What is not so Human about HR?

Why in the world would you expect Human Resources to be “Human”? Are we not the super heroes of each company? We are in place to serve the best interest of everyone remotely involved with our company which includes a very lengthy list. Let us start with senior management, middle management that believes they are senior management, actual middle management, senior staff level employees, entry level staff that believe they are senior level, actual entry level staff, interns, recruiters, vendors, clients and let us forever remember each and every one of our job seekers, our candidates for employment.

If you have not gathered by now, I am a bit Sassy. This comes straight from the hip of Sassy HR Girl. I do my best be a straight shooter while blogging. Why else do it, right? We each get our share of smoke blown ice cream castles with no lines, no waiting. So, let’s not have that mirage during blog time.

Now, back to the issue of Human Resources or shall we call it Human-less Resources? We are a special breed. We willingly took the bait to serve our fellow co-workers and whomever else that may be in need of our services…everyone. Most HR professionals really do love people and love the role of HR. Now we may not like every individual that we serve all the time. That’s right! I said it. We do not like everyone all the time. The HR smile is sometimes hiding the secret desire to flip someone off or masking the fact that we may have placed someone’s issue at the bottom of our “to do” list because they are somewhat of a “workplace turd”. Every company has one and sometimes several. You know who they are because their face is now plastered in your mind and you are possibly smiling, laughing or grunting right now at the thought of this “workplace turd”.

There are many mountains to move in HR which most of whom we serve, want the mountains moved precisely and quickly. Everyone’s issue is the most important issue to them and hence should be to HR. Super HR hero flying to the rescue of all that need us but wait Super HR hero forgot their cape today and there’s a run in their tights. Ughhhh! My effort to paint a quick picture of how Human Resources may not be so “Human” or actually quite the opposite, we are simply human.


We have great days. We have not-so-great days. I won’t say bad days because I was taught that I don’t have time for a bad day. I may have time for a bad moment or a minute but never a whole day.


So now you get the picture of the HR crazies. How can this help you in your job search? Let’s start with a focus on Don Miguel Ruiz, The Four Agreements. 1) Be impeccable with your word; 2) Don’t take anything personally ; 3) Don’t make assumptions; and 4) Always do your best. Listed below are four of Mr. Ruiz agreement cards that I would like you to ponder. While pondering, remember the HR crazies and all that is expected of your potential new HR team…

Go over to The Voice of Job Seekers to read the rest of the article!

5 Personal Quirks Employers Hate

A job seeker’s quirks can very well keep him or her from ever being a serious job candidate. Who can say that snorts and unusual sneezes can’t be scrutinized? There are quite a few quirks that friends and family tolerate, but employers are not having it.

1. Emotional baggage

People like to laugh and cry, but neither one incessantly. Telling sad stories and jokes constantly wears thin on everyone including loved ones, but particularly employers.

2. Halitosis, Hygiene

Ask for a second opinion if you are constantly told, “You stink!” It is what everyone wants to say when a lack of soap manipulation is evident. This also applies to the girl or guy with too much cologne or perfume on his or her person.

Read the original article at OppsPlace.com!

TV Sitcoms That Contain Valuable Interview Job Lessons

Although there are fallacies and erroneous job interview situations from television that we laugh at, there are truths, sometimes painful points a job seeker can put in his or her back pocket. I like to think the purposely fictional portrays the funniest job interviews stretch into fantasy, it resonates if not by script, at least by behavior. The silliest but truthful reminders whisper to us. I found an Ellen DeGeneres episode which she interviews candidate for a position she didn’t have. As hilarious and outrageous this scenario is, these are good models to learn from for job seekers that need help with interviewing.

Here are some take-a-ways to apply to your job interview strategy:

  • Talking too much is not a plus. Answer the inquiry only
  • Sharing too much information is not good, especially if the interviewer is sharing personal information.
  • Notice how some of the candidates dressed…down. Even if the office dresses down, for the interview dress sharp
  • Facial expressions can say things that defy words at that time. Focus on the matters on the table
  • DON’T CURSE! Even if the interviewer does
  • If something seems silly and funny, it could strategic to provoke a reaction. Tread carefully.


Phone Interview Preparation With A Recruiter

Editors note: @JNAPublications wrote the following about her phone interview experience.
How long has it been since you have had a phone interview? I remember the times when a phone interview was easy. The questions were basic.

Tell me about your background?

What do you look for in a company?

Well today I experienced my first phone interview in 2 years. This interview was an hour-long. The recruiter asked me several questions. After this daunting interview, I asked myself, How well did I prepare for this interview? Companies are hiring, but they are being very strategic in choosing? Below are some of the questions that I can recall from my interview.

1. Walk me through your entire resume?

This question was not as difficult; however, I didn’t have my résumé in front of me. I wasn’t able to give the correct dates. Before your next phone interview, make sure your résumé is in front of you. Be ready to explain gaps between employers. Why were you not working during this period of time? How did you get to where you are now? Also explain why you left each job and why you want to leave now.

2. Explain your understanding of the company.

What is the title of the job? Do you know how this job will help your career path? In my situation, the recruiter emailed me information about the company. Make sure you read everything. It’s important to understand why the company is even interested.

3. What skills do you offer the company?

What value do your skills bring to the company? What are your strengths? Are you able to articulate the answer to this question? You should also be able to explain what drives your performance in a company. What are you passionate about that could help you excel if hired?

4. Have you mapped out your career path?

The key word in this question is “your.” When recruiters ask this question, they don’t want to hear that you see yourself as an executive. They want to know, what are your career goals, what skills are you wanting to advance in? How can that company help further your career path?

5. What has your job search been like? What other companies are you looking at?

This question was very new to me. As a student, I didn’t really know what my job search was like since I had just started. I answered the question in the format of being honest. I told her, what positions and companies I had also looked at. I told her why those positions piqué my interest. I also told her that I applied a year ago. The one thing I gathered from this question was do I have a centralized focus. She wanted to know was I desperately looking for jobs and applying for everything or was I looking for a career.

These were the questions that stood out to me. Before your next phone interview, prepare yourself by knowing how to answer these questions. A Phone interview does not mean you have the job, but means they want to know more about you.. Now it’s your job to sell them on why you are the best candidate.

Who Benefits Most From An Informational Interview?

I was quoted in The Modesto Bee Worker Wise Blog on Sunday about Informational Interviews. It’s a great tool when you understand the dynamics of an informational interview.

You can position this business meeting with a Human Resource professional who wouldn’t mind sharing information about a position in for about 10 minutes. People who have experience success in setting up these meetings can get more than 10 minutes, especially if it’s a conversation (but not very casual).

You want information that will help position your resume and future interviews with any company. The benefit is the information, and a small possibility you will be invited to officially interview for a similar position.

I suggest 10 minutes because the HR person doesn’t have to schedule it  (most of the time). Here are some short tips that should help:

  1. Dress as if you would for an interview.
  2. Let the person know the nature of the questions. The agreement takes any potential tension out of the meeting.
  3. Don’t ask for the job. Be forthright with your intentions that you are looking for information.
  4. It’s okay to compare your experience to the required experience for the job.
  5. The key is conversational, and be likeable.
  6. Send a thank you note. Handwritten is better, mail it, and continue to set up other conversations like it.


Here’s the short article, but I included scenarios of what not to do:


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