How do you all feel about putting slack on your personal devise? I just started at a new company working in HR and during the interview process the manager made mention of teammates having slack on their phones but it wasn’t required and up to me if I was comfortable doing so. I am not as I do not want work related apps on my personal device for many reasons one being mental health and having some separation between work and home life. I also have health issues so it’s important to me to maintain these boundaries.

Today in my 1:1 my manager talked about how the whole team checks in on slack while away on PTO because our team is small and coverage needs to happen. This was never mentioned during the interview and I’m not ok with this. Between having slack on the phone and answering messages at 9pm to going out on PTO but still having to check in is something I would not have agreed upon and wouldn’t have moved forward with them if this is their policy.

I’m new and don’t want to come across as not being a team player, but these are major red flags for me. There are some other issues that have happened with duties of the job not being well explained but I’ll just focus this post on the slack issue. TY!!

It is essentially just the online materials printed in a textbook format.

They even left in language to click a link that isn’t there, for one example. See image.

This is absurd given the cost of the material. Anyone else disappointed?

I generally enjoy reading paper textbooks for study materials over web only study. But this is lame!

In the past, I’ve always asked them to connect on Zoom/phone call and informed them via a live conversation as opposed to an email. However, I’ve gotten feedback that some candidates feel this sends mixed signals and felt that a Zoom/phone call meant they were going to get the job, only to be extra disappointed when that wasn’t the case.

On the other hand, I don’t want to seem impersonal with only an email, especially since these are my coworkers.

Do you always give internal candidates the bad news via a phone call, or do you think an email will suffice?

I’m considering a hybrid format, where I inform them via Email, but also give them a call to make it more personal.

Thanks all!

For more context, I am located in a HCOL city on the west coast of the United States. 

I started looking for a new role in spring of this year, when I still had a job. Things - namely the executives - were starting to smell funny, and I wanted to be prepared. A few months after I started casually looking, my fears came to fruition and I was “laid off.” Quotation marks because the "restructuring" happened one week after I had a conversation with the CEO about some tough things. In that conversation, they said “well, I just need people on my team who think like me.” Ok, can’t fix that. 

So the search began in earnest. Full disclosure, I aimed low. Because I had only been in an HRD role for one year, I honestly didn’t think I could land something lateral in this market.  I’ve often thought about specializing in ER, so I applied to quite a few of those roles. I also gravitated towards Manager roles that I believed would or could grow into Director quickly (i.e., small or growing organizations). Stats below: 

Total time from layoff to offer: 10 weeks
65 Applications
14 initial interviews
3 first-round rejections
1 final round rejection
1 final round “we offered the job internally” rejection
2 offers

The rest of the interviews, I either withdrew or the process hadn’t concluded when I accepted my current role. 

The role I took: 

My old boss got me in the door for this one. It was hard to accept that, because I’m proud and already had an offer of employment on my own, but it was too good to pass up. It was a temp role that turned into permanent, so there was a risk it wouldn’t pan out, and taking a chance on that was one of the hardest things I’ve had to do. It ended up being worth it. 

HRD. Comparable company size, two direct reports, +$20k annual salary (possible bonuses over that as well), substantially better benefits. It’s a name that looks great on my resume. It’s far more challenging than my last role, so it will give me valuable experience off paper. 

Takeaways: 

• I’m pleased with my callback rate, but I also believe it’s because I was willing to take less. Maybe I should have challenged that assumption more. From my 65 applications, I was invited to interview for 2 Director roles. The rest were manager, HRBP etc.
• The most important thing for people to understand about job searching right now is that IT TAKES FUCKING FOREVER. The average amount of time it took for the interview process to conclude, one way or another, was about five weeks. There were definitely bookends: recruiter contact to offer letter produced in seven business days; two months from application to hiring decision. But no matter how you slice it, things are taking a long damn time. 
• It seems to have fallen out of vogue to inform candidates of the hiring process and timeline. Of all the interview processes I participated in, only a handful were clear at each step of the way what the next thing would be, and when I would be informed if I was selected. I coped with it fine because I was working temp for much of my search time, but if I had just been on unemployment, it would have been excruciating. This is the single most impactful thing employers could change and it would greatly benefit them too. People have to take what’s offered and if you snooze, you lose. 

To sum up, the job search wasn’t as depressing or hopeless as I was expecting, but there’s a lot that’s broken about the current market.

Happy to entertain questions.

Howdy!

Need to do some digging into finding some 401k providers for my company and was wondering if anyone had any good leads. We are mid sized company with a handful of branches in 2 states. Roughly 200 employees. We want to keep our current payroll provider. Thanks!

We are very excited to leave ADP WFN after a terrible implementation experience three years ago. We're between Rippling & UKG Ready. Small, older team, no IT support, no capacity to wrangle customization.

Our biggest needs are the ability for employees to track time across multiple grant cost codes, reporting, seamless benefit file feeds, digital workflows and approvals, and smooth on boarding / off boarding. Integrated leave management would be a bonus. Sage Intacct is our GL.

I am drawn to Rippling's employee centric model. UKG Ready feels like a lateral move from ADP.

Any experiences with either Rippling or UKG ready? Guidance?

What do you guys recommend for getting the study material for the CHRL test?

I’m ok purchasing it for any site.

Looking for recommendations on paid and free resources or training programs focusing on the basics of investment. TFSA, RRSP, FHSA need to be covered, but anything additional is a bonus.

Trying to put together a L&D module for Alberta based staff.

Please share if you've had any experience with a good resource.

Im a new HRC and desperately need advice on looking professional/put together at conferences and everyday

I’m heading to a conference in August - not my first, but it’s my first where my bosses will be with me. I want to scream polished, professional, and as an asset at these things. I really want to elevate their perception of me

1. What do you typically bring to conferences for notetaking? I’m looking at bound portfolios but have a hatred for legal pads. Also looking to use this everyday to help me stay organized. Is a binder too “I just graduated college”?

2. The dress code was described as “smart business casual”. What are some staple pieces that you always bring to events like this and what shoes are appropriate?

I work at a small construction company where a significant number of employees are veterans or still in the military part-time. Many of them are required to train for 10 days/year as part of their service, but can choose to sign up for additional trainings. We currently updated our USSERA leave to cover the 10 required days of leave per leave, but anything after 10 days is unpaid unless they use PTO.

I am also trying to get the company to update their parental leave policy (currently, it is nothing outside of a so-so STD policy). However, I am unsure how this will affect our new USSERA policy. For example, if we give 12 weeks paid parental leave, will we also be required to give 12 weeks of paid USSERA leave?

Thanks for your help!

I work at a large healthcare corporation that is comprised of approximately 70 nursing homes. At my location, employee personnel, medical, and FMLA files are all kept in an unlocked file cabinet in an unlocked,communal office. I act as the local HR generalist, among other things. Most admin positions in the corporation are gen Z promoted -from-within / learn-on-the job vs educated, work their way up.

I have taken this security issue to the (young) Executive Director 4 times. He has given me pacifying responses and referred me to maintenance, while secretly instructing the maintenance supervisor to ignore my requests. I escalated to the (young) corporate HR director for our location, but she simply refuted my request by stating that the last she knew, the cabinet was being locked ( it doesn't have a working lock).

Is there any regulatory body this can be reported to? I've contacted the state department of workforce, along with my state representative. I keep getting shuffled to other departments, finally being told that there may actually be no oversight to this issue. My state representative suggested that it would be necessary to obtain an attorney.

Does anyone have any idea how to handle this?