13 Things Your HR Person Won't Tell You

Have you read the Readers Digest series: Things your (hairdresser/waiter/boss) won't tell you?

Let's do thirteen things your HR manager won't tell you. Write your comments below and maybe if we get good response, we can send them on to Readers Digest.

For example:

I'm human and it is not easy to give people bad news or to see people suffer after making mistakes. For example, I have seen people waive health insurance and later change their mind but it's too late; the carrier won't let them on. And on my desk right now is a request for an employment verification concerning a previous employee. The person was termed for falsifying timesheets. Maybe he is hoping I can spin it, but I can't. It is what it is.

Interview as a Conversation, Not a Contest

We all have defining moments, and this was mine. As an HR newbie, I chatted with another nonprofit manager during a seminar break. My colleague, who also worked at a disability agency, generously shared her hiring approach with me:

“I don’t consider the interview to be complete until the applicant is in tears.”

My response is forgotten, but her words are embedded in my brain. I was aghast. Tears? Tears are required to determine whether the candidate is the right fit for your agency? What does that say about your organization? And why would the candidate even want to work there after such an ordeal?

I decided on the spot to take an opposite approach. First of all, no trick questions. (Well, I admit I’ve experimented with asking “Tell me about a time someone did you wrong. How did you handle it?” Here I’m looking for someone who doesn’t have a long list of stories and a pile of bones to pick.) I don’t ask you what books are on your nightstand or what animal you embody, I ask behavioral questions about your experience and the job in question.

Secondly, I’m Mr. Nice Guy. I believe that the more relaxed someone is, the more likely it is they will share what I need to know. And they may also notice that it's not just me who is 'nice;' the front desk staff were welcoming, other counselors stopped by and introduced themselves, and that people are generally smiling and happy to be at work.

Thirdly, I believe an interview is a conversation, not a contest.

None of this should suggest that I’m an easy interviewer. I’ve interviewed thousands of people—mostly would-be counselors to support people with disabilities—and I know vey quickly how applicants stack up against all others who have come before.

I am pleasant, I ask questions that relate to the job, I watch and I listen to what they say and what they don’t say. A person can memorize answers but they can’t change their fundamental language patterns. Their use of language tells me all I need to know.

And what is it that I need to know? Sorry, I can’t give all my secrets away!

What HR *is*

Yesterday we had a little fun talking about what HR is not. I'm not your hall monitor, concierge, therapist, or minute-taker!

Today let's talk about what HR *is*. Tell me, in your own words: how do you see your role/function/job? Don't give me a textbook or classroom answer, use your gut, tell me from your heart! Why do you do what you do? What drives you? What's the job all about?

Not Your Late Nite Foodie Call

When my husband suggested I run out for a speciality food item, I burst into song: "I'm not your late night foodie call."

I'm not sure he was impressed with my cleverness, but the tune got me thinking about work. Specifically, my role in human resources; what my job is--and isn't, since confusion seems to abound about the purpose and role of Human Resources. In this post, I thought I would elaborate on and invite other HR professionals to chime in about what HR isn't. In another post, we can talk about what HR is.

Here goes:

I'm not your concierge.
I'm not your therapist.
I'm not your party-planner.
I'm not your golden ticket.
I'm not your Fairy Godmother.
I'm not your knight in shining armor, swooping in to solve all your problems for you.

HR folks, let's hear from you!