The human resources department is one of the most misunderstood areas of any corporate setting. Because HR representatives perform so many tasks for a typical organisation, it’s a job that few people truly comprehend.
You go to HR if there are problems with a coworker. You go to HR when you need to hire a new employee. In many circumstances, HR is the department to contact if you need a letter of recommendation. They serve as mediators, resume reviewers, and occasionally, elevate decision-makers.
Although many individuals believe they understand what human resources is all about, there are many things HR won’t tell you. Here are some of the biggest secrets that human resources hold, along with reasons why you should be aware of them.
1. Your relationship with your supervisor determines how secure your career will be
HR might contest this, but it is true. It’s now been proven to be true, which you may have even suspected. Regarding job security, your relationship with your supervisor or boss is equally as important as your skill for the position.
It could be time to evaluate your interactions with your superiors if you were just fired. It’s likely that your supervisor called the shot when they dismissed you, even if they swore it wasn’t their decision.
On a related point, many managers genuinely prefer to hire people they know rather than strangers. This is due to the fact that people prefer to employ the “tried and true” approach rather than someone who might disappoint them.
2. They perform “secretive” reference checks
HR companies will look up your references before hiring you. Even while you may believe that supplying the names of only those who will provide glowing recommendations will give you control over the process, some HR staff members also do “backdoor” reference checks.
They use their own network of contacts to discover a former coworker who can provide an unbiased opinion. This method is employed in particular if it appears that you left your previous employer in an unfavourable manner, such as when you claim to have been laid off but it appears that you were fired.
3. We’re not here to defend workers
The majority of individuals believe that human resources staff members are there to look out for and comfort employees. Actually, this is untrue. Surprised? Never be.
HR stands up for workers because their job is to defend the company in employment-related litigation and increase productivity. One thing HR does is resolve problems prior to litigation or otherwise deter employees from filing lawsuits.
They increase production, optimise revenues, and also cover management’s asses by seeing to it that issues are resolved effectively. By being aware of this, you may interact with HR more effectively.
4. We never truly wanted to hire you if the interviewer asked you a lot of strange questions and never called you back
Have you ever gone to a job interview when the interviewers asked you to demonstrate your planning or writing skills? Perhaps they repeatedly inquired about the coworkers you had, even mentioning some of them by name?
Unbelievably, this wasn’t really an interview for you. When they seek free information about other applicants or receive free services, many HR staffers will interview people. This is actually referred to as “career phishing,” and it frequently affects unemployed people.
5. Being a policy enforcer earns you the reputation of being “high-maintenance”
Yes, the HR manual was created so that you could refer to it and remain compliant, but that doesn’t imply you need to contact HR every time a coworker breaks the law. Pick your fights. You should speak out if an employee is engaging in behaviour that could seriously harm the business. However, if HR receives too many complaints about your peers, they will start to refer to you as the person to watch out for.
6. To prevent being sued for slander, they don’t provide references
Many businesses refrain from providing references in order to prevent defamation claims, particularly in cases when the employee didn’t depart on good terms. Companies are simply required to report the dates of employment and the salary rate these days. They have the right to decline to offer feedback on a worker’s work.
However, if the question of rehire eligibility arises, the employee is lawfully free to respond “yes” or “no” without fear of legal repercussions. This is crucial because if they respond “no,” the potential employer will know that something went wrong. Thus, if you haven’t given a sincere explanation for why you left your previous position, it can be viewed as suspect and you might not receive a job offer.
7. HR is concerned with personality when it comes to layoffs
HR consults with managers to determine who stays after receiving instructions to complete a restructure and lay off a portion of the workforce. Although productivity and abilities are important, personality is the most important factor. Why? A stressful work atmosphere is brought on by layoffs. HR seeks out workers they believe will unite and make an effort to remain upbeat. People who have a track record of criticising the business and complaining aloud to management frequently get fired.
8. In the event that you have a formal performance plan, we are attempting to have you leave
It is obvious that employees do not benefit from receiving a structured performance plan. It is a straightforward printed warning that informs you of your error.
Performance goals are a means of informing employees that it’s time to dust off their old resumes and start looking up job interview advice, which is just one of the many things HR won’t tell you.
It hardly matters whether you made any progress. HR has already made a choice at this stage. This is a typical tactic used by your hiring manager to imply that you will be let go.
9. Yes! We did view your Facebook images
Legally speaking, there is nothing that prevents HR from looking you up online or on social media. That implies that the majority of employers can and will look you up online while deciding whether to hire you.
Simply said, Facebook cleanup is a good idea before you decide to submit your job application, as online background checks are now a common part of the recruiting process. This is one of the issues that HR won’t specifically address because it is well-known.
10. You won’t be protected from termination or layoff by a strong performance history
Never believe that receiving excellent annual reviews each year guarantees you a job. These are only rewards for the work you were compensated to undertake. The corporation may decide they do not wish to keep you at any time if the rules change. An insurance policy is not based on past performance. What are you doing for us right now that will save or generate us enough money to justify the cost of keeping you, HR is constantly asking.
