The Dumb HR Guy Guide to Recertifying for HRCI & SHRM

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“My three years is up!”, he said as if it was a prison sentence. If you’re a regular to the professional recertification process of HRCI (SPHR, PHR, GPHR), you know this feeling well. Your HRCI certification lasts for three years and you can then retake the test or turn in continuing education credits for recertification. The first round of the new SHRM recertifications won’t take place until later this year for the SHRM CP and SCP certs.

It’s pretty simple. The first time you got your HR certification you took a test. For most of us, it sucked! It was hard, we had to study for weeks and months, and in the end when you walked out of the room you had no idea if you passed or not! It was at that point you made a pack with yourself, “I will never take that exam again!” With that statement, you signed yourself up for the three-year sentence!

Most professionals certification in other fields work in a very similar manner. In lieu of taking the certification exam over, you can do continuing education and receive credit. If you get so many credits over a certain period, you don’t have to take the test and you continue to have a valid certification. It’s a good business deal for both sides. I don’t want to take a test again, and the professional body would rather keep collecting my money.

With the breakup of HRCI and SHRM, we HR pros now have a decision to make:

  1. Maintain my HRCI certification only.
  2. Maintain my SHRM certification only.
  3. Maintain both certifications.
  4. Screw them both, this is too confusing!

I’ve maintained that having both certifications is ridiculous. You don’t need both, there isn’t enough differentiation in the eyes of employers, and there is still confusion in the market over which one you really need.

February 20th is my birthday. My SPHR certification through HRCI will expire. So, now I have a decision to make. I’ve maintained my SPHR certification since 2001. I still remember sitting in that room taking the test, finishing, and having no idea what the heck some of those answers were! I was proud when I got certified. It’s a hard certification to get and give up.

Most of you aren’t like me. In fact, I did a quick poll of some of my HR friends to find out how they recertify. It came down to three basic ways to HR pros recertify:

  1. You put in your recertification credits immediately as you earn them. This is 40% of you. These are my smart friends.
  2. You have a set schedule for inputting your earned credits (Monthly, quarterly, bi-annual,etc.) This another 40% of you. These are my slightly less smart friends.
  3. Dumb HR Guy way – you wait three years then put them all in at once. This is about 20% of us.

So, I made the decision to recertify my SPHR through HRCI. I go to and speak at a lot of conferences, I lead webinars, I get enough credits in one year for all three years, so this should be super simple!

Okay, let me stop for a second and explain, it wasn’t. But, it’s mostly my problem and my Dumb HR Guy way of doing things! Also, I think HRCI and SHRM could make this process a little easier, so I’ll give you some tips that I hope will help you not be dumb like me!

Tip #1 – Each thing you do for recertification comes with a “Program ID #”, turns out these numbers, and remembering these numbers are pretty important to the simplification of recertification! Also, both HRCI and SHRM have different numbers, which adds to the complexity of this. My suggestion to both would be to each have a simple search function on their recertification website allowing you to look up these program ID #’s so you don’t have to save all this documentation or find a way to remember them. Which leads me to Tip number two.

Tip #2 – Don’t be a Dumb HR Guy! Once you get your “Program ID #” input it into your recertification application right away. This is one million times easier! Now, SHRM also has made it super simple by providing a new mobile app so you can actually do this task in seconds while you’re at the event and you first get told the Program ID #. Super cool, super easy, go download it now if you have the SHRM CP and SCP. I’m guessing HRCI is probably not far behind in launching their own mobile app, it just makes sense for this kind of thing.

Tip #3 – Both HRCI and SHRM make it very hard for you to find Program ID #’s because they think you’ll cheat. Even though both audit and the reality is people applying for HR recertification would rarely cheat just based on their demographic and fear of being caught, let’s make it super hard for our ‘members’ to find the information you want. Even if you call them, they are not very forth giving on those IDs! Basically, we HR pros are untrustworthy to the associations we belong to. Oh, what’s the tip? It’s not one, I was just still upset over not easily being able to find the Program ID #’s of the events and webinars I attended to make it easier for me to fill out my recertification! Okay, rant over.

Tip #4 – HR blogging is pretty much worthless in the eyes of HRCI and SHRM. You get a max of like 6 credits over three years. I write every day, doing research, keeping up on the biggest HR topics on the planet, working to advance the HR profession, but somehow I don’t get credit for that. Instead, I go listen to Charlie at a local SHRM monthly luncheon talk about 401K participation for the third straight year, with the exact same presentation, and I’ll get three credits for attending those three exact presentations over three years. Doesn’t seem equitable, does it?

The moral of this story is this. SHRM and HRCI have figured out there is one really good way to recertify and if you follow their way, you’ll find this process easy and awesome. If you’re a dumb HR guy like me, you’ll find it painful.

The other moral is this, I’m recertifying for both, even those I still think it’s ridiculous. Until employers show us which certification they prefer you can’t be left not holding the one that will be most valuable to you. Unfortunately, right now, you don’t know which one that is!

 

The Single Point of Failure in Your Candidate Experience #TheCandEs

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The Talent Board (founders of the CandE Awards for the employers with the best candidate experience) recently released their 2016 Talent Board North American Candidate Experience Awards Research Report. This report is well written, packed with exceptional data, and one that I look forward to reading each year.

As you think about your own candidate experience, and as I read this report, one thing screamed out from the pages:

Dispositioning Still Sucks!

From the report:

Disposition Communication Is Still a Struggle. In 2016, 47 percent of candidates were still waiting to hear back from employers more than two months after they applied. Plus, only 20 percent of candidates received an email from a recruiter or hiring manager notifying them they were not being considered, and only 8 percent received a phone call from a recruiter or hiring manager notifying them they were not being considered…

What Candidates Want After six years of candidate experience research, candidates still have one basic expectation of employers when it comes to screening: feedback and communication. Screening and dispositioning is one of the most intimidating aspects of the recruitment process as the majority of candidates do not get the job…Sixty-five percent of candidates receive no feedback after they are dispositioned and only four percent of candidates were asked for direct feedback during dispositioning

Candidate experience is a bit like going to that new restaurant in town. You’ve heard good things. You’ve seen some marketing. It looks awesome from the outside, so you decide to give it a try. Reservations were a snap and easy to do. You get sat almost immediately. Wait staff is tremendous. The menu is easy to understand and enticing. The food comes and it’s brilliant.

You almost can’t believe a place could be this good. You decide you must try the dessert. So, you order it and it comes out. The first bite is taken and it tastes like you have a mouth full of crap! It’s the worst! Oh lord, I’ll never forget that taste!

This is your dispositioning in your candidate experience. It doesn’t matter how good you do on all the steps if you don’t awful on the last step. Still, most of us still suck at dispositioning. It’s the single point of failure on almost every organization’s candidate experience.

Dispositioning sucks so bad, we call it dispositioning! Candidates don’t call it dispositioning. The real world doesn’t call it dispositioning. It’s called, “sorry, you suck, we selected someone we liked way, way better than you”.

So, what can you do about it?

First, you must understand why it is you suck at this. The majority of the people in the world hate conflict. They’ll do anything to avoid it. Telling someone they won’t get a job they applied for, that they truly believe they’re the best for, is big time conflict! HR and Talent Acquisition professionals based on their career path, are probably even at a higher percentage of being conflict avoidant.

Once you come to grips with this, you can design a dispositioning process that actually works for both sides. The other part is to understand the goal of dispositioning is to not make someone happy or satisfied because they won’t be, it’s to inform and educate. Your measures, then, around dispositioning measure those facts, not satisfaction.

I’ve never met someone who didn’t get a job they really wanted and they were ‘satisfied’ or ‘happy’. No, they were pissed and couldn’t understand why. This is why dispositioning, and the measurement of, is so difficult.

Here’s what I would do: 

  1. Set realistic goals around dispositioning. “We will let each person know if they got the job or didn’t within one week of the position being filled.”
  2. Find a process that communicates this message in the best way for the level of position and interaction with the organization. Mass apply positions with no interview, probably is best through email or SMS. High-level white collar job that went three interviews deep, yeah, that gal better receive a phone call and explanation.
  3. Pick people to communicate that have been trained on how to give dispositioning feedback to candidates.
  4. Let everyone know in your company how this looks, since most of your best hires come through referrals, most of your worst dispositions come through referrals.
  5. Spell out your dispositioning process to candidates up front.

Moneyball Rules: Offering More Experienced Workers Less Money!

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For years I’ve been trying to get people to understand this Moneyball concept as it relates to hiring, but few really listen. I know you saw the movie, Moneyball, where a major league baseball general manager finds success by signing and drafting ‘undervalued’ players. The players are undervalued for a number of reasons, it doesn’t matter, what matters he was able to get talent on at a discount rate!

Don’t you want to hire employees at a discount rate!?

Hired.com recently came out with a survey that once again demonstrates the most undervalued talent in any market are older workers, 50 years old and up. Apparently, once you become 50 years old, you start becoming worthless! Don’t kill the messenger, “you” are the ones saying this:

Basically, our average salary offer increases every single year of age. It makes sense because as you age, you gain more experience, more experience is more valuable. Or is it?

The chart, also, shows that once a worker turns 50 years old or so, employers (but not you…) start offering those workers less money, even though they have more experience!

Why!?

This has nothing to with wages! This is pure age bias shown towards younger workers. We believe, even older hiring managers, that once someone gets to a certain age, and Hired.com shows us that age to be 50 years old, older workers start losing their effectiveness even as they gain experience.

Somehow, in our minds, that 35-year-old, with three screaming kids and soccer practice four nights a week, is more effective than the 50-year-old with no kids at home, who is willing to work wherever and whenever you need them.

So, now you can play Moneyball!

You already know that most employers in the world hate old people. Thus, there are tons of gray hairs limping around out there willing to take all of your crappy low-ball offers, and they’re probably more loyal for those low wages then any younger worker you have on staff.

Yeah, for capitalism! You get great talent at low rates. Who needs H1B’s when we have old people!

“Well, Tim, it’s not about age bias! It’s about fit and culture and inclusi… I mean, we hire the best available candidate for the job!”

I’m sure you do.

Your reality is as hiring gets tighter, you can continue to overpay for younger talent with less experience, or you can pay a cheaper wage for more experience. Sooner or later, someone is going to ask the right questions. Are you going to have the right answer?

 

America First: The White Collar Workers Who Got Outsourced

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Your liberal friends want you to believe everyone who voted for Trump are racist, low paid, middle-aged white dudes from the Midwest. It’s nice and clean when you put it into that box. It fits the narrative they are selling really well.

 They don’t want you to know about the black female in California who lost her high paying salaried job to an H1B worker. Or the Asian-American male and female who lost their jobs, as well. Or the 60-year-old plus Hispanic male who lost his job. Those folks also are hoping ‘America First’ takes off.

This from the New York Times (I think this is still ‘real’ news, the NY Times?):

Audrey Hatten-Milholin, 54, was notified in July that she would be laid off from the University of California, San Francisco, at the end of February after 17 years in its technology department. Along with eight others, she filed a complaint in November with California’s Department of Fair Employment and Housing, charging that replacing her and others with “significantly younger, male” workers “who will then perform the work overseas” was discriminatory.

“We are at a disadvantage as Americans,” Ms. Hatten-Milholin said. “They look at it like, where can we get it cheaper? And for U.C., it’s not here.”

From the same article:

In other words, it’s true that cheaper labor helps employers increase profits and grow, and having more skilled workers in the United States contributes to economic innovation. But at the same time, individual American employees do face more salary pressure from newcomers who will work for less. And in some cases, they risk losing their jobs entirely, especially older employees who earn higher salaries.

After 11 years working in the I.T. department of Northeast Utilities, a Connecticut-based company now named Eversource Energy, Craig Diangelo was among 220 employees laid off in 2014. Before leaving the company, he was told he needed to train his replacement if he wanted to receive his severance.

Mr. Diangelo, who is now 64 and was receiving $130,000 a year in salary and bonus, said he trained an employee from the Indian outsourcing firm Infosys who was an H-1B visa holder making $60,000 a year. There was also a team of workers in India making $6,000 a year that shadowed him on the computer.

There’s a reason Tech companies are screaming as loud as they can for the current administration to expand the H1B program and it’s not because they can’t find candidates for their jobs. The candidates are there, but the companies don’t want to pay the salaries of the American candidates who are available!

About half of all the H1B’s issued annually go to outsourcing firms. What are those? These are basically companies who perform modern day indentured servitude. They find a foreign worker with great skills who desperately wants to come to America, pay them a very good rate as compared to where they are coming from, but much less than a similar American worker. Since the outsourcing company holds the H1B, they basically have this person at the lower rate for six years.

The tech companies get great talent, for a much lower wage than a similar American worker. Everyone is happy. Well, almost everyone. Miss Hatten-Milholin and Mr. Diangelo from above, they’re not too happy, they are really hoping this America First thing takes off.

If you really dig into what the new administration is trying to do with the H1B program it’s not to eliminate it, it’s to bring it up to an equal footing of the American worker. If the American worker gets paid $100K to do the job, you also have to pay the H1B worker $100K for the same job. The theory being if everything is equal American companies will hire American workers. Or, in the case where a true shortage exists, then hiring H1B workers will make sense without limits.

Ah, equality, it’s what I love about America. There are at least two sides to every story, this side rarely gets shared.

HR and TA Technology You’ll Fall In Love With!

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Happy Valentine’s Day! I have a gift for you!

My friend, President of Recruiting Daily, and super brilliant HR Technologist, William Tincup puts together a quarterly list of HR and TA technology that he loves titled: 100+ HR and Recruiting Technologies Worth Watching. I get so many great ideas of companies off his list to demo, I wanted to share it with you, and if you’re smart, you’ll go follow William and get his updates to this list on a quarterly basis.

Some of these companies are well known, some I haven’t even heard about, but if William tells me to take a look, I take a look!

Here’s my recommendation. You know where your HR and TA tech stack are failing. Demo one company a month in your weak areas. These demos will show you a few things. First, you’ll see what’s possible. Second, you’ll get to see how other companies are doing the same thing, only better. Finally, you’ll probably get some ideas of how to do your stuff better, with or without the technology.

Either way, you win.

If you want to give me a gift, please send me a note once you demo’d one of these companies and let me know what you think! The sharing of information between peers is the real power.

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The Rules for Office Romances

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Tomorrow is Valentine’s Day. As HR pros we know what this means, which is usually a lot of unwanted advances by horny dudes who think they have a shot at the hot co-worker, who has absolutely no interest in them at all.

Welcome to the show, kids!

I’ve given out some rules in the past. Everyone on the planet has read my Rules for Hugging at the Office, but Office Romances are a little more complicated than the simple side-hug in the hallway. So, I thought I would lay out some easy to follow, simple rules for Office Romances for you to pass out to your employees on Valentine’s Day:

Rule #1 – Don’t fall for someone you supervise. If you do fall for someone you supervise, which you probably will because this is how office romances work. In that case, get ready to quit, be fired, be moved to another department, and or get the person you’re having an office romance with fired, moved, etc.

Rule #2 – Don’t fall for anyone in Payroll. When it ends, so will your paycheck. At least temporarily, and even then it will be filled with errors from now until eternity. It’s a good rule of thumb to never mess with payroll for any reason.

Rule #3 – Don’t mess around in the office, or on office grounds. Look I get it. You’re crazy in love and just can’t wait until you get home. The problem is the security footage never dies. It will live long past your tenure with us, and we’ll laugh for a long time at you. So, please don’t.

Rule #4 – Don’t send explicit emails to each other at work. It’s not that I won’t enjoy reading them, it’s that I get embarrassed when I have to read them aloud to the unemployment judge at your hearing. Okay, I lied, I actually don’t get embarrassed, but you will.

Rule #5 – Don’t pick a married one. Look I get it, you’re the work spouse. He/She tells you everything. You get so close, you really think it’s real, but it’s not. You’ll actually see this when the real spouse shows up and keys your car in the parking lot.

Rule #6 – Don’t pick someone who has crappy performance. Oh, great, you’re in love! Now I’m firing your boyfriend and you’ll have to pick between him and us, which you’ll pick him, and now I’m out two employees. Pick the great performers, it’s easier for all of us.

Rule #7 – Inform the appropriate parties as soon as possible. Okay, you went to a movie together, not a big deal. Okay, you went to the movie together and woke up in a different bed than your own. It might be time to mention this to someone in HR, if there is at anyway a conflict of some sort. If you don’t know if there’s a conflict of some sort, let someone in HR help you out with that.

Rule #8 – If it seems wrong, it probably is.  If you find yourself saying things in your head like, “I’m not sure if this is right”, you probably shouldn’t be having that relationship. If you find yourself saying things like, “If this is wrong, I don’t want to be right”, you definitely shouldn’t be having this relationship.

Rule #9 – If you find yourself hiding your relationship at work, it might be time to talk to HR. We’re all adults, we shouldn’t be hiding normal adult relationships. If you feel the need to hide it, something isn’t normal about it.

Rule #10 – Everyone already knows about your relationship. People having an office romance are the worst at hiding it. You think you’re so sneaky and clever, but we see you stopping at her desk 13,000 times a day ‘asking for help’ on your expense report. We see you. We’re adults. We know what happened when you both went into the stairwell 7 seconds apart. Stop it.

There you go. Hope that helps. Have a great Valentine’s Day!

Maybe You Should Just Do The Job You Were Hired For

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It seems like frustration is at an all-time high. On a daily basis people are coming unglued over things they have no control over, and never will.

We are told to be more empathetic. We are told our employees need us to be “X”. You fill in the “X” because it changes pretty much article to article, generation to generation, leader to leader. One day I’m just supposed to care more. Then next day I need to listen more. The next day I need to understand more. Today, I need to be more flexible.

Somehow we’ve gone from running businesses to managing a day care.

I’ve stopped listening to people who don’t do the job I do. To the people who haven’t done the job in the past decade. To the people who claim to be experts but haven’t worked in my field, ever. 

Instead, I’m going out and talking to my employees. The young ones, the old ones, the ones in between that we’re not supposed to pay attention to anymore because they don’t matter because they’re not young or old, or female, or a minority, or gay. I’m going out and talking to them all equally. Since I need them ‘all’ to move my organization forward.

It doesn’t matter what my employees are telling me. That’s for me, to help them. The thing that will help my employees, most likely won’t help your employees. You work in a different culture, location, industry, climate, etc. No one is a better expert on my employees than I am. 

Just like you will be the expert of your employees, your team, your department, your organization.

 But, here’s what I think you’ll find out:

 – Your employees are all individuals with very specific problems, concerns, and desires.

– Their problems start close to them and then move outward. Sure it sucks Trump is making massive change and they want to help America and the World, but first, they have an issue with daycare and paying student loans, and a health scare. Those problems are bigger than the world problems you keep shoving down their throat. Help them solve the problems close first, then solve the world.

– Your millennials employees became adults, and you keep treating them like they just left college and are still kids.

– Your ‘new’ youngest employees are much different than millennials, and they’re not. They’re still young people with young people problems and passions.

– Your employees want to be successful. Across the board, it’s a driving, motivating force. You helping them become successful is the most important thing you can do as a leader. What’s successful? That is also very individualized. Your challenge, as a leader, is to find a way tie their success to the organization’s success. It’s hard to do, and you have to figure it out for your employees.

We keep letting other people tell us how to do our jobs. Have fun with that. I’m going to do the job I was hired to do, the way I know it needs to be done because no one knows how to do this job, better than me.

11 Proven Tips for Landing the Perfect HR Tech Solution

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It’s no wonder we all fall in love with technology: When we pick the right tools, they can save us a ton of time and headaches–and help us make our employees’ lives easier, too.

The catch, of course, is that getting approval for great tech can be a giant hurdle, what with the constant demand that HR do more while simultaneously cutting its budget. However, as HR tech expert Tim Sackett will tell you, there’s a realistic path to getting the HR tech solutions you desire without freaking out your CFO–and in this special Valentine’s Day webcast, he’ll show you the way.

Specifically, you’ll learn:

  • 3 ways to argue that HR tech should be a top priority within your organization.
  • 5 strategies for making your pitch to your executive teams.
  • 3 ways to ensure the HR tech solutions you choose won’t come back to haunt you.

The HR technology answers to your prayers are right around the corner! (Or, at the very least, you’re just a click away from getting some great, practical advice on how to boost your tech stack in 2017 … and beyond!)

This, free, webinar will run on February 14th (that’s right, the day of Love!) at 2 pm EST, just around that time in the day when you’ll need a nice big hug from me on Valentine’s Day!

So, if you’re lonely on Valentine’s Day, like I’ll be, come on over and we can commiserate together and geek out talking HR technology, since I’ll be hosting!

REGISTER HERE! 

 

 

 

Compromise Kills Innovation

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The most innovative leaders of our time were mostly assholes. Why? They refused to budge on their idea. Everything in their body told them what needed to be done to make their idea happen, and they refused to compromise on even the smallest details. This is how greatness happens.

True change only happens when someone is unwilling to listen to their critics.

This is also the exact way more careers are killed than any others. It’s all or nothing. Greatness happens at the edges, not in the middle.

Unfortunately, this doesn’t fit well in most corporate environments. Most MBA programs don’t teach you to be a tyrant. Leadership development, in today’s corporate world, is about bringing everyone to the middle. Finding ways that we can all get along. Even suppressing those who push the envelope too far.

We want everyone to line up nice and pretty. To play the role they were hired to play. To be the poster children for compromise.

It’s important for leaders to understand this concept if your job as a leader is to drive innovation and change. You don’t drive this through compromise and you need some renegades on your team, that quite frankly you might not even enjoy being around.

It took me so long to learn this because I was a renegade as an employee. I couldn’t understand why my leaders kept pushing me to compromise when I knew the right way to do something, the better way to do something, the new way to do something.

Once I became a leader I acted the exact same way towards those who were like me. Get back in line. Run the play. Do what the others do. That was the leadership I was taught. I didn’t value those who seemed to be fighting me, just as I use to fight. New leaders struggle with this because we take it personally.

We feel like those renegade employees are actually fighting us. When in reality they’re fighting everything. It’s our job as leaders to understand that the fight they have is super valuable if directed at the right target! To get them to understand they don’t need to fight everyone and everything but pick some fights that help us all and then support that fight.

This isn’t everyone you lead. It’s actually a really tiny number, but it seems bigger because they take up a lot of time and cause a lot of commotion amongst the drones who want to stay in their box. But, this is how change and innovation are born. By one person who is unwilling to compromise because they know a better way and they’re willing to fight to make it a reality.

This isn’t to say it will always work. Most ideas fail, but those who are willing to make an uncompromising stand for their idea, stand a better chance of seeing that idea succeed.

T3 – Ruutly (@_Ruutly) – The future of job postings

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This week on T3 I take a look at job branding technology, Ruutly. Ruutly is a technology that is embedded into the top of your normal, boring, text-based job description/posting, turning into something modern that is highly interactive, branded and completely digital.

With such a high focus on candidate experience, it’s a wonder why organizations haven’t focused more efforts in developing a great job presentation to candidates, but the reality is most job postings are pretty much the same as they’ve been over the past twenty years or so. Sure, you now have them in a pretty frame with your logo, but it’s really the same old text-based, cut and paste job description with some prettier wrapping.

Ruutly allows you to do your job postings differently, and still work within your ATS. That’s huge. Many of the job posting/job branding technology to this point has been outside the ATS, which always made it a bit clunky to use. Ruutly turns your job posting into an interactive, branded piece of content, placed directly at the top of your normal job posting, ensuring there’s no change to your apply process.

What I like about Ruutly: 

– Simple, easy to use text editor that allows you to build a ‘ruut’ (the interactive job posting) to be placed “above the fold” of your normal job postings within your ATS. What does “above the fold” mean? It means, this will be placed on the part of the screen that you see first, no having to scroll down. The old text-based job description will now be below the ruut. Research shows candidates spend 50% of their time on job descriptions ‘above the fold’.

– You can easily embed video and secondary content into the Ruutly job posting. This is great for all of that content you have for candidates, like ‘why our city is great to work in’, awards, news items, benefits, etc. You can also use this space to show career path of the position someone is applying for, or related positions they might be interested in applying for.

– An administrative dashboard shows you stats on your job postings that most people never see, like, total views, total clicks, average time spent on a job posting, total applies, etc. This is a great way to do some A/B testing to find out which job postings perform better.

I love this type of technology (I’ve also reviewed ViziRecruiter and GoSizzle, as well, in a post titled “Pimp My Job Description“) because there is such a high level of frustration in organizations on how bad our job descriptions are. HR hates them. TA hates them. Hiring managers hate them. Yet, we change everything we do in talent acquisition, except the job postings! This makes it easy and effective. Check them out, it’s pretty awesome technology for not that much of an investment.

T3 – Talent Tech Tuesday – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the tech space and I wanted to educate myself and share what I find.  If you want to be on T3 – just send me a note – timsackett@comcast.net