Category: HR

Trial by Fire:

There was a time, several years ago, when I was introduced into a new role at the company I worked for after they merged two positions together to cut labor costs. I worked as the recruiter but suddenly had to learn bookkeeping and cash management as well. My training consisted of some computer modules that had not loaded into our onboarding software and to this day I am not sure if they ever did. The rest was hands-on, or so it was described. In reality, I only got the chance to observe multi-step procedures that were critical to the position, once or twice a week while fully handling my previous role. I then had to fully take responsibility of the role from what I had learned. I was incredibly unprepared but somehow managed to work my way through. Was the training “effective”? No. Did it work? I suppose it provided just enough support for me not to sink.

Another perspective:

I entered a new industry when trying to switch careers right before I returned to school. It was healthcare, doing scheduling at a very large level, handling staffing and some recruiting for critical positions. I had to learn most of the software from the very beginning, but my experience mixed with what I was learning, and I could form strategies based simply on that. I was allowed to remain in a monitored and controlled but live environment, having access to multiple tools and multiple mediums of training. I was given some time to adjust before being introduced more into my role by my direct manager. We worked side by side for a few weeks before I was given more and more responsibilities at a time. The results were extraordinary. I have never had a smoother transition into a role, let alone another industry. It was fantastic and it let me experiment and learn on my own as well as with guidance. I managed to grow in that role quite well, but the industry was not for me. This shows us, however, that with the right training and onboarding, it highlights the true areas that we are struggling with or that doesn’t alight with our goals.

Training is necessary, and it cannot be rushed. It should encourage growth and curiosity. I am thankful to have had multiple opportunities to learn where it can go right and wrong and I am sure I will encounter it more in my career.

My best interview experience…

…was for a job I did not get selected for. It was for a promotion that would lead to a corporate job from a customer service leadership position. It was done over teams as it was located in Washington State while I lived in Texas. The interview involved two people. One was an HR manager who was directing the questions from what I could tell was his home, and the other was the person who would be my direct manager should I get the position.

They got many things right. The questions were thought provoking but relevant to the position. Their demeanor was incredibly professional and friendly. They respected my time, experience, and requests for clarifications on a few subjects. Overall, it couldn’t have been more than 30 minutes, and I had learned a lot about them and a part of the company I hadn’t fully seen. I left with no questions in my head, and the best part is that I felt I had gained good insights by simply having the conversation in the first place. They also hade quick answer for any questions I had, and it never felt like we got sidetracked. I felt heard, challenged, and respected. While in hindsight I realize I was not ready for that step, that interview alone showed me what to expect and I will sometimes reflect on that interaction when preparing to do interviews myself, something that I am fortunate to have experience in.

Being ineffective.

The simplest form of being ineffective is not being available. One of my very first interview experiences involved a manager who was far too busy to meet and asked if I could come back at a later date or wait for him to finish was he was working on. I learned then, even at a younger age that I had respect for my own time, and he did not. I left and was interviewed at another company, one that I stayed for over 5 years. I have had other bad experiences. I have been in interview rooms with more than person who give conflicting answers and then saw them iron out the details in front of me. I have been in rooms where they lost my application, and asked me what position I was looking for, something which I always wanted to reply to with “Well, it’s not a good sign that you don’t seem to know what you’re hiring for”. A big part of being ineffective is not being ready. Second, is to not be an ambassador for your company. Third, is to not know your health benefits provider when a candidate asks you.

Being effective in 3 easy steps:

• Be prepared.
• Be present.
• Be knowledgeable.

(And don’t forget to be friendly.)