A candidate applied for a role on my team with a resume claiming they had worked for a major company in the same niche as us. Something about it didn't sit right with me because I know someone who managed that company's regional office for almost a decade.

I asked him about the candidate and he had never heard of them. He also said there wasn't really a plausible explanation like them being at another location or working there as a contractor. As far as he could tell, the employment simply didn't happen.

Now I'm debating whether to bring it up with the candidate directly and ask them to walk me through that part of their resume. Part of me wants to give them the benefit of the doubt, but I also want to see what happens when they're asked about it directly.

Would you give the candidate a chance to explain, or is a fabricated job history an automatic rejection for you?

Hello guysss, I’m a fresh psych grad. I’m also a Cum Laude and passed the CHRA last Dec 2025.

Initially, I’m planning to apply only sa BPO company to have a slightly higher salary since nxt year pa ako mag board exam.

At the same time, I’m planning to apply for HR Staff nlng din. I’m confuse what are the usual questions for this position? 🥹

Is it similar with bpo na more on common interview question/own experience OR the questions itself are HR-focused talaga?

Thank you for your response po! 🥺

I lead a team of nine, fully remote, spread across four time zones, been in the role about a year. One of my engineers resigned last month. In the exit conversation she said she'd been burnt out since roughly spring and had been thinking about leaving since early summer. I'd had no sense of it. Her work was on time (with the normal expected caveats here and there), she was responsive, and our one-to-ones were the usual mix of project updates and small talk.

In hindsight, 1 thing should've been a tell-tale, her messages were being sent off work hours (like 2-3 AM) very consistently, I knew she had many things going on in life so I honestly trusted her to make her own schedule, as long as the work is done (we’re task-based not hourly) and there's no explicit complaint from her side, we were in the clear, or so I thought.

We don’t require any specific work hours like from X to Y, again, task-based, and we approve way more time off/pushed deadlines than any typical company, so I cant think of another thing we can offer. I have no interest in activity tracking of any kind, it's invasive and unnecessary, which leaves me without any read on how the team is doing beyond what people tell me directly.

Asking "how are you doing" in a one-to-one gets "fine, busy" from almost everyone, myself included when my own manager asks. I don't know what a better question sounds like, like how can I communicate that I am GENUINELY asking how they are, not just as a filler or passerby question?

Someone can please guide me on how to clear this psychometric test of HSBC I applied once for this apprentice program....I Have completed my Masters and applied for this apprentice program and apparently didn't clear the psychometric test the test seemed so basic like " I like helping people", "I like leading in groups" and all that and you had to select the one would you resonate the most and apparently I didn't clear that. Now I saw a new opening and I have applied with another email id because obviously they don't allow you to apply again if you don't clear that psychometric test.... so if someone can please guide me on how to clear this assessment of program and if anybody has any idea on what is the whole apprentice thing, like do you get converted after you completing the whole year...how does it go especially in HR.

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We are looking for an enthusiastic and responsible HR professional to join our real estate firm. Freshers are welcome to apply, but candidates should have a basic understanding of how HR systems and processes work, including recruitment, employee coordination, attendance, onboarding, documentation, and maintaining employee records. Good communication, organizational skills, and a willingness to learn are essential. Candidates with prior experience in the real estate industry or HR operations will be an added advantage.

📍 Office Location: 8th Block, Koramangala, Bangalore.

Hi i currently work in HR ops at a hedge fund. The comp is quite good but the role is really limiting and it feels quite replaceable by AI. I am planning on moving to an HRBP role hopefully but i am unable to find a lot of openings at companies that can match my current pay.

Any advice here?

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There are a lot of big claims around recruitment AI right now. Has anyone seen actual evidence of reduced hiring costs, recruiter workload, or time to hire at scale? What would make you believe it's real and not just vendor fluff?

I’m a Senior HR Consultant with a lot of HRBP responsibilities in my current role, and I’m looking to make the move into a true, dedicated HRBP role.

One interview question I feel like I don’t always answer as strongly as I could is:

“Walk me through an initiative you owned from start to finish.”

I find this one difficult because my company is already very well established and fairly structured. A lot of what we do comes from broader company or corporate directives, and then our role is to take those initiatives and implement them within our area of the business.

Because of that, I don’t always have a great example where I can say, “I identified this issue, created the initiative, and drove it from beginning to end.” A lot of my experience has been more about taking an established strategy or directive, working with leaders, figuring out how to implement it, managing the people side, communicating it, and making sure it actually gets executed.

I’m starting to wonder if I’m sitting on some good HRBP examples but just not recognizing them or framing them properly.

For those of you who work as HRBPs or have interviewed for HRBP roles, what kinds of initiatives have you used when asked about something you owned from beginning to end?

Especially interested in examples from people who work in large, established companies where you’re not necessarily creating the strategy from scratch, but are responsible for translating the strategy into action within the business.

I’d really appreciate some honest perspectives because I feel like this may be one area where I’m underselling my experience during interviews.

HR Is the most evil person I know,

I am currently laid off after 2 yoe, so now searching for a job,

earlier it used to be like, after 2 yoe you can switch to another company

But all HRs have made the criteria to 3 to 5,

I just can't add another year of experience to my profession,

All those female HRs are sending me back at the door even before interviewing me.

Me and my entire family is begging to all friends and relatives to just get a referral in any company, my family used to be a proud one, never asking for someone's help, and even no one can help me, cause the minimum yoe is 3 while I have 2.

My entire life is ruined, all those 10 years of education, college, graduation, work, every efforts, just cause a HR wants 3 yoe to satisfy their ego

I’m looking to possibly switch careers and was wondering what sort of schooling I would need for HR. Researching online hasn’t been super helpful, I’ve come across a lot of different colleges / universities advertising and have gotten many different mixed messages. Do I need to have a bachelors degree ? Or is a college certification enough ?
I also would love to be able to do the schooling online so I could continue working at the same time.
If anyone has any advice I would really appreciate it ! I’m based in BC, Canada

All I did was follow up with this woman about an interview opportunity. She herself reached out to me saying my profile is shortlisted and I called her back after two weeks to actually ask what happened. I very politely ...mind you extremely politely asked her about the situation. And before I could say another word the woman was all talk about how she is the HR she will know better. Ms. NEELAM the HR. I get it you are all mighty and powerful, but when someone is so polite and just asking for a follow up, it is basic decency to talk politely. It might be very difficult for someone all mighty and great like you to understand the difficulty of someone going through the job search phase. The least you can do is behave a little kindly. I have never experienced such treatment from an HR personnel. The HR is supposed to be the first impression for the company you are representing. So its best you start treating people with that in your head.

Whenever I was successfully hired, it was always a direct interview with management, and this kind of work lasted for years and everyone was happy, but when interviewing with HR, you can confirm the fact that you won't be hired.

I'm currently working in a consultancy firm, it is great,it is the first job I took in HR, I have always wanted to be an HR but as a trainee I'm not able to achive my target and my seniors are telling me that it is okay that is going to work out but it is very trying and stressful, because obviously I want to do good, but I'm feeling stuck, is there some of the skills I could learn to grow in HR, btw I'm working in recruitment