Anonymous wrote:You don't even know about the infighting that goes on in HR. There are battle lines between Compensation/Benefits (the "nerds") and Recruitment (the "airheads"). Guess which side I am on...

Where do the "employee relations" people fit in? Or generalists? How big is your company? I only ask because Im in school and starting an internship in the fall for an HR department.

Anonymous wrote:They're the worst at pre-screening candidates. No, you cannot correctly identify the great fit for this role with your "keywords."

Are speaking as a candidate or hiring manager? If you are a candidate then you really have no idea how each individual company evalutes potential employees. If you are a hiring manager, it is your job to set the expectations and qualifications for the position the" airhead" is assisting you fill.

We have to spend upwards of 75K a year at my org for HR consulting services to make up for the screw-ups that our HR staff do. At least the consultants seem good. Maybe that's the secret, anyone decent at HR is in consulting.

They're the worst at pre-screening candidates. No, you cannot correctly identify the great fit for this role with your "keywords."

HR has a way of trying to pretend they understand operations, when they really don't. They may understand policy, they may understand regulations, but they certainly don't understand the complexities that management has to balance to mitigate risks.

When most people hear HR they think of recruiters which are airheads

Benefits people aren't much better

I can count the number of actually intelligent/competent people in HR on one hand in over 25 years of employment

You don't even know about the infighting that goes on in HR. There are battle lines between Compensation/Benefits (the "nerds") and Recruitment (the "airheads"). Guess which side I am on...

I do agree, some of them are know it alls, snobby and act like they have to control everything outside of work.