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

[Anonymous]

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.

Cool story. You’re a total a s s h o l e.

[Anonymous]

I never assume a new hire will stay. The first 3 months anything can happen. That is why we have a 90 day probationary period. Sometimes new hires get better job offers that were in the pipeline when I brought them on and eave us for the better job offers.

Generally I find with hires that some that are less than stellar on paper end up being the best employees.

In general my company promotes under hiring. We don't hire the best candidate as they tend to job hop.
We hire one that will be happy with the job.

[Anonymous]

Anonymous wrote:I am FURIOUS. It took me 1.5 years to find the right person. She comes and does great. I get her to meet with every department head, send out a company-wide email that she’s joined the team, she set up meetings with others for this week to discuss the plans she had to make changes to their teams, we had started to discuss future plans she wanted to make to the department, etc., so she got very involved her first week.

I asked her Friday what her plans were and she said that she had to fly to GA because her father in law had a rare form of dementia, he’s not doing well, it’s just her husband taking care of him, and they needed to meet his doctors and her husband was already down there meeting with some of them. Last night she sent me a resignation letter saying that he was doing worse than they had thought and it would be financially better to relocate there instead of hiring 24/7 home care. She was resigning immediate to stay there to take care of him.

I am incredibly furious and embarrassed that she would do this. Just needed to vent.

Is this a joke? To be this angry?

Sounds like you have a hiring process / outreach/ filter/ comp package problem. She’s not the problem- unless she’s lying.

We’ve all had new hires quit for legit and non legit reasons. Oh well.

Chunk the job into 2-3 other more jr peoples roles or get going in a new hiring strategy.

Things will be fine. Sorry for everyone- you, her, her spouse, the dementia patient.

[Anonymous]

Furious? No.

Upset? Maybe.

Bad luck? Yes.

[Anonymous]

Oh I get it, I see the troll post and extreme sock puppet posts now.

[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.

Most of the architecture industry is underpaid, unless you’re the owner.

Try the grad schools and their career services posting.

[Anonymous]

Anonymous wrote:I never assume a new hire will stay. The first 3 months anything can happen. That is why we have a 90 day probationary period. Sometimes new hires get better job offers that were in the pipeline when I brought them on and eave us for the better job offers.

Generally I find with hires that some that are less than stellar on paper end up being the best employees.

In general my company promotes under hiring. We don't hire the best candidate as they tend to job hop.
We hire one that will be happy with the job.

So you're not at will employers? Their job is guaranteed after the probation?

[Anonymous]

Anonymous wrote:I am FURIOUS. It took me 1.5 years to find the right person. She comes and does great. I get her to meet with every department head, send out a company-wide email that she’s joined the team, she set up meetings with others for this week to discuss the plans she had to make changes to their teams, we had started to discuss future plans she wanted to make to the department, etc., so she got very involved her first week.

I asked her Friday what her plans were and she said that she had to fly to GA because her father in law had a rare form of dementia, he’s not doing well, it’s just her husband taking care of him, and they needed to meet his doctors and her husband was already down there meeting with some of them. Last night she sent me a resignation letter saying that he was doing worse than they had thought and it would be financially better to relocate there instead of hiring 24/7 home care. She was resigning immediate to stay there to take care of him.

I am incredibly furious and embarrassed that she would do this. Just needed to vent.

You will never find the right person. You sound like a problem. You found a very sensitive caregiver type woman and it didn't work out.

[Anonymous]

I had a boss who took a huge risk on hiring me, gave me a 25k raise after just 8 months (because I had a headhunter come knocking), allowed me to work remote at will, basically was the best boss i've ever had.... and I still left after 15 months to move closer to home and have a relationship with my niece/nephew and my aging parents.


My priorities and loyalty werent with him. Simple.

[Anonymous]

Who cares if she is lying, everyone sites family emergency true or not.
It’s like marriage - the best thing is to give to someone who is forever grateful. Hire someone who isn’t so great on paper but is a fast learner and a personality fit. This one was just spoiled.

[Anonymous]

Anonymous wrote:Who cares if she is lying, everyone sites family emergency true or not.
It’s like marriage - the best thing is to give to someone who is forever grateful. Hire someone who isn’t so great on paper but is a fast learner and a personality fit. This one was just spoiled.

You sound like a crabby boomer

[Anonymous]

I also started a job and a month later quit to take care of my brother who was dying. He also had a kid so I was now taking care a my then 8 year old nephew. Life happens.

[Anonymous]

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

Huh?
Was she employed and meeting with you guys over 18 months or was she unemployed?

Why did it take you 18 mos to conduct interviews and decide to hire her?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:You suck as a human.

Seriously, you are furious that someone is leaving to take care of a dying family member?

+1 Perspective, OP, perspective.

She didn’t give a 2 weeks notice.

why would she? she was there a week and probably didn't even know where the bathrooms were located.

I think the story is true but she was really looking for an out of the job. If things are bad the first week- it is time to leave.

[Anonymous]

The is is totally on you. Pick a person more quickly next time. Or pay better.