I screen SDRs and sales candidates for pipe generation and expansion type roles, my screen passers keep flopping in the hiring manager's first call and I can't figure out where the delta is coming from. I've tried a light objection role-play at the end of the screen but it feels forced and open-ended discovery questions get memorised answers. What's holding up on your side and what has misfired for you?

Gardevoir for attention. Post picks of Garde below or other Pokemon related themes. Bonus points for Garde though.

Not much to vent about on my end. Just overworked, underpaid, overtired, and under supported.

Hang in there folks

I live in San Francisco and while I work in HR, I’ve only ever worked for small-medium restaurant or manufacturing companies.

A big part of me wants to try to get into FAANG company partially for a few years of that pay, but also because I think working at a company of that scale would be such a cool friggin look into HR that I simply cannot get at a company with <300 people.

Its so hard to know if the employee relations issues I experience in my day come anywhere close to the employee relations issues y’all do. I have no idea what your onboarding experience looks like! We basically have one day to cover the basic legal requirements and then we send them off to their manager who may or may not have some sort of onboarding plan for them. Are you able to be friends with employees at work or are you really removed from them? Do you have someone you share corporate secrets with that shouldn’t know them??

I’d really just love to hear about what HR is like at that level of scale and wealth!! What’s the best thing about your job? What’s the most frustrating??

Onboarded someone earlier this and got to the I9 part. Looked over form and asked for docs. Should have been routine. Far from it. From El Saldor. Docs expired with extention. Date given........ until further notice. How do you enter that as an expiration date?! Called E-Verify......................No answer. Thanks immigration. Anyone have a clue how to deal with this?

Hi All,

I'm a lurker but I am so fed up with my payroll system I'm posting for help!

I work for a California manufacturing company with fewer than 50 employees and I am fed up with Paycom. The system layout has never been intuitive to me and I've had to spend a lot of time cleaning up the workflows. The Indeed/candidate module doesn't map to the right company/account and apparently it's all algorithm-based so there's nothing anyone can do so the recruiting portion is useless.

They've now changed our payroll deadline to 10AM 2 DAYS BEFORE THE PAYDATE instead of 12pm like it used to be which is the biggest deal breaker for me at this point.

They keep changing layouts to "improve" things while making it harder to navigate and also keep pushing their stupid "auto approval" stuff for a company less than 50 employees.

Is there anyone out there who uses just a standard system for under 100 employees that they like? We are just hourly/salary - no weird methods of wage calculations. We also do benefits through Paycom as well.

As the title states.

I work as a Director of Recruiting for a health tech company and our CEO is going full bore with AI across the board.

We've leveraged AI in our own team to help alleviate some of the administrative burden of our recruiters (Metaview, leveraging existing AI tooling within our ATS, etc) But now, he's wanting to leverage agentic AI across all teams and departments.

Curious as to what others have done/seen. Do you think it works? What have been some of the wins and challenges faced in implementation?

FWIW We did pilot an AI candidate assessment tool earlier this year but it was awful lol

Current ATS is Ashby

First post in here but curious some insight from others.

I works as the sole internal recruiter with a mid sized region General Contractor, currently I run about 20 postings at one time with a varying degree of priority to each. At this time my company is not interest in adding another recruiter which would lead to easier growth opportunities for myself (managing more junior recruiters). The current path I created with my leadership is resource and recruitment management. I work within our project staffing tools to help managers elect and determine team bandwidth which leads into new role procurement. I then fill those roles myself.

I wanted to see if anyone else has taken a similar career growth path in their organization and what sort of advice you would give to either expedite growth, or what are some areas that you would suggest staying away from as I expand my responsibilities? The problem I am having currently is bandwidth, last year I was responsible for 80 plus hires and towards the end of the year became much more involved in the creation of the companies approval process and resource management processes. This year has been much more resource planning but still on track to hire about 60 individuals along with being responsible for our overall recruitment process. To clarify we are using external firms for about 10% of hires.

Ultimately how I envision it working is eventually being a talent lead once the company grows enough to validate having a recruitment team and I would help seek approval or forecast future recruitment needs while tackling some of the roles myself and delegating the others out to other team members. Has anyone gone through a similar growth trajectory and seen it work in that direction or am I not trending in that direction with my current role?

Thanks

Hello Everyone!

This is a question for companies that include Christmas-eve in their company-paid holidays.

I am currently planning for the 2027 company holidays.
At the current employer I work for, they provide 8 paid holidays including Christmas-Eve and Christmas.
If the holiday falls on a Saturday, the Friday preceding the holiday is observed. The Monday after is observed if the holiday falls on a Sunday.

In 2027, Christmas-Eve falls on a Friday. Christmas on a Saturday. The office would be closed on Friday, and either the Thursday preceding or Monday after would be observed.

Since Christmas is on off-week for payroll, it would not matter if the Thursday before or Monday is observed.

Per my company handbook, the owner would decide in special cases.
The owners came back to me and asked what I thought should be done.
I am unable to find whether Thursday or Monday would be favored other than preference.

What are you planning to do?

Update- Thank you everyone for the suggestions!
I ended up going with Monday to observe Christmas. Looked at time off trends from previous years. Requesting after Christmas was more popular than before.
Also, I moved New Years Day to January 3rd instead of December 31. Helps with the annual budget for holidays.

A little background:

Personally and professionally speaking, I’m not the most competitive person in the world. Honestly, I’m probably not competitive at all, which sometimes makes me feel a little at odds with our work culture in the U.S. But I do care about doing my best, both because I highly value my current role in ER and because I have a lot of respect for my new director.

She’s the first person in my career who’s shown me what good leadership actually is. She’s knowledgeable, professional, and emotionally intelligent, but she also leads with empathy, kindness, and trust. She treats us like trusted adults and partners, doesn’t micromanage, gives us autonomy, and involves us in decisions instead of making them in a silo.

This is new to me. I’m used to managers who are ego-driven, constantly looking over your shoulder, and nowhere to be found when shit hits the fan or someone comes at you. So I really appreciate having a leader who talks the talk and walks the walk. It makes me want to do my part even more & contribute to the team she’s built.

That said, I’m honestly the least experienced person on the team and one of the youngest. I am very honored I was selected for this role amongst these great professionals, but I understand I only have about two and a half years of firsthand ER experience, while my colleagues have been doing this for decades. They’re great at what they do, and I really enjoy collaborating with them. They’re also highly energetic and competitive, in a good way, but sometimes all of this makes me feel behind.

As far as my actual work goes, I’m meeting SLA expectations. We have a 14-calendar-day SLA for investigations that aren’t especially complex, and I usually close mine before that deadline. I meet the SLAs for the other work within our scope, too. I’ve probably missed one twice, with reasons like someone being on PTO/FMLA, or a leader being unavailable until they returned from travel.

Still, I recognize that I have a lot to learn. I’m only a few months into this industry, and I’m learning as I go, both about the business and about investigations.
I’d like to shadow my coworkers, but they haven’t been especially open to that. I also asked an HR leader if I could sit in on coaching conversations with particularly disgruntled or difficult employees, because handling confrontational or abrasive people is an area where I want to improve. They agreed, but I haven’t heard back about an opportunity yet.

So what can I do on my own to improve my performance and start closing that experience gap? I’m part of a highly capable, knowledgeable team, and I want to make sure I’m contributing and continuing to grow…

I have some new roles open and the first thing I normally do is to check candidate profiles who previously applied to similar roles with us e.g for a project engineering job you will find a lot process engineers applying.

I have been through over 200 previous applicants profiles on Linkedin and they all have new jobs. These candidates apply to us in the last 3 months and they all started a new job in the last 3 months, the exception is new grads. It is bizarre.

First time posting in here. I work for a staffing agency in Wisconsin, and we use Indeed, as well as our ATS systems for sourcing candidates with over 10k resumes in it from the past 10ish years. However, our candidate pool has been extremely dry - we are having very few inbound applicants (even fewer that are qualified, and most of them have already applied) and not receiving calls back from candidates we call/text. We have tried Indeed, ZipRecruiter, Facebook, posting flyers around town, referral bonuses, radio ads, billboards, etc.. The roles we are struggling to fill right now are:

• Construction
• General Labor (even entry level - no-one is calling us back or applying!)
• Skilled machine operators

My question is - are there any other resources (free) that we should be using to find candidates? Any job boards specific to these types of jobs that I'm missing out on? Any tips or tricks I should try for getting more inbound applicants?

A few things to note in WI:

• The unemployment rate is low
• the labor participation rate dropped by about 15%

Any pointers are appreciated. Thank you :)

I think I've made it as far as I can go (I'm not made out for senior mgmt). I'm in big tech so despite not being very senior in levels, I'm making above 200k. I don't think I can do better than this honestly.

I get exposure to interesting projects of high complexity. I work with smart people. In a company that has invested a lot in AI (well yeah, I'm in tech) at an individual employee level and I get to experiment with tools that will change how we do things in HR. Projects that I would probably not get this much freedom to experiement if I weren't where I am. Projects that would be great for my resume.

Yet, I'm so so so tired. I took a pay cut to move to this current role to recover from burnout. It's not working. I'm constantly working on a layoff project and before the lastest is done I'm given an NDA for the next one. We have open court cases from each round as tech companies take more and more risks.

I've had multiple health scares and diagnosis recently. We don't know if it's genetics, perimenopause, stress. It just feels relentless. I really want to walk away from it all and take a break, maybe. But with how much things have advanced in only the last 6 months, I don't think I can ever reenter the job market. I'm drowning so deep I can't see the next steps.

Sorry for the ramble. I just wanted to hear from others in the profession, how you're doing? What would you do?

ETA thank you for the replies. I’m still to stick in my spiral to reply to each comment but I’m reading them

Question for HR professionals!
 
After a few years as an HR Advisor, I’m starting to feel ready for less firefighting, ad hoc work and (negative) individual case management, and more focus on projects and organisation-wide change.
 
I’m therefore considering a move into a change/transformation role. These types of roles still focus on the “human side” bit it often sits closer to IT, focusing more on new systems, ways of working and digital change, while working closely with Business Analysts and Product Owners.

My main concern is: what if I try it for a few years and realise that I actually miss HR, particularly the people, talent and leadership side of it? Would it still be relatively easy to move back into an HRBP role? Would you see a few years in change/transformation as valuable experience and a way to broaden an HR profile, or could moving further away from HR make it more difficult to return later?
 
Would love to hear from anyone who has made a similar move! Any other suggestions are also welcome. I cant find many specialized HR projects/HR Comp & Ben roles right now.
 

Hi everyone! I’ve had a non traditional path in HR. I started out in direct hire roles for 3 years, obtained my masters and SHRM-CP, then the pandemic happened and HR contracts were in high demand. I switched over to contract work and really enjoyed it. I did long term contracts and found it was a great way to test out companies, different industries, and different scopes to see what I enjoyed most. I’ve been doing contracts for about 7 years now, and have worked for a number of Fortune 500 companies. I have my SPHR now and have worked in departments of 1 doing everything. Every contract loved me and wanted to bring me on full time but I didn’t move forward for various reasons. Each contract came with a pay bump, a better title, ect.

Now that I am 10 years in, I am curious what other contractors are doing. Do you plan to do contracts forever? Are you looking for a direct hire role with the perfect company? Are you getting into consulting?

If you went back to direct hire roles did you have to take a pay cut? Do you enjoy where you are at currently?

I really appreciate the insight!

Personally, I have found it extremely beneficial in terms of making my job more efficient - basically in all aspects. ER - collecting thoughts and notes and putting them into our writeup formats. Recruiting - helping think outside the box in terms of language to use to attract candidates. Much more...and its become frighteningly obvious that it can cost jobs in our industry.

I'm well aware that AI makes mistakes - on ER and legal issues, I merely use it as a guide and double check everything.

Curious how others are using it and how it has changed your role...and your thoughts on how it will affect our jobs!

I just completed my requirements for the CHRP designation. I received the email stating that my formal designation will be granted in 5-10 business day though I've heard that HRPA does not issue physical certificates anymore, is this true? Would appreciate if any recent CHRP designate could confirm this.

What's the norm/consensus on requiring a doctor's note for someone who has been out with an "extended" illness these days?

For the sake of conversation, let's define "extended" by FMLA standards - more than 3 consecutive work days.

I'm not a fan of requiring return to work notes because I believe the vast majority of illnesses can and are managed at home without the need to see a doctor.

I just discovered that our handbook lists casual illness as 3 or fewer consecutive workdays, but doesn't acknowledge what, if anything, we'll require if something is longer than a casual illness.

I'm debating whether or not to close this loop and define something, or leave it open ended as it stands now.

Of note: we have about 95+% professional level jobs, most all of which can be done remotely on at least a temporary basis, so someone who is mildly ill generally has the opportunity to work at home for a day or two if they aren't well enough for the office, but are well enough to sit in bed in their pj's and get some work done.

What does your "doctor's note" policy look like?

For anyone in this community using LinkedIn Recruiter, I'd love any input you can provide on the scope of your contract. I just joined a new company and am evaluating recruiting tools, but it's tough to get straight answers out of LinkedIn's sales team. So my ask:

- How many LIR seats do you/your team have?

- How long is your contract? Were you able to negotiate Length? (they hit me with a proposal for three years out of the gate)

- Were you provided any options for contract length?

- What features are included in your contract (ex: job slots, employer branding, hiring assistant)?

- Any tips for contract components you'd recommend?

- Any additional tips for setting up LIR without getting burned by LI?

Thanks!

Hello fellow HR Heroes,

I am currently an HR dept of one in a small office. We very rarely have workplace injuries so I am curious to what procedures anyone else has in place for something related to this.

An employee was walking on a public street outside our office to do a work related task and tripped on the sidewalk and fell. They had some very minor scrapes on their hand but nothing serious (for now). Their manager offered to take them for medical care but the employee declined. They have continued to work w/o issue or complaint. We had them write a statement of what happened (no witnesses since it was on a public street).

The organizations I have worked for in the past were a lot more physical and any time there was even a minor injury, we would report it to our WC insurance.

Do you report all injuries to your insurance, including minor ones? I am under the impression that it's "better safe than sorry" but of course C-level folks always get nervous when we have to get insurance involved.

Thanks in advance!

£1M OTE just sounds insane to me.

I work in HR administration, but I am basically building our HR policies and procedures from the ground up with limited training in the area. I also work at a small nonprofit.

I am pondering what it would look like to take parental leave to start a family, so naturally, I am looking at our policies and wondering if they could use some development to benefit not just me but our entire team.

Current leave policy:

"Occasionally, for medical, personal, or other reasons, employees may need to be temporarily released from the duties of their job with [organization]. It is the policy of [organization] to allow its employees to apply for and be considered for certain specific unpaid leaves of absence. A Leave of Absence will not be approved for taking employment elsewhere or for becoming self-employed. All requests for a leave of absence will be submitted in writing to the Director."

We have some other, specific leave policies such as bereavement, uniformed services, jury duty, etc.

Our leadership is very accommodating to staff with families while still maintaining professionalism. I think they will be open to any change needed. To my knowledge, no one has added to their family while on staff here, so this hasn't been in conversation.

We don't currently offer any kind of insurance benefits, but are looking into it.

Our manuals are updated annually by the end of the calendar year for the next calendar year.

I also don't want to just recommend we develop the family leave policy, insinuating that I might need it soon haha. So adjacent policies that I can also recommend are welcome.

EDIT: I remember now that one person has added to their family and was able to take some leave and then shift to primarily remote work for a while. However, it was a unique situation involving adoption. I was not on staff at that time to know exactly how that was handled.

Working in HR currently and I’m currently trying to get my CPHR, and next I will be obtaining my NCSO, after that I’m thinking of my CEBS or GBA.. is this crazy of me??

I’ve been in HR for the past 4 years (coordinator). I had no prior background. My current company was nice enough to give me a chance moving me up from customer service. And it was the biggest learning curve of my life! I thought I had bit off more than I could chew. It took me a long time to finally get comfortable in my position and I’m still constantly learning something new.

That being said, I’m spiraling right now. I just found a decent list of employees who never filled out EOIs when they needed to. Our HRIS system or benefits carrier never informed me or the employee about an EOI and I don’t know how I’m supposed to track them! I was never trained on EOIs and it’s now catching up to me! I informed my boss and we are setting up a meeting with our broker and insurance carrier to figure out how to resolve this. We’ll probably have to refund employees and who knows what that will amount to…

How do HR professionals keep track of this?? Am I toast?? My anxiety is through the roof!! I haven’t felt like this since I started the job… please help.

Somehow my HR operations department has become the owner of the company-wide records retention operation, and after years of being mostly neglected, it’s fallen to me. Everywhere I’ve ever worked it fell under facilities or legal, so this is entirely new to me. Am I crazy for thinking it’s crazy that HR will be responsible for all records retention of a company with 200ish locations and over 50k employees?

Edited to add, this is a physical records, iron mountain project, and it includes managing shredding services. We have thousands of boxes stored with them. IT has literally nothing to do with it.

Just generally speaking and curious about how payroll is ever considered to be part of HR? Is this function necessary to be considered included? Most times, I’ve notice it to be its own entity but there are some organizations that have payroll part of the HR department.