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HR Rudeness
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HR Rudeness
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I read with amusement Laura's storry of being treated rudely by having only four of her 50 (perhaps unsolicited) resumes responded to with a thank you for your interest note. She was also upset with H
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Forums » Topic Forums » Work Views » HR Rudeness
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HR Rudeness
posted at 10/24/2002 7:05 AM EDT
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Posts: 206
First: 11/21/2001 Last: 11/30/2006 |
My favorite example of rudeness - and this spans departments across the spectrum, not just HR - is the voice mail response that says, "I'm sorry I missed your call. Please leave me a message and I'll call you right back."
If your voice mail says you'll call right back, you've made a promise. If you don't return the call as promised, it speaks not just of your rudeness, but says a great deal about your integrity as well. |
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HR Rudeness
posted at 10/28/2002 8:37 AM EDT
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Posts: 3
First: 10/8/2002 Last: 10/28/2002 |
As a 14 year HR veteran now in the job market due to moving across the country for family reasons, I have to jump in here:
I have had interviews with other HR professionals for HR jobs. And no word from them. Nothing -- no follow-up to either say "the jobs been filled" "the job is on hold" or "screw you" -- NOTHING. That is appalling to me. In the last 3 months this has occurred THREE TIMES -- with THREE different organizations. It's one thing to not respond to either unsolicited resumes or even the solicited ones when you have 150 responses and you are the only HR person on staff (been there, done that) and you are recruiting for multiple jobs with multiple responders. BUT --- to have invited someone in for an interview (one was with the CEO for goodness sakes!) and then to NOT respond is disgusting and reflects very poorly on our profession and of course, on these organizations. (of the three, one was a bank, one was a hospital, and one was an insurance company --guess where I will never take my business??) I have been very fortunate in my life -- I have never had a period of unemployment until now (and this was a voluntary period as we chose to move and I gave up my job). But I have to say -- for my fellow HR practicioners... you would, I think, QUICKLY change your views on how you respond or not respond to applicants if it were YOU on the other side of the desk for an extended period of time. One hour a week dedicated to responding to applicants would be an hour well spent - furthering goodwill and positive marketing for your organization. And I know of what I speak... I ran the staffing function at a company where we had 150 job openings at all times -- and I had one staff member who mailed out, on average, 300 - 400 applicant postcards per week. Sure, it was a pain -- but it went a long way to building goodwill, directing people to our website, and creating a positive impression of us when other organizations couldn't be bothered. (as e-mail was become more common at the time {this was circa 1996-98) we gradually were switching to mechanisms to respond electronically) |
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HR Rudeness
posted at 12/12/2002 10:27 AM EST
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Posts: 3
First: 12/8/2002 Last: 12/12/2002 |
Even though I can see how difficult it is to work in HR. I also see by the replys submitted by others in HR that these people feel that they have the hardest job in the world. They help pick people for positions that they actually have no experience in what too look for except looking for a general background check, etc. They also have so many resumes to look at that they have a database with formulas in it that if a qualified person slips through and doesn't make the cut you have just lost what could be a valuable asset to your company. When a potential employee calls you, you need to stop thinking I don't get paid to answer the phone, they're just suppose to send me a piece a paper so I can put into my formula. Instead let's get off our lazy butts and take the time to actually see if this person has something that we can't see on paper or in a computer formula and start hiring people based on a person's quality that might be intangible and not written on paper. Because after all our job is too help find the best people to come into our company. |
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HR Rudeness
posted at 12/16/2002 3:54 AM EST
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Posts: 12
First: 10/9/2002 Last: 12/17/2002 |
I'm sorry...I'm missing something...I've got years of experience working in a variety of career fields and have never worked for a company that had a "formula" for hire...although I am aware that the insurance industry uses one and that may be the database to which EML refers...Perhaps if EML had read all of the posts, there would be a better understanding of what we do and as such a knowledge of being "sold" over the phone is much the same as being "sold" via the resume, except that over the phone takes up much more of my time.
Here's a broad tip: Job seekers should learn to write better resumes, which quatify and qualify their skill, abilities, and experiences. If we can't say no to the resume, we won't and the prospect will get the interview to sell in person... |
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HR Rudeness
posted at 4/17/2003 12:41 PM EDT
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Posts: 12
First: 6/4/2002 Last: 6/7/2004 |
I am the only hr person in a 7 person office. When I post a job I specifically state "no calls, please" because in addition to HR, I am also the contract manager, marketing manager, office manager, etc. I review the (oftentimes) hundreds of resumes by myself on my own time, in addition to the other 10 hours of work I have each day.
If someone calls after I ask for no calls, they are immediately crossed off the list. I look at it as an inability to follow instruction, and not the kind of person I want to hire. The sad part is, I understand their frustration, and in fact I will respond to an email inquiry about a person's resume, but a phone call requires that I stop what I'm doing, figure out who this person is, respond, hang up, re-start what I was doing. It's a HUGE interruption. Not to mention the other people in my office whose phone traffic goes up if they happen to be fielding calls that day because I'm out. I didn't read the original post by the person complaining, but I just wanted to state my case! |
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HR Rudeness
posted at 4/17/2003 12:48 PM EDT
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Posts: 12
First: 6/4/2002 Last: 6/7/2004 |
..wanted to add..
I ALWAYS respond to people I interviewed. It's absolutely common & professional courtesy to do so. And one more thing..I've called people for interviews and had them say "Who are you, what company is this, what job did I apply for?" That's frustrating for me, as I end up spending time on the phone "reminding" them which of the 20 companies they spam their resume to is actually calling them back. |
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HR Rudeness
posted at 10/11/2003 3:57 PM EDT
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Posts: 81
First: 7/6/2000 Last: 6/10/2010 |
Oh, I hate that when they can't even remember which companies they sent resumes to! Another big peeve of mine is a resume without a cover letter. I have no idea what position they are interested in.
I have gone to the high schools/college in my area to help students with the fundamentals of a good resume because it is unbelievable how many poor resumes I have seen, even from professionals. For instance, had a grant writing position opening in my company and I received one resume that had typos throughout the whole resume! Okay, the primary function of this position is writing, do you think I am going to give this person an interview, much less hire them? I always respond to every applicant to let them know their resume has been received but these people are usually the ones that call me to follow up and then question me about why they aren't being considered. |
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HR Rudeness
posted at 5/18/2004 5:41 AM EDT
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Posts: 1
First: 5/18/2004 Last: 5/18/2004 |
What is great with the new JobWebsite that we have in my company, is that there is a questionare for applicants,( do meet the minimum requirement) if not applications will be rejected. The next cool thing is that after all the screening and interviews, our atomative email systems sends email to applicants that were not choosen informing them that the position is filled. This relay save us alot of timewith reponding to applicants. |
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HR Rudeness
posted at 5/20/2004 7:33 AM EDT
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Posts: 22
First: 9/11/2003 Last: 5/24/2005 |
WOW has the recruiting process changed since I began here +5 years ago. We used to solicit through the newspaper, then upgraded to various Internet sites. Wed get stacks of useless resumes of the extremely OQ and (of course) the unemployable. We now use Monster.com (no plug here - just the facts) to warehouse our internal/external applicants. I can create a job description that set parameters for me. If Im looking for someone with 3years of call center experience, for the most part, thats what I get. Additionally, we changed our recruiting policy to not accept paper or emailed resumes from anyone and direct them to our corporate website. Weve not used it for long, but it has helped me tremendously. |
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HR Rudeness
posted at 4/7/2005 1:57 AM EDT
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Posts: 1
First: 4/7/2005 Last: 4/7/2005 |
I currently deal with several job postings at one time. Each resume that comes in I note in a database and merge into a template letter that indicates that there resume was received for a particular position. This is emailed to the candidate. Once a candidate is chosen it is the selection committee chair's responsiblity to call the unsuccessful interviewed candidates to let them know that they were not chosen. I then send letters to the candidates that were not interviewed to let them know that the position has been filled. We are a company that is moderate is size so this process is possible. I have noticed that I have been getting more and more resumes from all over the country via email, so this process may have to be modified in the future to reflect the volume of applicants. One thing I have noticed is that the applicants do not include the drawer number in their cover letter so it hard to determine which position they are applying. I use these drawer numbers to that I can track where I get the most bang for my buck in regards to advertising. Some applicants simply say, "In response to your ad", and never mention the position. This is very frustrating. |
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