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

[Anonymous]

Anonymous wrote:

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Anonymous wrote:She is lying. I had a new hire do this to me.

Same scenario I calmed explained I went through this mom and you can order hospital bed and stuff from Medicaid ot Medicaid shop it to your house. Move the person your house. Insurance covers 20 hours a week for help and pay out of pocket rest.

It became apparent the parent was an excuse to quit.

Not everyone has a spare room in their house to move a parent and/or the ability to care for them all the other hours of the week beyond the 20 covered hours. You were so out of line to tell this employee how to manage their family’s health situation.

x1000000

You mean my divorced staff with a four bedroom house and no kids at home. She also had zero FMLA as new job and my job in person too. Her cobra was running low she jumped on my job to get on insurance then quit.

But my best staff member who wanted promotion she got started job hunting due to hiring her then also quit.

In end I hired better people. Not con artists.

In the end I found out person died and in her few weeks she pretended not dead. I caught her and claimed estate stuff. Luckily she quit.

You're the idiot who hired a stranger instead of growing the talented staff out already have. You sound like a nightmare; no wonder everyone talented quit.

[Anonymous]

Anonymous wrote:I would never move for an in-law with fronto-temporal dementia. But that's just me and my cold heart.

Carry on, OP. These things happen.

It’s probably a lot to do with the farm.

[Anonymous]

My company just had layoffs and gave zero notice. Employees have been learning over the last decade that employers will always look after their best interest so we must look after ours. Try a little empathy for her situation.

[Anonymous]

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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.

And they are losing out on talent. I work for a company where nearly all technical work is defense and has to be onsite (security reasons and manufacturing). But for everything else (accounting, HR etc) we have been hiring new talent remotely and allowing people in those departments to transition to hybrid/remote.

[Anonymous]

What does her husband do?

[Anonymous]

may be something is wrong with your company and hiring process, OP. Increase the salary and treat people better.

[Anonymous]

OP, after you posted what you posted, it tells something about you... If the person who quit is reading your post, she will be happy that she quit.

[Anonymous]

Anonymous wrote:

Anonymous wrote:What are you furious about? I doubt she took this decision lightly and it has absolutely NOTHING to do with you. Give the lady some grace.

I am furious because 1) I don’t believe she’s being honest 2) didn’t give a notice

Then you need to look long and hard at what she saw in Week 1 that sent her running from your workplace!

[Anonymous]

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Anonymous wrote:She’s probably lying, but that’s ok. It’s life.

Why do you think that. She could be telling the truth? She did tell op beforehand what was going on.

I think she got a better offer, or maybe she realized OP has anger issues.

She may be telling the truth. Either way, if it it takes 1 1/2 years to find someone, then you’re not paying market for what you’re asking. For you, retaining top performers will require higher comp since your company refuses to offer remote work.

[Anonymous]

The new employee was in the job search for 1.5 years….

[Anonymous]

Why 1.5 years? What’s so special or unique about this position that is so hard to fill

Maybe your standards are too high or maybe you are a biach.

[Anonymous]

Anonymous wrote:

Anonymous wrote:So did you call her and tell her she can work remotely for as long as she needs and you will fly her up for team meetings every X weeks since is the person you need but family comes first?

We don’t do remote work

Well, that’s why it took over a year to fill. You need to pay 20-25% premium for mandatory in person work 5 days a week unless it’s industry standard to be in person for all your competitors.

[Anonymous]

Anonymous wrote:The new employee was in the job search for 1.5 years….

Huh?

[Anonymous]

Wow - have a little empathy, OP.

[Anonymous]

Anonymous wrote:Why 1.5 years? What’s so special or unique about this position that is so hard to fill

Maybe your standards are too high or maybe you are a biach.

Do you think 6 months is too long?