5 things HR will never tell you

Guest blog by Katherine Rippey 

Did you know that not all HR departments in each office are filled with professional and dedicated people? This may surprise you, but many human resources and employment professionals are plagued by stereotypes, unfounded conclusions, and deceptive practices. Although human resources departments are required to comply with federal, regional/provincial or municipal laws, human resources managers must not disclose what they think or how they carry out the selection process of candidates. There are many secrets the human resources departments that will never tell you, some of which may include getting paid, hiring rules, social media practices and the rest.

All because of the link between the duration of unemployment and certain aspects that human resources departments hide from you: in other words, if you lose your job or if you are released, the reason is always different from the one you have been given.

Here are five secrets that HR departments will never tell you:

A 90-day hiring rule is another novelty

Most people heard it for the first time. The 90-day rule is a new rule of contract, alongside some existing standards. Companies often suffer substantial losses due to hiring the wrong candidate. A bad deal can be expensive in disguise because companies pay a lot for the recruitment process. However, even when letting off an employee, there are specific guidelines that an employer must follow. The 90-day rule, therefore, allows companies to save capital on hiring risk. A new employee or potential candidate always seems to behave well. However, it is often found that a fraud loses its appeal when it is established within the company. Unfortunately, the effect on workload and productivity is visible in this case. As a result, the 90-day clause allows the Human Resources department to fire an employee within the first 90 days.

If you are underpaid / how to manage your income

Unfortunately for your salary, the most common is that it is not in the interest of human resources to tell you how much you earn over others. However, there are ways to find this information. Some websites can give you an idea of what you are doing compared to other people in a similar position and similar areas and how much they earn. Also, an HR will not tell you how to be on a budget (manage your income) or how to avoid applying for an online installment loan. You should however always be careful to spend only on emergency needs.

The Effects of referencing and HR’s preference

When submitting some of your resumes, be sure to send someone who will give you many good points. However, that’s not invariably what it looks like, and hence, does not work all the time. Human resources managers do not prefer the references you provide. Before you are hired, HR will check the references. You may think that you can control the process by giving only the names of people who will provide you with some kind remarks, but some human resources people also do comparative analysis behind the scenes. They use the network of their contacts and find someone who has worked with you to obtain an unbiased point of view. Sometimes the recruiter cannot be phishing, but he must know the people who can give unbiased information about you, for example, the HR can talk to the supervisor who was your good friend in the last company. However, recruiters or the HR department are looking for people who have an unbiased view of their performance. In particular, this technique is used if you seem to have left your last employer in suspicious circumstances, for instance, if you say you were fired, but you seem to have been laid off.

Social media; best friend or foe?

Human resources do not limit your search to the reference. Other things talk about you without your knowledge. The current generation is active on the Internet on different social networks. Social networks can be considered as a close friend through which one confides in by expressing emotions, feelings, etc. However, these social networks also HR managers examine you beyond your communication. They look at your publications and comments on social platforms. If you are involved in a publication that identifies you as racist, sexist or controversial aversion, you can say goodbye to your work. Human resources prefer people who have never done anything wrong. Eliminate everything that ends up being a threat to your path, especially on Twitter, Facebook, and LinkedIn. Human resources can access all kinds of things online. This can be as harmless as a personal blog, in which we hope you have not published incriminating content. But the human resources department can also do a lot to check your online credibility and if you are who you honestly claim to be. According to the Human Resource Management Society, less than half of employers conducted solvency audits of potential employees. However, they also found that 80% of those surveyed said they had hired a candidate whose online score indicated negative information. Understanding what has been mentioned above can help you think about your actions when working with human resources and recruitment.

Age and its effects on you

Employers are people who are always trying to grow their business. They are passionate about the profit and growth of the company. At a time of change, 50-year-olds struggle to cope with technological change. As a result, they are generally excluded. Of course, the use of technology can be learned over time. As a result, HR managers prefer young people who can save money for training.

Note: If you are over 50, avoid mentioning academic years. Stay with experience and qualifications.
In conclusion

Of course, the human resources department may be different from one company to another. Also, it is worthy to note that the HR departments never tell people how to manage their money and some people end up getting online installment loans to bridge the gap between their income and expenses.

Author: Editorial Team

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