Perhaps you’ve had this happen to you: a candidate spends many hours convincing you that they are dependable, reliable, and exactly what you are looking for, and then leaves you and your organization high and dry when you offer them the position. This is reneging, and we must understand why it happens in order to prevent it and respond appropriately.
Sheryl Culliver-Turner, MBA
Sheryl is a forward-thinking champion of “all things HR”, with approximately 20 years of demonstrated proficiency in delivering strategic human resource management programs that enhance organizational performance, operational effectiveness, and overall profitability. Her background consists of defining and implementing HR strategies aligned with organizational goals to drive growth and long-term sustainability. Sheryl has led many HR operational and workforce planning projects, primarily in corporate environments. Her areas of expertise include policy development & implementation; regulatory compliance; employee relations; organizational alignment; HR life-cycle; and employee training/facilitation. Sheryl holds a Master in Business Administration (MBA) degree concentrating in Innovation and Entrepreneurship. She also has a bachelor’s degree in English. She has successfully obtained several professional development certificates, including the HR Management Program from Cornell University. Additionally, she is a Society for Human Resource Management (SHRM) member in both national and local chapters.
What words of advice and encouragement would you give to someone just starting out in HR?
HR is a very challenging–yet extremely rewarding–space. Its function is to strategically support company growth by aligning human capital management with the organization’s goals. But it also offers you the opportunity to develop and empower talented individuals to contribute their skills and knowledge in meaningful ways.