In violation of employment law, in addition to race and sex, a candidate's age (Age Discrimination in Employment Act) is often a contributing "hidden" factor prohibiting a candidate from being selected as a good "fit," but Trip's record of never having used a sick day, and never having filed a health claim with any employer is typically superior to the overwhelming majority of candidates; and in addition to his subject matter expertise in all HR disciplines, establishes his candidacy truly as a "best buy."
Trip Reynolds leads by example; he has never filed a health claim,
and he has never used a sick day at any employer.
Given the increase in health concerns prompted by the COVID-19 pandemic, one would be wrong to think employers have a commitment to employee health and fitness. With the exception of my proprietary health care delivery system, no employee health plans are strategically designed to perpetually and progressively reduce or eliminate health claims while concurently improving the health and fitness of employees and dependents. Employers and insurance companies, both non-profit and for-profit, base operating loss and generating revenue on claims experience, not on health improvement.
Given that over two-thirds of U.S. citizens are morbidly overweight (32.5%) or obese (36.5%), the greatest risk for being infected with COVID-19 comes from contact with people who are morbidly overweight or obese. Case in point, as reported by Becker's Hospital Review and the CDC, 27.8% of COVID-19 patients hospitalized in the US are morbidly overweight and 50.0% are obese - that's 78%! Plus, as reported by the World Obesity Federation, COVID-19 death rates are 10 times higher in countries, such as the United States, where more than half of the adult population is classified as overweight.
Unfortunately, instead of launching a nation-wide weight reduction program strategically designed to greatly reduce the risk of COVID-19 infections and deaths while also concurrently reducing occurrences of diabetes, hypertension, cancer, and other diseases, the U.S. mandated a pharmaceutical solution as the primary treatment for COVID-19 with no actual cure in sight. Conversely, Trip Reynolds has never used a sick day, and has never filed a health claim with any employer! Trip leads by example, which includes being a career athlete with a lifetime commitment to health and fitness.
Yes, I’m competitive, because employers do not achieve strategic business unit objectives by hiring mediocrity!
There was a time when employers routinely conducted selection assessment exercises, in compliance with the Uniform Guidelines on Employee Selection, to validate if the candidate actually possessed the prerequisite skills, knowledge, and demonstrated proficiencies to perform the posted essential job functions; such is no longer the case. For example, rarely is a Software Engineer required to validate, before hire, proficiency in writing code (C, C+, C++, etc.) at or above the employer’s job standards, or enabled to prove they can write code better than any other candidate. At best, the overwhelming majority of employers confine their pre-employment assessment to a keyword search in an applicant tracking system or HRIS, and a skewed and inflated value to a candidate's (past) job experience, and bogus certifications that do not reconcile to the actual work performed, and other undisclosed and subjective measures that fail to assess and validate proficiencies that will specifically, strategically propel (future) business unit success. Instead, and only if employer elects to respond, a candidate might receive the following reply:
“Thank you for your interest in our “Whatever” position. Having had the opportunity to consider all applicants, it is with regret that we are not moving forward with your application at this time.”
No objective consideration of candidates has occurred if candidates are not assessed performing the posted essential job functions! In track and field, “opponents (i.e., candidates)” are assessed through competition, under the same rules, the same course or field; nothing is hidden.
Unlike football, basketball, soccer, and other “games” where athletes use some form of athleticism to kick, shoot, or throw a ball, etc., and where winning is inconsistently officiated and often with highly subjective outcomes; track and field is not a game.
Track and field is a true “sport” that precisely measures the linear performance of athletes, and subsequently determines a winner solely based on merit – period. For example, there are typically eight lanes on an outdoor track, and the “person” who gets to the finish line first wins. Where’s your objective assessment of my candidacy?
Again, my industry is human resources, and I welcome a truly competitive recruitment and selection process. I possess subject matter expertise (SME) in the successful performance of all HR disciplines in extremely diverse private/public sector, profit/non-profit, union/non-union, multi-site/multi-state, and international environments; which includes broadcasting, aerospace, public education (K-12 and secondary), financial services, healthcare (acute, long-term care, state-of-the-art medical research), gaming, manufacturing, municipal government, IT, retail, property and casualty insurance, human resource consulting, public and media relations. Most importantly, you can validate, before hire, the veracity of the aforementioned SME via this expanded online resume, which contains robust examples of my actual work product.
"I welcome an opportunity to contribute to your team's success!"
Please, contact me here, or call me at 402-418-8424
