so I don’t know if the response that happened was right, or enough. On the outside looking in, it seems like the senior leadership team handled this appropriately.

In the past, I can only imagine how this would have been handled, but my guess is it wouldn’t have been with a senior leader leaving the company, it probably would have been a lot of coaching these female employees around the appropriate way to lodge a complaint, followed by many of these females eventually leaving or being pushed out.

That was the old HR/leadership playbook. That playbook no longer works.

I would love to hear your opinion on this real HR issue and how it was handled by a very visible brand? Hit me in the comments!

 

Career Confessions of GenZ w/@CamSackett: Maybe You Should Take Our Smartphones Away!

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March Madness is fully upon us. This season unites us all over a love for college basketball or in my case, a love for winning money by googling an article about who the “Cinderella” teams are and somehow winning your neighborhood pool (it’s only happened once). Whether your team is out (sorry Dad) or still fighting (Go Blue!), the close matches between teams can be super distracting to everyone. I know that I was watching a game in class the other day, and I don’t even like basketball that much!

It’s been found that March Madness may potentially cost employers $4 billion in productivity. It’s almost impossible to stay focused when there’s a #16 seed beating a #1 seed! (shoutout to the person running the UMBC twitter). One negative marker of Gen-Z is our ability to be easily distracted or our inability to pay attention to one thing for long periods of time. An average college student’s attention span is somewhere between 10-15 minutes, while most classes are over an hour. Although this isn’t an argument about our screwed up education system, it does open up a conversation about how to best approach the use of things such as cell phones and social media which can be very distracting.

I’ve had a cell phone since I was 10 when a family friend forgot to pick me up at swim practice. Some younger members of Gen-Z have gotten them even younger than me. We have grown up with these distractions around us at all times, and it can be difficult to manage.

I am a big fan of teachers that try to embrace the qualities of Gen-Z rather than fight it. More and more, I see teachers and professors trying to implement activities using cell phones or allowing laptops in class. Although I commend these teachers for trying to work with us, it isn’t working. Every single time I bring my laptop to class, I end up online shopping and missing some important information. The same can be said when cell phones or social media is involved.

Although it seems I’m advocating for an eradication of all cell phones and social media use during work hours, I’m not. Frankly, I don’t really know the rules of cell phones at most offices, but I know that my Dad is pretty quick to respond to my texts during the day. What I am saying is that a healthy encouragement of no cell phone use is a good idea.

I think that something like a station where you could drop off and charge your phone for a period of time could be really beneficial to boosting productivity. When I have to get work done, I’ll go put my phone across my apartment from me and turn it off completely to avoid distractions. Whoever says they are good at multi-tasking is LYING. Whenever my phone lights up, I want to check it and I know you do too.

I don’t have a solid answer for you on this one. It’s a tricky topic that isn’t black and white, but it is important to acknowledge. It is important to remind your Gen-Z employees that they are adults and cell phones aren’t banned like they are in a lot of schools. Also, it is important to remind them that this is a place of work and they are getting paid to do a job, not to sit on their phones and send Snapchats about how bored they are (that’s all that we are doing on Snapchat. I promise!). Let me know what you think in the comments!

 

This post was written by Cameron Sackett (not Tim) – you can probably tell because it lacks grammatical errors!

HR and TA Pros – have a question you would like to ask directly to a GenZ? Ask us in the comments and I’ll respond in an upcoming blog post right here on the project. Have some feedback for me? Again, please share in the comments and/or connect with me on LinkedIn.

 

Snoring on a Plane!

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I was flying recently and the dude right across the aisle from me started snoring. Snoring like he had a problem and there’s no way his wife still loves him kind of snoring. Snoring so loud I wanted to punch him right in the face.

I get it. Snoring is a medical condition he couldn’t help. Poor dude was tired and sitting in a hot plane and nature took over.

Snoring on a plane though speaks to me as a recruiter.

If you know you snore, you make sure you don’t snore in public. Drink 26 cups of coffee before you get on the plane, go see a doctor for some kind of surgery, take up a cocaine habit, I don’t know but do something!

It shows lack of self-insight.

The best case scenario is he wakes up, without me punching him in the face, and he looks at me and apologizes because he knows his own snoring woke him up. Or he wakes up and I tell him, dude, you’ve got a problem! Don’t ever fall in asleep on a plane!

He then looks at me, and says, I had no idea! Oh, my god, I’m so embarrassed and sorry! I will make sure to never fall asleep on a plane again without first putting on a breath-right strip!

But, he didn’t. He woke up an hour later with about 12 people hating him, and he had no idea, or he did and didn’t care. Which gets me back to recruiting.

Snoring on a plane demonstrates lack of self-insight. It might be the single most important thing you can have as a candidate. From the first moment you have contact with an employer to the last, you’re being judged.

The last thing you want to be judged on is having low self-insight. “Oh, wow, did you see Tim come in with the stain on his tie? Did he know? How doesn’t he know? Why didn’t he say something like, ‘sorry, guys, spilled coffee on my tie on the way in, and I’m totally embarrassed!’

At least we would know he wasn’t a complete moron! Instead, Tim is “snoring on a plane”.

No employer wants to hire you if you “snore on a plane”, they want to hire people who know who they are, good and bad, and can then overcome the bad and highlight the good. They want to hire candidates who have high self-insight because they know those people will take care of themselves and their performance.

We are really bad judges of self-insight for ourselves. We all think we have super high self-insight, but most of us really suck at this self-diagnosis. As someone who is close to you, but not to close, to help you out with this. Let them know you need to know the truth, the real truth.

Ask them to be real with you for a second! Hey, please, if you’re my friend, tell me, do I ‘snore on a plane’?

When Should You Let Employees Lead Themselves?

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I like to compare sports coaches to business leaders. I know it’s different, but in so many ways there are great comparisons when it comes to execution, performance, and team dynamics.

Coaches are known from time to time to get out the way and let players take over. Player only meetings, player-coaches, etc.

What coaches find is that their teams will sometimes stop listening (sound familiar leaders!?), or they’ve have heard them say the same thing so often, it no longer has the impact it once did. So, have the players be the coach! What you usually find is the players say basically the same thing as the coach, but in a slightly different way and the team responds!

Steve Kerr, the coach of the NBA Golden State Warriors did this last week with a couple of players who had the night off due to injury, rest, etc. He basically let them coach the timeout huddles. Now, he did this with three players he knew could handle it and three players that have high respect for their teammates (see the video below):

There is no doubt each of those players could become a coach when their playing days are over, just like Kerr did if they wanted.

My question is, would this work in a real work setting?

Do you think that your employees, left to ‘coaching’ themselves would respond in a positive way?

Maybe, but most likely not unless you prepared them for this. I’m guessing Kerr has had some time in practice with these three players talking strategy and full confidence that his vision, was also their vision. Because of these “pre-session”, he felt comfortable that the wheels weren’t going to come off.

The other factor here is you need a team that completely trusts one another. The team reacted positively because each of them knew that the player, now playing the role of coach, wanted the same thing they wanted, to win. To make them look good. To use their strengths to accomplish the outcome.

I’m guessing if you walked into your department tomorrow and brought everyone into the conference room and threw Jill a whiteboard marker and said: “Okay, I’m going to have Jill tell us the sales strategy for the 2nd quarter!” Everyone would look sideways and Jill would probably want to have a private conversation!

But, if you had many conversations with Jill and you felt she was prepared and ready, then maybe it could be a positive for her and for the team, believing you had confidence they could make it happen!  I like leaders who try things, given they try things based on skill and preparation.

What do you think? Should Kerr have put players in charge over other players? How would this play in your work environment?

Lifesaving Advice I Gave My Son When Someone Starts Shooting At His School

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Last night I had to sit my 14-year-old son down and have “the ‘talk”.

It was uncomfortable, it should be, having “the talk” is never easy for parents and their kids. Unfortunately, this wasn’t “the talk” I thought I would be having with him. This talk was about what he needed to do to stay alive when a shooter comes into his school and starts mowing down innocent kids because our American government refuses to do anything about it.

I need to take my shoes off to get on an airplane because I might have a shoe bomb and want to blow up a plane. I have to do this because 1 person, 1 time, got on a plane with a shoe bomb and burned himself.

Hundreds of school shootings have happened and thousands of kids have been killed or hurt, and we can’t figure out a way to stop this from happening. It’s not important enough for our society to change this.

This isn’t a political statement. This is a dad crying out to the universe to please stop this so I won’t be that parent on CNN telling my own child’s story because they were never given a chance to tell it on their own.

Those who were voted into a position of political power in our country, every party, every single person, have failed this nation. This isn’t a party issue. This is a kid’s are getting killed issue. You don’t need an arsenal of guns in your house to go deer hunting. You need one rifle that shoots one bullet at a time.

The 2nd Amendment in our Bill of Rights that gives us this ‘freedom’ as Americans to bear arms was written and approved by Congress in 1789. 229 years ago we needed to bear arms because a bear actually might kill you! Now, we don’t need to bear arms. We have the world’s best, most highly funded military force to protect us.

That we live in a society that allows any kind of access to teens to get their hands on guns is shameful. Teens are mostly crazy! They’re emotional. They act impulsively. They don’t think beyond the minute they’re living in. That is not a good combination to mix in access to guns and ammunition. Every single parent in the world understands this simple concept.

But, now I have to give tips and strategy to my son on how to save his life when a school shooter commences to mowing down innocent victims because Timmy’s Dad had to have an arsenal in his basement because this is “America!”

Fuck you, Timmy’s Dad!

So, here’s the advice I gave to my son, and I’m sure you’ll give to your sons and daughters. I told him to survive. Do anything you have to do to survive. Like the Hunger Games, you survive. That’s an order. For some reason, we’ve regressed hundreds of years as a society that my ‘life’ advice to my son in 2018 is simply to “Survive”.

So, ultimately, this is a failure of parenting. We have failed as parents that we elected people in our own image who have refused to fix a problem that we all want to be fixed. We failed because we don’t think this will happen to ‘our’ kid. We hate that it happens to any kid, but it won’t happen to “my” kid.

We’re stupid. It is going to happen to my kid and I can’t sleep at night knowing when I drop my son off at school tomorrow there isn’t one thing being done to save his life by those in charge of our laws in this country. Not one single thing.

Just survive, I told him…

We can stop this. In our world, it takes money to beat the bad guys who have more money right now. I donated to Everytown.org – The Movement to End Gun Violence. I’m not associated with Everytown, but I donated money so I support them. If you want to support them, great! 

(Photo cred: Larry Nodarse)

 

Do you know what you really want in your career?

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About ten years ago I came home one day and said to my wife, “I can’t do this anymore”. It doesn’t matter what I was doing, I just couldn’t do that anymore. I knew it. Something had to change.

Steve Jobs is famously quoted as saying, “people don’t know what they want until you show them”, I think Henry Ford said something similar about one hundred years before Jobs. Both were talking about consumers, but in reality, it fits people in almost every aspect of life.

I find it really rings true for people in their careers. We think we know what we want. “I want to be a vice president by the time I’m 35”, I told my wife when I was 25 years old. I thought I knew what I wanted in my career. In reality, I was just title chasing.

I became a vice president and I found out I felt no difference in my career, and I definitely didn’t feel satisfied. So, a title was not what I truly wanted. What I discovered was I wanted to be in control. Success or failure, I wanted that on my shoulders. It didn’t matter what I was actually doing in my career, I needed control.

As a leader, I find probably only about ten percent of those who you support will truly have an idea about what they want out of a career. The other ninety percent, are just like me, they think they know, but they really don’t until they’ve reached whatever goal they’ve set for themselves, then they’ll find out if they actually had any clue, or they were just guessing.

If we start with most employees have no idea what they want in their career, or at best they have an idea, but it’ll be wrong, it’s now up to leaders to help shape this path. It might be the only real thing we can do for those we supervise as leaders are to help guide them on their career path.

Employees don’t know what they want in a career until you show them. 

If you believe this is your job as a leader to show those you work with what their career can be, this really helps to crystallize what you do each day.

What I know from my experience is the best people I ever worked for had a vision and path they wanted for their career. That path was usually developed and born from a mentor or boss that took the time to care about this person enough to show them what their career could be.

I can point to four different leaders and mentors in my life who helped shape my path, and by the way, all said I was an idiot for my obsession with a title. I was too young to listen, and thankfully they were too smart to give up on me.

It’s your job as a leader to show your people what they want. Don’t ever assume that your people already know what they want, most don’t. They won’t admit this because admitting it makes you sound like a moron, but it shouldn’t stop you as a leader from showing them the possibilities.

What I find is the more you show them the path, the more they’ll gravitate towards it and raise their performance to meet it.

The Power of Your Network is Still the Most Valuable Thing You Own!

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If you’re even a casual reader of this blog you know I have three sons. Two of those sons are in college. Being that my life’s work has been in HR and Recruiting you better believe they understand the importance of good grades and internships!

Being the Dad I am I thought it would be a good idea to use my network to try and help my boys get an internship. Let’s be honest, this is how most recruiting still works today. It’s about who you are, combined with who you know. My kids know me and a few hundred friends and family, 99.9% of which are absolutely no help in finding them an internship.

They’re a lot like most kids, besides this one exception.

I know a ‘few’ more people than they do. I’ve been writing for about ten years now. I’ve spent a career building a network. So, I put a very simple message out on LinkedIn. Here it is:

You see the number, right!? 99,973 views of this post as of me writing this post!

I don’t care who you are, or what your network is on LinkedIn, 99K views is a lot! I know a bunch of marketing pros who would give me their left arm for 99K views of anything they put out!

The outcome is still undetermined. Both boys have had interviews, so I’m confident they’ll find something wonderful. I’ve had amazing friends, peers, and people I’ve never met, reach out to help. Some with actual positions. Some with other connections who might have something. Others with just words of encouragement.

I was overwhelmed with gratitude.

When you write a free blog for ten years you really don’t have any idea what the ultimate outcome will be. I don’t ask for much of my network. I really didn’t expect much from the post above. I sent it out into the world and magic came back. It’s very cool!

Some learnings I’m taking away from this experience:

– LinkedIn for how much we love to hate it sometimes can be very, very powerful tool for networking.

– When a post goes viral, you are never prepared! If I didn’t reply back to you I’m sorry, it was unintentional!

– The next time you decide to ‘ignore’ a LinkedIn connection request, think about how that person might help your network.

I had a friend point out that some folks might be upset over this. The reason my kids will get an internship is because of ‘who’ they know (me, there dad). They have the advantage of having a network that can deliver these opportunities. What about all those kids that don’t have that same ‘privilege’. It’s not fair.

I can’t change the fact that as a father I want to help my kids get every opportunity they can. I didn’t do their homework and take their tests, that’s all on them. I don’t sit in on the interview, that’s all on them. I help out people not related to me every day in the best way I can. I’m not going to apologize for helping my own kids find a job. That’s just silly.

FYI – still on the outlook for a summer Accounting internship for a Junior Accounting Major with a 3.85+ GPA, who is a student-athlete playing college baseball on scholarship. It turns out most Accounting internships are in the Winter and Spring during tax season. He can’t do that with his athletic commitment. So, if you know of anything, let me know!