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Cynthia Trivella

Cyndy Trivella began her career in HR marketing and communications on Madison Avenue in New York City 15 years ago. Prior to that, she worked in corporate human resources as a training and development coordinator. In addition, she has multiple years of media planning, employment branding, and human resource communications strategy experience at a management level from both the media and agency sides. She has managed the human resource communications function for many clients including The IRS, Applebee’s, Merrill Lynch, GE Capital, Corning, Colgate Palmolive, Helzberg Diamonds, PriceWaterhouseCoopers, Lowe’s, LensCrafters, and Home Depot. She wrote an eBook named How Strategic Human Resource Communications Influence Hiring Practices, which can be found at You can connect with Cyndy: on Twitter and LinkedIn and Facebook

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Recruiting/HR Vendors: I’ll Tell You How to Earn My Trust (and Lose It)

by Feb 26, 2013, 5:15 am ET

bigstock-Partners-432697I have taken notice of something over the past year. I am struggling with communications and interactions with my HR vendor partners who supply my clients with services and products. This struggle, for me, is in how to deal with a full-court press with these vendors who are super-imposing themselves and their wares on me, and not in a helpful way. I will explain. keep reading…

Play Nice

by May 27, 2010, 1:59 pm ET

Have you been kind today? Make kindness your daily modus operandi and change your world. –Annie Lennox

I recently finished reading the book The Power of Nice. I especially liked this book, because not only was it written by two very successful women, it was written by people who work in the advertising industry. I work in the advertising industry, specifically in the niche area of human resource communications.

As I was reading this book, I felt reassured in knowing there are people who do believe that doing right by people and treating them with respect should be a given, and not an exception to the rule. What the two authors, Linda Kaplan Thaler and Robin Koval, espouse in their book is similar to something that I read in the book How to Become a Rainmaker. Both books talk about how the importance of being nice is a good thing to do as a respectful human being and how this action can carry over into building and elevating your business relationships. What helped me to truly appreciate The Power of Nice was thinking about the people I have met during my career and the impressions they made on me, some of those impressions were good and some rather bad.

In this same vein is the multitude of comments, articles, and blogs I have read recently describing the way people are treated during the application and interview process. keep reading…

The Exiting Employee

by Apr 20, 2010, 5:46 am ET

In a recent article published by Forbes, “Keeping Ex-Employees Brand Loyal,” the author describes some of the dos and don’ts as to what companies can and should do to protect their brand image when employees leave an organization. This article really resonates with me because it speaks to why brand reputation is such a tender, yet volatile, facet of the employment value proposition. That article makes me think about how organizations manage not only their brand, but how they handle their employees, and with that, certain procedures they use when someone chooses to discontinue his/her employment. keep reading…

Facebook, Twitter, MySpace, LinkedIn … Somebody Stop the Music!

by Mar 25, 2010, 5:03 am ET

No, I am not a hypocrite. I, like millions of people, participate regularly in social networking. I am a proponent of social networking and appreciate the implication of its value. However, what prompted me to write this article was a little bell going off in my head. That bell rings out: “So you come into work two hours early every day to get your social networking elbow greased up for tweeting, re-tweeting, updating, Inmailing, posting, tagging, poking”… well you get the idea. So what is it about these virtual coffee shops that draw me to them like a moth to the flame?

The intriguing part of this is that I actually look forward to it. I enjoy connecting with people. Some I know very well, a few I know somewhat, and fewer still, I barely know at all. I feel like a tourist visiting people in countries I have not toured and, in reality, may never. It’s fun and certainly interesting. I guess that’s why I have many followers on Twitter from Great Britain and Australia. At first blush, I can’t help but be a little amazed thinking about why they would want to be connected to me and what value they get from my updates. I am flattered and amazed.

For me, the stream of consciousness soon takes over and my mind wanders to the bigger picture where I think about the myriad of companies that are befuddled and tentative about these social behemoths, and understandably so. Just because the social network thought leaders espouse that we all need to be “there” and comfortable with the social concept does not automatically assuage the apprehension these companies are experiencing. I see that it will take more than the “be there or be square” admonishments.

So how do companies get ready to take the plunge? It will take 1) time; 2) understanding; 3) preparation; 4) a willingness to stand up in front of the classroom for Show and Tell and last, but never least; 5) evaluating the effects of the decisions made. I liken this entire process to being on a diet. Even though you know you need one, no one can make you adopt change if you’re not ready.

Here is what I’ve seen companies do to manage these five stages: keep reading…