Took 1.5 years to find this hire and she quits after a week

[Anonymous]

Maybe someone took her aside and said this is the real situation at this company and your new position. With that information she decided to leave. Does this sound possible?

[Anonymous]

So what if she’s lying? OP would be pissed and try to sabotage her if she told the possible other truths - that either a) she got a better offer or b) OP is a complete horrorshow and she decided to GTFO after a week.

Move on OP. Companies lie to employees all the time and fire them.

[Anonymous]

Anonymous wrote:

Anonymous wrote:I'm really sorry, OP! All that work and excitment down the drain!

But please don't hold it against her. She's sacrificing her career for an in-law. That's really tough. Or she's lying, in which case she's not the person for you.

Take a break, then keep looking.

+1

My friend’s father was diagnosed with dementia and went down really fast. He needed 24/7 care and was very difficult situation so I don’t doubt that this is a real scenario.

+2

Being states away from your parent during a time like this has got leave a child feeling extremely guilty. I can see anyone who has the means to and is close to their parent doing the same thing as the employee. My dad’s mom had to be put in a home and she started to decline within two years and the burden fell onto their sister. None of the other children did much except aide financially and occasionally go see here and they lived 1.5 hours away, so I can imagine having to take care of a parent by yourself states away.

I can totally see this being true.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I just up and quit a career in November due to my last parent having an acute medical crisis.

I quit only after my new-to-me manager called me at home to berate me for not answering her email from the previous evening (after hours) and demanding that I outline my daily schedule as “she had no idea where I was.” I had been approved for Family Medical Leave and all was outlined on my calendar.

I left this manager natter on and managed to choke out, “I’m making hospice arrangements for my parent today. I’m heading to the hospital. I emailed you and reminded you I’m on leave.” This enraged her and she demanded I see her the next day at 8 a.m. Now crying, I told her that I would not be meeting with her because I was quitting - the most spontaneous decision I’ve ever made in my life. I’m typically a careful planner and an overly cautious person.

Called HR and asked for guidance for resigning without notice. I was advised to simply email HR with an effective date (immediately, the next business day) and if I felt like it, cc my manager. Boom. Done and dusted.

Dropped off my laptop and badge the next day en route to the hospital. No exit interview. Heard zero from the organization not counting g my final paycheck.

My parent lingered for 6 weeks but we had that time together and I was there at the end. No regrets, none. No plans to go back to work. I think I’m retired now.

You sound unhinged. I buried both my parents after long illness and I only told work about it when requesting funeral day. My Mom and Dad has a work ethic and would not want kids missing work for them.

One boss threatened to fire me for taking funeral day for Dad. I left my old home number from growing up as my contact and guy called my Mom as she was getting ready to go to funeral home. He said guess he is not lying so won’t fire him. He still docked me two days pay.

My mother then told me I should have went into work that morning and Ben thought Dad died at 8 pm night before.

It’s call work ethic. My one coworker held his status update on 9-12-01 after his son killed in 9/11. Not like skipping meeting is bringing him back.

thisis sick and wrong and in many ways what is wrong with America

100%. I can't believe this pp called someone else "unhinged". This horrific attitude is far more unhinged! I don't know anywhere else that expects employees to behave this way. We are paid to do a job, not to give up our entire lives for an employer.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I just up and quit a career in November due to my last parent having an acute medical crisis.

I quit only after my new-to-me manager called me at home to berate me for not answering her email from the previous evening (after hours) and demanding that I outline my daily schedule as “she had no idea where I was.” I had been approved for Family Medical Leave and all was outlined on my calendar.

I left this manager natter on and managed to choke out, “I’m making hospice arrangements for my parent today. I’m heading to the hospital. I emailed you and reminded you I’m on leave.” This enraged her and she demanded I see her the next day at 8 a.m. Now crying, I told her that I would not be meeting with her because I was quitting - the most spontaneous decision I’ve ever made in my life. I’m typically a careful planner and an overly cautious person.

Called HR and asked for guidance for resigning without notice. I was advised to simply email HR with an effective date (immediately, the next business day) and if I felt like it, cc my manager. Boom. Done and dusted.

Dropped off my laptop and badge the next day en route to the hospital. No exit interview. Heard zero from the organization not counting g my final paycheck.

My parent lingered for 6 weeks but we had that time together and I was there at the end. No regrets, none. No plans to go back to work. I think I’m retired now.

You sound unhinged. I buried both my parents after long illness and I only told work about it when requesting funeral day. My Mom and Dad has a work ethic and would not want kids missing work for them.

One boss threatened to fire me for taking funeral day for Dad. I left my old home number from growing up as my contact and guy called my Mom as she was getting ready to go to funeral home. He said guess he is not lying so won’t fire him. He still docked me two days pay.

My mother then told me I should have went into work that morning and Ben thought Dad died at 8 pm night before.

It’s call work ethic. My one coworker held his status update on 9-12-01 after his son killed in 9/11. Not like skipping meeting is bringing him back.

thisis sick and wrong and in many ways what is wrong with America

I think that person is a troll. There are a couple of poorly written posts from around the same time that are probably from the same person, possibly from outside the U.S.

[Anonymous]

Anonymous wrote:

Anonymous wrote:What type of specialty in HR? I agree with another poster that said that HR specialists are everywhere! From, recruiting, benefits, compensation, HRIS, etc. just do a quick search on LinkedIn. It should not take a year and a half to fill an HR specialist role for any of the HR disciplines unless there's something wrong with either the job description, or your company. I think you need to take a step back and reevaluate before you repost the job.

We’re in the architecture and engineering space. I needed someone who had that background and who specializes in recruiting. Then I had to find the right personality fit.

That is very specific. If it is that difficult to find a qualified candidate, your salary must be too low. So whoever's recruiting for the recruiter job is missing the boat.
That said, if it is such a difficult specialty, it might boo-hoo view to look at a lower level person to groom into the bigger role. You say that your company has great tenure. What about within your own discipline?

[Anonymous]

^^^ behoove you Not boo hoo view

I used voice to text

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:What type of specialty in HR? I agree with another poster that said that HR specialists are everywhere! From, recruiting, benefits, compensation, HRIS, etc. just do a quick search on LinkedIn. It should not take a year and a half to fill an HR specialist role for any of the HR disciplines unless there's something wrong with either the job description, or your company. I think you need to take a step back and reevaluate before you repost the job.

We’re in the architecture and engineering space. I needed someone who had that background and who specializes in recruiting. Then I had to find the right personality fit.

That is very specific. If it is that difficult to find a qualified candidate, your salary must be too low. So whoever's recruiting for the recruiter job is missing the boat.
That said, if it is such a difficult specialty, it might boo-hoo view to look at a lower level person to groom into the bigger role. You say that your company has great tenure. What about within your own discipline?

It’s not that hard to find recruiters in the AEC space. It’s probably hard when you have the work 100% onsite and for low pay though.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I just up and quit a career in November due to my last parent having an acute medical crisis.

I quit only after my new-to-me manager called me at home to berate me for not answering her email from the previous evening (after hours) and demanding that I outline my daily schedule as “she had no idea where I was.” I had been approved for Family Medical Leave and all was outlined on my calendar.

I left this manager natter on and managed to choke out, “I’m making hospice arrangements for my parent today. I’m heading to the hospital. I emailed you and reminded you I’m on leave.” This enraged her and she demanded I see her the next day at 8 a.m. Now crying, I told her that I would not be meeting with her because I was quitting - the most spontaneous decision I’ve ever made in my life. I’m typically a careful planner and an overly cautious person.

Called HR and asked for guidance for resigning without notice. I was advised to simply email HR with an effective date (immediately, the next business day) and if I felt like it, cc my manager. Boom. Done and dusted.

Dropped off my laptop and badge the next day en route to the hospital. No exit interview. Heard zero from the organization not counting g my final paycheck.

My parent lingered for 6 weeks but we had that time together and I was there at the end. No regrets, none. No plans to go back to work. I think I’m retired now.

You sound unhinged. I buried both my parents after long illness and I only told work about it when requesting funeral day. My Mom and Dad has a work ethic and would not want kids missing work for them.

One boss threatened to fire me for taking funeral day for Dad. I left my old home number from growing up as my contact and guy called my Mom as she was getting ready to go to funeral home. He said guess he is not lying so won’t fire him. He still docked me two days pay.

My mother then told me I should have went into work that morning and Ben thought Dad died at 8 pm night before.

It’s call work ethic. My one coworker held his status update on 9-12-01 after his son killed in 9/11. Not like skipping meeting is bringing him back.

Jesus. There's work ethic and there's disassociation. Get your head checked.

+1 It can’t be real. Gotta be the most unhinged thing I’ve ever read.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:What type of specialty in HR? I agree with another poster that said that HR specialists are everywhere! From, recruiting, benefits, compensation, HRIS, etc. just do a quick search on LinkedIn. It should not take a year and a half to fill an HR specialist role for any of the HR disciplines unless there's something wrong with either the job description, or your company. I think you need to take a step back and reevaluate before you repost the job.

We’re in the architecture and engineering space. I needed someone who had that background and who specializes in recruiting. Then I had to find the right personality fit.

That is very specific. If it is that difficult to find a qualified candidate, your salary must be too low. So whoever's recruiting for the recruiter job is missing the boat.
That said, if it is such a difficult specialty, it might boo-hoo view to look at a lower level person to groom into the bigger role. You say that your company has great tenure. What about within your own discipline?

It’s not that hard to find recruiters in the AEC space. It’s probably hard when you have the work 100% onsite and for low pay though.

Agreed why does a recruiter have to be onsite?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:What type of specialty in HR? I agree with another poster that said that HR specialists are everywhere! From, recruiting, benefits, compensation, HRIS, etc. just do a quick search on LinkedIn. It should not take a year and a half to fill an HR specialist role for any of the HR disciplines unless there's something wrong with either the job description, or your company. I think you need to take a step back and reevaluate before you repost the job.

We’re in the architecture and engineering space. I needed someone who had that background and who specializes in recruiting. Then I had to find the right personality fit.

That is very specific. If it is that difficult to find a qualified candidate, your salary must be too low. So whoever's recruiting for the recruiter job is missing the boat.
That said, if it is such a difficult specialty, it might boo-hoo view to look at a lower level person to groom into the bigger role. You say that your company has great tenure. What about within your own discipline?

It’s not that hard to find recruiters in the AEC space. It’s probably hard when you have the work 100% onsite and for low pay though.

Agreed why does a recruiter have to be onsite?

There’s absolutely no reason why a recruiter needs to be onsite. You could find recruiters working hybrid or fully remote even before Covid. I WFH at booz as a recruiter in 2013. My boss as the time had been WFH 5 years prior to that.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:What type of specialty in HR? I agree with another poster that said that HR specialists are everywhere! From, recruiting, benefits, compensation, HRIS, etc. just do a quick search on LinkedIn. It should not take a year and a half to fill an HR specialist role for any of the HR disciplines unless there's something wrong with either the job description, or your company. I think you need to take a step back and reevaluate before you repost the job.

We’re in the architecture and engineering space. I needed someone who had that background and who specializes in recruiting. Then I had to find the right personality fit.

That is very specific. If it is that difficult to find a qualified candidate, your salary must be too low. So whoever's recruiting for the recruiter job is missing the boat.
That said, if it is such a difficult specialty, it might boo-hoo view to look at a lower level person to groom into the bigger role. You say that your company has great tenure. What about within your own discipline?

It’s not that hard to find recruiters in the AEC space. It’s probably hard when you have the work 100% onsite and for low pay though.

Agreed why does a recruiter have to be onsite?

Because OP is an insane control freak that would rather paralyze hiring for 1.5 years instead make a reasoned compromise.

[Anonymous]

That's what happens when you don't just hire the good enough candidate and fixate on finding the "perfect" one OP.

No one is perfect and people have a right to have personal lives.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:What type of specialty in HR? I agree with another poster that said that HR specialists are everywhere! From, recruiting, benefits, compensation, HRIS, etc. just do a quick search on LinkedIn. It should not take a year and a half to fill an HR specialist role for any of the HR disciplines unless there's something wrong with either the job description, or your company. I think you need to take a step back and reevaluate before you repost the job.

We’re in the architecture and engineering space. I needed someone who had that background and who specializes in recruiting. Then I had to find the right personality fit.

That is very specific. If it is that difficult to find a qualified candidate, your salary must be too low. So whoever's recruiting for the recruiter job is missing the boat.
That said, if it is such a difficult specialty, it might boo-hoo view to look at a lower level person to groom into the bigger role. You say that your company has great tenure. What about within your own discipline?

It’s not that hard to find recruiters in the AEC space. It’s probably hard when you have the work 100% onsite and for low pay though.

Agreed why does a recruiter have to be onsite?

Because OP is an insane control freak that would rather paralyze hiring for 1.5 years instead make a reasoned compromise.

It’s not me, it’s our company policy. There’s plenty of other companies that still work onsite.

[Anonymous]

She made the right call, 100%. Family first. And her instinct that you are a crap human was apparently right.