While many companies take pride in how they interact with the professional community from which they recruit, others are clueless about the damage human resources (HR) departments inflict on their corporate image and reputation.
Sometimes a reader’s question reveals what’s wrong with Amercia’s employment system. This is one such story. In the June 23, 2009 edition of the newsletter, a reader recounts “phoner torture” at the hands of a personnel jockey — who lays waste to the employer’s credibility during a “phone interview.” And loses the candidate. The candidate wants to know, how should she tell it to the hiring manager? Good question.
But this raises more significant questions. It kinda makes you wonder about the board of directors at this company. After spending enormous sums on public relations (PR) to create a positive corporate image, does the board have any idea that HR is trashing the company’s credibility? Do hiring managers have any idea how HR treats the professional community from which those managers need to recruit people?
My guess is no and no. The board thinks HR is handling human resources, but it’s also in the business of public relations. As an important interface to the company’s professional community, HR’s staffers are in a position to inflict serious damage to the corporate image. Maybe HR should report to PR just so there’s some oversight of HR’s behavior out in the real world.
So the reader asks, How should she tell the hiring manager what just happened?
How to Say It:
“I enjoyed talking with you last week. Thanks for inviting me in for an interview. I was looking forward to meeting so we could discuss the job, but it’s clear that’s not going to happen. Someone from your HR department called me. It was a very disturbing call. I’m sorry to tell you this, but I believe it’s important to be frank. As a result of that call, I’m not sure I’d consider a position with your company. Is your board of directors aware of how your HR staff portrays your company and how it treats job applicants?”
You can read the whole story in the newsletter along with a bit more detailed advice in the How to Say It section.
Is it too risky to take such a strong position? Or is it risky to fool with a company that doesn’t monitor how HR interacts with its professional community?
What should this reader say to the hiring manager?