Anonymous wrote:

Anonymous wrote:Why is my HR dept/contact so inefficient?

Why is the sky blue?

Rayleigh scattering.

Anonymous wrote: I am an HR professional for over 10 years, and I find these comments rather amusing that HR should be eliminated.

1. Are hiring managers willing to shortlist over 50 plus resumes when candidates apply to that ONE position.

2. Those conferences that we sit in ALL the time are actually set up mainly by Strategic Partners or Department Heads (not HR) that always have alignment changes etc.

3. The lazy HR folks you speak of actually have to maintain a pool of candidates at all times, especially for proposals just in case we have to sent out contingent hire offers.

Well lets just say that you eliminate HR departments, are all of you willing to extend an offer verbally, officially, background checks, reference checks, new hire orientation, I-9 documentation, enter new hires into ALL systems needed in order for you the Hiring Manager to either request equipment or meeting space. Are you also going to keep up with DOL never ending amendments of HR practices?

Cut us some slack

You my friend are the exception then because I'm not joking, every single solitary person I've ever dealt with in HR in all my jobs were incompetent. I even had to help the HR person write my offer letter because he couldn't figure out how to format it or what to write so it sounded professional; I know more about my benefits than they do; I've contacted them about job announcements because it appeared they were written by a 3rd grader; the list goes on so no, I won't cut HR any slack and I still want them eliminated.

Anonymous wrote:

Anonymous wrote:1. Are hiring managers willing to shortlist over 50 plus resumes when candidates apply to that ONE position.

We have to.
I am in a specialized field and go into the system myself to identify the candidates that may be the best fit and those to cut loose. The recruiter just doesn't have the knowledge and intuition that go into that, but hopefully s/he will be efficient in the next steps.
I've met some great recruiters and HR professionals, but sadly, they are in the minority.

Ditto. I am in the process of reviewing 175 applications. 1. HR has screwed this process up one too many times and 2. I can knock out 75-90% of those applications quickily due to lack of experience in specific areas.

Anonymous wrote:1. Are hiring managers willing to shortlist over 50 plus resumes when candidates apply to that ONE position.

We have to.
I am in a specialized field and go into the system myself to identify the candidates that may be the best fit and those to cut loose. The recruiter just doesn't have the knowledge and intuition that go into that, but hopefully s/he will be efficient in the next steps.
I've met some great recruiters and HR professionals, but sadly, they are in the minority.

Anonymous wrote: I am an HR professional for over 10 years, and I find these comments rather amusing that HR should be eliminated.

1. Are hiring managers willing to shortlist over 50 plus resumes when candidates apply to that ONE position.

2. Those conferences that we sit in ALL the time are actually set up mainly by Strategic Partners or Department Heads (not HR) that always have alignment changes etc.

3. The lazy HR folks you speak of actually have to maintain a pool of candidates at all times, especially for proposals just in case we have to sent out contingent hire offers.

Well lets just say that you eliminate HR departments, are all of you willing to extend an offer verbally, officially, background checks, reference checks, new hire orientation, I-9 documentation, enter new hires into ALL systems needed in order for you the Hiring Manager to either request equipment or meeting space. Are you also going to keep up with DOL never ending amendments of HR practices?

Cut us some slack.. We Keep the boat afloat in each company, leave it up to most Hiring Managers the legal department will be in and out of the court houses.

You and your department may be the exception, but you can't dismiss all of the complaints about HR across so many organizations. At the very least, that level of dissatisfaction means that HR's internal customers don't understand what the organization does and why it isn't meeting their expectations.

My own experience at multiple large organizations is that while there may be some exceptional individuals within HR, as an organization as a whole it is the last refuge of the incompetent. In my company HR is too lazy to use our own HR systems to properly direct announcements that are group or geography specific - instead they send out organization wide announcements with disclaimers that say, "This announcement doesn't apply to the following ..."

Similarly, announcements are frequently withdrawn because they were erroneous, and even when they are "correct" they are riddled with typos and other errors.

Most recently, last week HR sent out a reminder that tomorrow (15 Feb) was a company holiday, only to retract and correct the announcement on Friday with a reminder that we got a different day in this year's holiday calendar.

Anonymous wrote:Don't they have to run background checks etc

Outside vendors usually handle that.

Don't they have to run background checks etc

I'm not in HR, but we work closely with them in accounting. It's entirely possible that they are just lazy and incompetent, many of them are. however there may be more going on you don't know about. There might be a hiring freeze or restructure coming down the line and they are stalling for time.

I am an HR professional for over 10 years, and I find these comments rather amusing that HR should be eliminated.

1. Are hiring managers willing to shortlist over 50 plus resumes when candidates apply to that ONE position.

2. Those conferences that we sit in ALL the time are actually set up mainly by Strategic Partners or Department Heads (not HR) that always have alignment changes etc.

3. The lazy HR folks you speak of actually have to maintain a pool of candidates at all times, especially for proposals just in case we have to sent out contingent hire offers.

Well lets just say that you eliminate HR departments, are all of you willing to extend an offer verbally, officially, background checks, reference checks, new hire orientation, I-9 documentation, enter new hires into ALL systems needed in order for you the Hiring Manager to either request equipment or meeting space. Are you also going to keep up with DOL never ending amendments of HR practices?

Cut us some slack.. We Keep the boat afloat in each company, leave it up to most Hiring Managers the legal department will be in and out of the court houses.

Whenever you talk to your HR contact, provide a timeline and follow up for your message. And CC her supervisor

NOT: Larla, could you reach out to the candidate and find out if she's interested?

THIS: Larla, could you call Larlo by COB on the 16th and then email me and Larlette what she has to say. Thanks. CC: Big Larla.