Just received another rejection because my previous salary was “higher than the advertised range.” So let me get this straight: Companies don’t want to pay experienced professionals what they’re worth in this economy, yet when we apply for roles below our previous pay grade to stay employed, our past salary is suddenly used against us. Experience, education, and adaptability should not become barriers to employment. The hiring system truly needs to evolve.

What is your go to ice breaker for meetings? I’ve been given the order to start running Monday morning staff meetings. These will be at 8am, so I need creative ways to get everyone pumped.

How do you pick between the PHR and SHRM-CP certifications? My employer is willing to pay for either, but I don’t know what would be the better return on investment. My job is pretty secure, but with the economy the way it is, I want to be proactive about making sure I’d be employable if I lost my job.

I once watched an employee get labeled “negative” simply because they consistently raised difficult but valid concerns. It made me realize how easily honesty can be mistaken for resistance in some workplaces. How do you separate constructive criticism from negativity?

Has anyone experienced this?: A job interviewer (head of HR) is rude & condescending & tries to usher you out of the building, with we’ve-just-started-interviews-and-will-be-in-touch-do-you-need-to-use-the-restroom-before-you-leave…highly insulting & yes I went on Yelp & gave the company a minus zero review. And my hair is streaked with gray so I do look “mature” but I’m proud of my 4 decades of HR experience…which is why I’m happily consulting now. Anyone else have interview horror stories?