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.

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?

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?

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.

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.

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?

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.

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

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

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.