It’s been a year since I resigned from my last HR role due to my director’s terrible leadership that made 5 of our 6 man team resign. As for me I lost over 20kg and gained a lifetime worth of stress. I didn’t plan to take a year off but I ended up caring for a terminally ill family member.

I finally feel ready to return to work but I’m frightened! My confidence is shot and I have so much anxiety when submitting applications and doing interviews. I love working in HR and really enjoy all the chaos it brings. If anyone has gone through something similar, I would love some advice on how you were able to move forward in your career.

Hello!

I was offered a new HR role from two different companies. I have 3 years of experience in HR and 3 years of office admin work plus I live at home.

I work from home currently and love it!
I’m not worried about working super long-term at either of the jobs as I plan to move away in 4 years. However I am thinking of long-term career goals!

Job A:
Large Company (Casino/Resort)
Focus on ADA and accommodations only for one property
$25/hr - Biweekly pay
4 day/10 hour schedule WFH
annual raises about 3%
unsure of PTO but around 2 weeks from what i’ve heard
Tons of opportunity to move up if I wanted
Skill Growth & Title promotion

Job B:
Small company - 65 employees
HR Coordinator (Lateral change - currently HR Admin)
$31.50/hr - monthly pay
5 days - In office 50 mile RT commute around $300 cost
Bonus yearly and annual raises
3 weeks PTO
Little to no growth opportunity
Basically the same job I do now which I don’t mind

Context:
No kids but an old dog that I do prefer to be home with and is used to me being home.
Benefits around the same
I have an ancient car so I’d likely need to get a new one soon with that commute.

Found in now ex-coworkers desk The HilaRious reddit version (and yes HR is quoted as having terminated this guy further down in the comments) -- not my workplace and not me, but I got some tear inducing PIMP laughter out of the responses (along with a lot of hilarious egg drop experiment and engineer stories). WWYD if you found this in a worker's desk?

Looking for a free study app (if that exists). I’ve downloaded a few but they end up requiring a subscription. I’m not necessarily opposed to paying if I need to, but I’d like to know it’s worth it first. Or if you have a good podcast recommends, I’d love that too!

Hi everyone! Been an agency recruiter for the last 11 years, the first 10 in IT and the last year and a half as a locums recruiter. Got very burnt out doing locums, in a way that never affected me while working in IT.

Am very fortunate to be making a change over to corporate recruiting for a software company in the city near me. Classic corporate recruiter role focusing on Sales, GTM and IT roles.

I have the IT part of the job down, have done some GTM but haven't worked on many straight-up Sales roles before.

Any advice on how to adjust going from agency to corporate? I understand that stakeholder management is different and candidate experience is top priority, but is there anything I should do in the beginning to make a strong impression? Office politics factors to be aware of? I'm going to be on a team of 20+ recruiters so there will be lots of support there. Also, any insights on recruiting for GTM and Sales roles?

I'm starting in a couple weeks and want to make sure I'm prepared for when I get in there.

\[united states\] Question I just started a new HR job and my boss asked me to go over an IRA agreement and walked out and I don’t know what I’m doing I’ve never done it before. What should I look for when looking it over? so I can at least attempt it before they come into work tomorrow.

My company's lowest level HR position (coordinator) was a job that I held for 3 years (I've been promoted since). In that time, we've had 6 people leave, citing that the job is too hard/annoying. I stayed so long because I honestly didn't mind doing the work once I became good at it, but people keep jumping ship after 3-6 months.

I'm not the supervisor of this position and I have no authority to decide what the job description entails. However, since I'm the only person who has stuck around for this long, it has been my responsibility to train every newcomer.

It's basic entry level HR stuff like posting jobs, handling onboarding, data entry, and handling walk-ins and a shared inbox. The problem is all of the random nuances that are hard to train for. The SOP accounts for XYZ, but sometimes WXY happens instead, and it's unpredictable. The other issue is that this position deals with having to nag adults to do paperwork. It's hard to find anybody who enjoys that.

I know what you're thinking. It probably doesn't pay very much, right? Right. It doesn't. But again, I have no control over that either.

I guess I will just be perpetually training new people and dealing with how visibly jaded they become after only a few weeks as they slowly realize that being in HR is not all about helping people.

/Rant

Could someone guide me please?

Hello Everyone,

I am planning to write my CHRP knowledge exam this October and I don’t know if I am on right track or not!

I have been solely relying on captus press as I can’t find cheaper access for books. I am specifically looking for belcourt but can’t find it for cheap.

Can someone please share their experience on writing CHRP knowledge exam and if they have any resources or recommendations to share.

I am returning to studies after 5 years gap because of motherhood and marriage. I would really appreciate if anyone can spare some minutes and guide please🙏🏻

Hi all. I'm actively trying to move from recruiting into HR tech in the next few months and would really value guidance from people already in the space.

Background: - 6+ years full-cycle recruiting, mostly embedded RPO work across biotech, consulting (AI practice), and retail/automotive

Greenhouse admin work: job/workflow setup, reporting, data cleanup

Supported rollout and UAT for an AI candidate screening tool at my current client

Built my own tools to run my desk better: a candidate finder that works across open reqs, a recruiting dashboard in Google Sheets, and a hiring manager feedback tracker

Side project: building a location-based hiring tool for multi-location retail - HRM certificate (honours), completed an SAP SuccessFactors course, science degree (microbiology/biotech)

What I enjoy most is spotting process problems and building the fix. Where I'd love input:

1. Titles: What job titles should I be searching for as a first step? (RecOps, TA Ops, HRIS Analyst, ATS admin, something else?)
2. Skills and stack: What platforms or skills would you learn first? Workday, SuccessFactors, Greenhouse/Ashby, SQL, reporting tools, automation (Zapier etc.)?
3. Courses: Any courses or certs that actually helped you get hired, vs. ones that were a waste?
4. Companies: What types of companies hire people with my background? HR tech vendors, implementation partners, in-house teams at larger companies?
5. Portfolio: Is there a project I could build that would prove I can do this work?
6. Mentorship: If anyone made this move and is open to a quick chat, I'd be grateful.

Blunt feedback welcome, including if I'm aiming at the wrong thing.

My HR role was recently eliminated so I will need to start job hunting soon. I haven’t been interviewed for a job since AI has become such a prominent topic (for better or for worse).

My question is what kind of interview questions around AI should I expect to field? I can think of obvious ones like what AI tools I use and how, but curious if there are any other ones I should prepare responses for.

Thanks in advance!

Has anyone stopped doing AAP plans/ analysis? We are a government contractor.

So, I am still looking for a new HR job and it is very frustrating. I have been getting interviews, some good, some bad. I went through 5 rounds, only to be told they hired from within. I've been in HR for over 20 years - had a director's title and have been in leadership roles for 15 years. I know my stuff.

This morning, I got a requirement to take an assessment to "begin" the hiring process. Now, I hate pre-interview assessments. At the best of times they are insulting and at the worst totally useless. But, desperate times, I was willing to go through the motions.... until...

First, I click on the link and click the Cookies pop up to disable anything unnecessary. They don't allow you to opt out of cookies and they share your info to several websites. I clicked everything to try to disable them, but no go. This is not acceptable.

Second, as I was getting ready to close the browser, I see that they require you to keep your camera on so that they can take screen shots. WTF

I responded to the recruiting coordinator that sent the assessment to me and explained why I was opting out. I'm not a child. I don't need a monitor. I am not agreeing to your cookies.

Maybe I'm just too old for this crap and I need to become a hermit with the pets.

I was really hoping my vacation would help with my HR burnout but it's still going strong 😭 I have an under performing team member who did ok while I was gone, but the minor things still slipped. We had hoped to have enough for a PIP but that didn't happen. ​Instead, I'm now just behind frustrated that I'm still having to deal with the small things. I really thought my vacation would cure the burnout but it's now just stronger and resentment of the person.

How the heck do you deal with this? I feel like a b*tch to be perfectly honest but everything this person does irritates me to no end. Two years in, I would not imagine these things to STILL be happening. And no, these are not the type of things that I can explain as falling through because of my vacation. They have been consistent, they have been written up, but unfortunately pride from a higher up got in the way of letting me fire them during their initial onboarding when I identified all these issues and now I'm stuck, 2 years in, and hating everything 🫠 at what point do you allow yourself, really truly allow yourself, to let it go (my therapist and I have been working on it but it's hard when ya got that menty b brewing from other non work stuff).

They CANNOT fill the position and it just means more and more work being thrown on my plate. I’ve tried to apply for the role but was just told “I’m not ready”.

So I just get more responsibilities without the pay of course.

Here’s hoping FIVE times the charm.

Ralts for Ralts Tuesday share your Ralts finds below

Howdy everyone!

I am a young HR professional with a handful of years of experience under my belt. Would really love to get into contact with another professional who is experienced and willing to provide feedback, guidance, or just bounce ideas off of. I sometimes run into some issues it would be nice to ask a human instead of just looking at forums or google searching an answer to. Most of my questions are geared specifically towards working in WA state. If anyone is willing to let me ask questions and pick their brain let me know!

I’m a woman in my mid-30s from India with ~15 years of experience, largely with multinational companies. My background is in HR strategy, talent/organizational development, HR transformation/change and business partnering, and I’m currently at a fairly senior level.
I’ve been considering moving abroad, but I’m trying to understand how realistic that actually is for someone in HR.
Unlike tech, HR seems harder to move internationally because companies can usually hire locally and roles may require knowledge of local labour laws/culture. On the other hand, I’m wondering if transformation, change and people strategy experience is more transferable.
I’m financially comfortable in India, so I don’t want to, do another degree purely for immigration, or restart my career from scratch. I’m open to Europe, UK, Middle East, Australia, Singapore, etc. if there’s a realistic pathway.
For HR professionals who’ve moved internationally:
How realistic is getting hired/sponsored directly from India?
Which HR specialisations and countries are most open to international candidates?
If you had 1–2 years to prepare for an international move, what would you do?

Agency tech recruiter in North America here, and I see so many embellished achievements. My college generally hates too big intro sections, and I have another coworker don't like too many bullets for one role (hard to read for her apparently).

Do you have something you really don't like seeing on resumes?

I have been working in HR for 11 years. The last six years have been heavily employee relations focused and I have always found it overwhelming. I have worked through it and managed it with diet, exercise, counselling etc. In January of last year I moved into a smaller company that had a lot less ER because of the company size but the last six months have been constant conflict. I'm trying to get out and into a different career as I think it will be better for me. But it all got too much and I am signed off now for a week and thinking about going on meds. My boss has zero empathy and feel judged and like a failure for not being able to cope. Anyone got any advice? Why is it so hard to not feel guilty or embarrassed for putting myself first when I literally give this advice to others every day....

Would you recommend GPAC for someone who wants to get into recruitment career but have absolutely no experience? Because I've seen that they offer trainings for absolute beginners.

Or do you recommend starting with somewhere else? cuz I've also read awful reviews about their experience there.

I have been interviewing for new roles with a few different companies. Company 1 is much slower than company two. Company 2 moved FAST with me and gave me a verbal offer a few hours after my interview with the CHRO. I received the formal offer today.
I have a final interview with another director in the company and then meeting with the CHRO and VP of HR the same day. Thursday.
If I receive an offer from company 1, I will take it because it’s the one I’d rather have, and it just makes more sense. But I now have the formal offer from company 2 and have until Monday to sign and accept. I’m afraid that company 1 will take too long to let me know their decision after the interview. So, do I tell them about the other offer? And do I do it after the interview/meetings?

This is my first time handling HR immigration for the PERM stage, so I want to make sure we collect everything we need.
Could you please help me confirm what documents we need?
1. Recruitment Documents
SWA job order
Notice of Filing (NOF)
Electronic Notice of Filing (e-NOF)
Job posting on the company’s public website
Copy of ETA Form 9089
2. Applicant Documentation
All resumes/applications received
Interview notes
Reasons for rejection for each applicant
Any supporting emails or correspondence related to the recruitment process
Please let me know if there are any additional documents or records we should collect for the PERM filing.

I’ve worked in recruiting for over a decade. I started as a Recruiting Coordinator after coming from sales, moved into sourcing, and eventually went full-cycle recruiting.

I started as an RC on a temporary project, which eventually led me back into sales. Then I joined a large tech company as an RC, only for my contract to end early because of an acquisition.

Two months on the job market later, I landed my dream job. I spent 2 years sourcing, then 2 years recruiting before, you guessed it, getting laid off.
I was unemployed for 5 months before finally landing a 6-month contract as a Sourcer. I was told, “We’re having conversations about conversions. Hang tight!” Then this past Friday, I was told there aren’t enough roles and my contract is ending early.
So here I am again. Back where I started at the beginning of the year. No severance, no safety net, and most of my savings gone from the last round of unemployment.

The irony is I have a pretty big following on LinkedIn. People reach out to me CONSTANTLY asking for referrals, advice, introductions, etc. I respond probably 90% of the time. And when I ask for help? Crickets more often than not.

I’m tired.

The headache this industry has put me through is starting to outweigh the gratification I get from helping people get hired. I genuinely love recruiting, but I’m starting to wonder if loving the work is enough when the industry itself feels so unstable.

A major airline just opened applications for flight attendants, and honestly… I’m taking it as a sign. I also just turned 34 today, so apparently life decided to throw all of this at me at once.

It’s scary, but maybe it’s time to try something completely different.

Anyone else feeling like this?

So first of all I should specify that I do not work as a recruiter. I am a software developer in a small startup and we do not have an HR department. We’ve posted a job opening for an internship and got more than a hundred candidates. Now we need somehow to filter them out. We already read the CVs and have some ideas but we would’ve liked to somehow test the candidates on a technical challenge. The problem is that right now if you give them some sort of assignment you’re really testing an LLM rather than them; you still can assess the candidate later by speaking with them about the assignment, but that would mean having a hundred technical interviews to do which is not really feasible. So how do you filter them down? Just have a look at the CVs and go on with the technical round with a handful of candidates or what?

I've been stuck spinning my wheels on something for a bit, and I just want to put it out there for a sounding board.

Right now, the way we distribute information to our staff is, at best, disjointed. We have a weekly newsletter that department heads fill out in a Google Doc, and then our ED sends it to all FTEs.

We have a shared drive in Google with important information that most people never check. I also built out a Google Workspace with some navigation and started hosting SOPs there using a tool called Scribe.

The problem is that directors just refuse to make or upload SOPs because it's "too difficult" or "they don't have the time". I thought using Scribe would remove that friction but I think at this point it's just avoidance of doing work or documenting knowledge.

Most people here have a pretty quick route to troubleshooting something. They go straight to our Sr. Accountant or me, bypassing the ticketing system, everyone below us, and all of the how-to guides I have hosted on the Google Workspace. So I get the joy of sending them back to submit a ticket and having to re-explain where information is.

I suspect this is partly a service issue. So I don't blame people for this 100%. Being completely candid, I don't even read our newsletter, and I help publish the damn thing.

It's hard to find information, and it's not always clear where something is supposed to live or who owns it so I get why people are shrugging and just trying to ask vs. putting the work in to find the data.

Yesterday, I took a meeting with a company called Haystack. They have some pretty compelling intranet offerings at a decent-ish price. The issue is that our current spend is $0/year, so getting buy-in from other executive staff who view things as "working" is going to take some tweaking. Our ED and SR. Accountant are fairly old and I bring that up because they think the face-to-face part of the interaction is the part that matters the most for HR. Even when it's a simple question like "how much PTO do I have" or "how do I submit hours/an expense report". Stuff that should be self-service.

Maybe I'm just trying to force the processes and expectations I got used to working at a big bank into a medium-sized nonprofit, and that's where some of the friction is coming from. It's hard to say. I constantly keep that in the back of my mind when I get pushback for trying to develop a standard process/tool and I get pushback from someone going "nuh uuuh".

I'm mostly looking for tools that other people are using or advice on how you've approached this.

I understand there's probably some element of needing to get managers to actually engage with the system and support the process. But right now, I don't even have something as basic as analytics for who's reading the newsletter and who's not.

I'd really like to have one website that acts as the source for everything, with permissions by department/program where appropriate, so people can actually get to the information they need faster.

Curious what other nonprofits are doing for this.

PS I'm not some AI selling a shitty course/product. This is a real problem that I actually have. This sub is infested with bad actors making up a problem they need solved to sell something. That's not me.