10 Secrets your HR won’t tell you

10 Secrets your HR won’t tell you

The most important role of the human resource department is to build trust. However there are times when it will be discreet. Here are 10 secrets your HR will never share with you:

Confidential conversations are shared on a Need to Know basis – If an important senior executives wants to get information and the HR executive feels that the former has to know about it then details of the so-called confidential conversation will be shared. Therefore it would be prudent to avoid name-calling during such conversations

Performance Improvement Plan is another way of saying goodbye – If the HR puts you on the Performance Improvement Plan, they know that your performance will never be considered improved enough for the company. It is time you prepare your resume and send it out. If you find a job before the plan ends then you will not be fired and won’t have to go unemployed.

They go candidate phishing – You may have had a recruiter contact you for a job, ask you some preliminary questions and then never call back again. Most likely the HR was building a list of candidates from a certain company so that they can hire them later. This happens much more frequently than you imagine. Sometimes manpower outsourcing companies are used for this purpose too.

Policy enforcer are high-maintenance – While the HR hand book is to help you stay in compliance, but if you tell the HR about your peers who are breaking the policy then you will be considered the one to be kept an eye on. Pick your battles wisely, only say something when the violation actually hurts the company enough.

At the time of layoffs, personality matters – When the HR executive has to cut a percentage of the workforce he will talk to all the managers about skills and productivity. But at the end of the day, he will keep people who have a positive outlook to sail through the atmosphere of dread that layoffs bring. Being able to uplift everyone during the stressful period is most important.

Online background tests are standard practice – Professional background check of employees in large organizations, like banks or IT companies, requires them to take your permission. The rest rely a lot on free Internet searches. Everything you have ever shared online is available to them to judge you on.   

No reference is a bad reference – An HR consultancy in Mumbai revealed that when a prospective employer reaches out to your HR, she will never give a bad reference. This is because a bad reference opens them up to be sued for slander. While she will refuse the reference, she will honestly answer the yes-or-no question of you being eligible for a rehire. A “no” indicates that the parting was not on good terms.

“Backdoor” reference check – HR would check references of all potential hires before making an offer. You may think you can control the process by sharing handpicked references that would giving you glowing reviews. But the HR will tap into her network if she smells something fishy to find people who had worked with you and talk to them. This is most likely to happen if you say that you were laid off and she suspects that you were fired.

HR will pick the one she likes – Imagine you are in the last stages of selection with 4 other people. The HR wants to conduct a last round to find the most suitable candidate. You score a 95, while the others score a 90. IT doesn’t matter – the scores are close enough for the HR to pick the one she likes the best.

Long-term unemployment hurts your chances – HR tends to consider the candidates who have been unemployed for more than six months unemployable. Your resume will most likely be ignored if you have been out of work that long.