I'm considering applying for a role that's very different from my current experience. My roles are listed on LinkedIn without descriptions, but the only way I’ve gotten interviews is by tailoring my CV to exactly match the job description, including inventing roles or responsibilities that don't align with my LinkedIn. I’m concerned HR might cross-check my LinkedIn and see the misalignment, potentially withdrawing their interest. Do recruiters expect a CV to be 100% truthful, or is this level of tailoring acceptable? How do I handle this without risking my credibility?

I'm considering applying for a role that's very different from my current experience. My roles are listed on LinkedIn without descriptions, but the only way I’ve gotten interviews is by tailoring my CV to exactly match the job description, including inventing roles or responsibilities that don't align with my LinkedIn. I’m concerned HR might cross-check my LinkedIn and see the misalignment, potentially withdrawing their interest. Do recruiters expect a CV to be a lie? How do I handle this without risking my credibility?

I recently stumbled upon some startling stats that got me thinking: apparently, HR teams spend up to 73% of their time on administrative tasks, and HR managers spend up to 14 hours a week on automatable work.

For large-scale organizations, that’s a huge drain on the department’s efficiency. For smaller ones, it’s a mandatory recurring headache that steals focus from strategic priorities, especially if the founder is bearing the automatable work.

The more I think about the problem, the more I believe that AI can fix it. 

Imagine a fleet of specially trained, SME AI agents designed to help initiate 80% of the admin-heavy HR work. These agents would draft and help maintain HR documents (e.g., employee handbooks, onboarding guides, company policies, job descriptions, and more) while leaving the critical decision-making to humans.

With the help of these agents, HR teams can reclaim their time and focus on building a better workplace culture.

Any thoughts on the viability of the idea? Have you experienced similar challenges in your HR role?

Hi everyone ! I am soft launching a culture sentiment software for HR professionals. Would love feedback ! And of course if anyone is interested in becoming a private preview customer !

https://www.activate-ly.org

Dear community, advice is needed! Please only useful replies.

Questions:

1. Why does this condition matter to them?
2. Which of the three companies placed this as a rule?
3. Should I apply directly to Company Y?

Summary (job based in Spain):
I recently interviewed with HR from Company X. They explained that if I’m selected, I’d sign a contract with Company Y but ultimately work for Company Z (an American tech company).

The interview went well, and I moved to the 2nd round. HOWEVER, they mentioned a condition: I must not have applied to any roles at Company Y in the past 6 months.

The problem? A few weeks ago, I applied for a lower-level role at Company Y. So now in the interview (with Company X, for this higher role job), I acted unsure ("I don’t think so as I don’t recall applying"). Right after, I withdrew that application (for a low level job i sent few weeks ago).

Now, I’ve noticed the same job posted directly by Company Y.

What should I do?

1. Do nothing: Hope that withdrawing my previous application prevents issues with the condition set by Company X.
2. Apply to Company Y: If Company X’s condition disqualifies me anyway, I might as well apply directly to Company Y for this job and try my luck there.

Thanks!!!!

I'd like some advice/input. I have to travel to one of our out of state locations to eliminate 3 positions. I would like to hear from you guys that have had some experience with this. I've terminated many people in my career and it's never easy, but this one, which is in a couple weeks may be difficult. The three are all over 40 and have been with the company between 15 and 23 months. I've already consulted our outside counsel and they are getting the legal verbiage together for the notifications. I wanna hear of some of your experiences with this. Thanks!!!

Please I need some help with understanding this situation 🙏

Questions:

1. WHY would this condition matter to them?
2. HOW can they find out?
3. CAN I get out of this by withdrawing my 1st application?
4. WHAT should my approach be?

Sum-up:

I recently interviewed with an HR expert from X company. They informed me that if I'm selected for this job I'd sign a contract with Y company but ultimately work for Z company.

The interview went really well and the HR rep from X company told me I've moved to the 2nd round. HOWEVER, they mentioned a condition: I shouldn't have applied for any positions at Y company within the last 6 months. So I'm banging my head trying to figure out why/how is this relevant? How can they know?

I actually did apply few weeks ago for a (much lower) position at Y company. I decided to kinda play it dumb saying 'ahhh I don't think so as this is not a company I remember' and then right after this interview I withdrew that application hoping to hide it. I wonder if I have succeeded in this?

Thanks a lot 🙏

I have my SHRM-CP and just passed my SPHR this year. 10 years of experience and am trying to get into consulting as my end goal. I would love to hear your opinions! I don’t want to specialize in comp but think it would be a good cert to add to my resume for consulting

I want to branch into HR but I have no experience. I have a degree in Psychology and a range of work experience. Would getting a certification in HR help me branch into the field?? Im not sure what path to take or where to obtain the certification. Any advice is helpful.

Hey human_resources Reddit,

I’m working with a web hosting company called SiteChai, and we’re looking to implement a Human Resource Management System (HRMS) to help manage our remote employees more efficiently. We need a solution that can:

• Track work hours and attendance.
• Manage sick leave and time off requests.
• Implement a loan system for employees.
• Calculate salaries and project-based payments.

We’re looking for a user-friendly, cost-effective system that can handle these features and support our growing team.

Any recommendations? Bonus points if it integrates well with other tools like project management or accounting software. Thanks in advance!

Has anyone used the SHRM Employee Handbook Builder? I am considering, but would like any feedback.

Dear Human Resources

Who are you?

How did you find yourself in this place?

Is this what you thought your life/formal education would bring you?

I’m genuinely interested in what motivates people into the HR profession.

I personally believe HR is where he have failed and the workforce. We appoint theater dropouts to dictate how people respond to their questions.

I would love to hear from a non triggered person who is involved in this line of work and has experience in these matters.

If you DO NOT CURRENTLY OR WITHIN THE PAST 3 years worked in any form of government or HR please reframe from commenting as I simply am not talking about you or your emotions so please exit stage left.

I just updated HRJobsRemote.com with over 450 fully remote HR Jobs.

Here are some insights of what you can find on the site:

- 391 jobs for US-based candidates; 30 jobs for Canada; 25 for UK, 19 worldwide;

- 444 full-time jobs; 14 part-time jobs;

- Top categories: 192 jobs for Recruiters; 62 for HRBPs; 51 for C&B; 35 for HR Managers.

I update the site daily with new jobs, and I announce on the dedicated subreddit when to it: r/HumanResourcesRemote

Hey everyone, I just updated HRJobsRemote.com with 290 fully remote HR jobs - hope you will find it useful.

Until next time, eat less sugar.

Inspiration:

I've noticed that many founders and early-stage companies either struggle with or spend significant time and money creating their initial HR policies and documents, such as employee handbooks, codes of conduct, and various other policies. Whether the documents are for employee guidance or legal requirements, it's a big drain on people and companies with limited resources.

Idea:

I’m considering developing an HR Assistant service to help junior HR professionals and founders draft their early versions of employee handbooks and other essential HR documents. 

Think of it like a “Mad Libs” approach to HR documentation—where the tool automates the creation and structure, while users still make the key decisions based on their values and culture.

This service would:

• Create Customized Handbooks: help generate comprehensive employee handbooks tailored to your company's specific policies, culture, and legal requirements.
• Coach and Educate Founders: Provide guidance and best practices for developing effective HR documentation.
• Ensure Compliance: Incorporate necessary compliance checks to help protect your company from legal risks associated with outdated or incomplete documentation.

I’m looking to validate this idea and would greatly appreciate your feedback. Specifically:

• Would this be something your team would find valuable?
• How much would you be willing to pay for a tool like this?

Can anyone shed light on jobs that are being reposted 2-3+ times, each time receiving 100+ applicants and no rejection or outreach from the recruiter?

I realize I may not be a perfect fit for every job i've applied to but im noticing several jobs being reposted for that im over qualified for, and would've passed on in a better job market. I dont understand if recruiters are overwhelmed and just dumping the applicant list or what; and further, whether I should reapply knowing I havent received any communication from the recruiter.

I dont want to spam them If im being passed over but unsure whats what considering the situation and trying to think about it from their point of view (mass applicants, overwhelmed, etc.)

Hi , I am currently a full time student studying to get my bachelor’s degree in business administration. I want to get into HR but would love to know what a day to day would look like for me if it is the road I decide to go on .

Thank you.

So I had an interview at this company, gave few rounds of interview. Next day I mailed them thanking them for inviting me for the interview. Same day I got a call from HR asking for additional documents for background check. Later on I received a call from different HR telling me that I have been selected and that she will send me an offer letter.

Few hours later I got an offer letter. I accepted it right away. Then I had a call from the team member of the 2nd HR who called me. Confirming my status.

After 2 days, Today i got a mail stating that “Your document sent for signing has been Recalled”

What is this supposed to mean?

Just graduated a year ago with a degree in Organizational Leadership (business degree with a high people focus) and having difficulty transitioning to HR. Any suggestions? Seeking a total career change. Thank!

During a company event, I went bar hopping with a group of my coworkers. This was encouraged and reimbursable by my company.

As we were walking to the second bar, I heard one of my male coworkers making inappropriate comments about my body to a female coworker of mine. I also heard her say “she does look nice, but you need to chill out”

When we reached the next bar, they caught up to me and my male coworker grabbed my butt. I immediately looked at him in disgust and he apologized. Within 10 minutes, he decided to leave entirely.

The next morning, he sent me texts asking if I was offended and that he would never do it again. My female coworker also texted me, telling me that he was very concerned about his actions and wanted to know if I was upset. I then called my female coworker on the phone, and she told me she saw him grab my butt. She also told me that he grabs her hips sometimes but she just tells him to calm down because he has a girlfriend.

They are friends, so she was taking his side and trying to defend his actions.

I reported all of this to HR, as well as provided them with the text messages. After one day of investigation, they determined he grabbed me accidentally. They told me he probably only texted me because he was concerned about getting in trouble for bumping into me.

I am very uncomfortable about this situation, and I’m worried my boss will think that I call HR over trivial things, because they let him know it was an “accident”

I could maybe understand determining it was hear say, as that doesn’t pick either side, but by calling it an accident, it’s as if they are taking his side and calling me a liar.

I guess I’m just looking for opinions/advice on this situation?

Also, about a year ago, he admitted to a few of us that he was under investigation for sexual harassment at the same company event a few years prior. He denied guilt, but im guessing HR does not consider that situation relevant for whatever reason.

Hey everyone, I just updated HRJobsRemote.com with 419 remote HR jobs.

What can you find on the site?

• 400 fully remote jobs, 19 hybrid jobs;

• 200 jobs for Recruiters; 39 for HRBPs; 31 for HR Managers;

Hope you like it!

Until next time, eat less sugar.

I'm working on developing a tool aimed at simplifying the resume screening process for HR professionals, and I'd love to get your feedback to ensure it meets your needs.

Here's the concept:

1. Job Description Input:
   • Upload or type in the job description for the position you're hiring for.
2. Company Requirements:
   • Specify any additional requirements or preferences unique to your company (e.g., specific skills, certifications, experience levels).
3. Resume Upload:
   • Upload one or multiple resumes (bulk upload supported).

What the tool does:

• AI-Powered Scoring:
  • The system uses artificial intelligence to analyze each resume against the job description and company requirements.
  • It provides a score for each candidate, highlighting strengths and areas where they match well.
  • Identifies fields or qualifications that may be lacking or less relevant.

Questions for the community:

1. Would a tool like this be valuable in your recruitment process?
2. What features would you find most beneficial in such a tool?
3. Are there any concerns you have about using AI for resume screening (e.g., bias, accuracy)?
4. What improvements or additional functionalities would make this tool more useful for you?

Your feedback is crucial!

I genuinely appreciate any insights or suggestions you can provide. My goal is to build a tool that genuinely assists HR professionals in their day-to-day tasks.

Thank you in advance for your time and thoughts!

SkillSift.net is a new SaaS site built for recruiters and HR personal to streamline their recruitment workflow with AI tools, such as:

• CV-Analytics: Analyzes uploaded CVs, providing a candidate summary, a skill table with years of experience, and a list of suitable roles.
• Talent Match: Analyzes uploaded CVs and, based on the specified role, provides detailed recommendations on the best-fit candidates and why.
• Path Finder: Provide suggestions on potential career paths or upskilling recommendations based on the candidate's experience and trends in the industry.

I am in a profession where I can work either remotely or in person. I am in person now, but need to switch to remote due to illness in my family that would qualify for FMLA.

Here is the problem: if I ask to go remote, others will have to shuffle and there could be some unhappiness that might come back to bite me. Although working remote would allow me to avoid taking FMLA, there is no protection afforded (I don't think) to someone who has to work remotely to care for family (and makes their manager upset in the process). Accordingly, I am considering filing for FMLA so that I can at least have some job protection, but I would rather work remotely as I could use the money.

I welcome advice. Thank you!

I have updated HRJobsRemote.com with over 200 remote (and a few hybrid) HR/Recruiting jobs.

What you can find on the site:

🚀 144 jobs are for US-based candidates, 37 jobs for Canada, 14 for UK-based, and 8 for worldwide;

⏲ 193 jobs are full-time, 10 are part-time;

🔎 Top 3 categories: 54 jobs for Recruiters, 31 for HRBPs, 27 for Comp & Ben;

🌎 176 jobs are fully remote, 27 are hybrid.

Until next time, less sugar.

Hi. I’m new to the HR world and want to know if any of you HR Pros have ever had to silence your own morals, ethics, and integrity because of unionized workers who are “milking it”.

Hey everyone,

After 15+ years in healthcare tech, solving everything from scheduling headaches to staffing gaps, I’ve decided to help build technology designed to work for Staffing Managers – not the other way around 😅.

That’s why I helped create a flexible scheduling app for hospital staffing managers to build and manage efficient float pools and cut down on contingent labor. And the best part? It’s built for you, configured by you, configure the app to match your brand and workflows. Here's how we tackle some of the biggest challenges you may have seen:

• Boost Engagement & Branding: Upload your logo and color palette to private label the app for a seamless, personalized experience that your team will love.
• Smart Shift Recommendations: Our algorithms do the heavy lifting to find the best-fit staff for shifts based on cost, seniority, or employment type.
• Control Costs with Shift Tiering: Prioritize internal staff and float pool nurses, ensuring they see open shifts first – fully utilizing resources before turning to external options.
• Fill Shifts Quickly with Invitations: Short on staff at the last minute? Broadcast open shifts to one or multiple teams to cover gaps quickly.
• Seamless In-App Chat: Real-time communication means instant updates and coordination for managers and teams on both web and mobile.

If you’re interested in learning more, I’d love to connect! DM me or drop a comment below. Appreciate the support!

-Jeffrey

I work as a developer in a company, and I often have to interview candidates for programmer positions. It’s a tedious and time-consuming task, so I built my own tool to streamline the interview process:

• Automatically Generate Interview Questions: Upload the job description, and in seconds, it generates a list of tailored questions for the candidate based on the requirements.
• Transcribe and Store Candidate Responses: It automatically transcribes candidates' answers and saves them in a database, so you can revisit their responses anytime without needing to keep all the details in your head.
• Easily Compare Candidate Responses: Since all answers are recorded, you can visually compare the quality of responses between candidates, making the selection process more objective.
• No Technical Expertise Required for Interviewers: HR personnel conducting the interview don’t need to be experts in the technical field. The AI generates all the questions based on the job requirements, allowing interviewers to simply ask the generated questions.
• Automatic Evaluation: The tool automatically calculates the number of correct and incorrect responses for each candidate, highlighting their strengths and weaknesses. A detailed report is generated at the end of the interview.
• Visual Comparison Between Candidates: Compare multiple candidates using visually clear charts and diagrams, making it easier to assess their performance.

This tool has significantly saved my time, as the candidate report is ready within 3 minutes after the interview is completed.

I’m curious to know if this is something you actually need and would purchase a subscription for?

Appreciate any/all feedback!

https://preview.redd.it/umgdv0ctpbrd1.png?width=2926&format=png&auto=webp&s=577b263bb75afee6477e94d4caf89f144e946611

https://preview.redd.it/zykwrzbtpbrd1.png?width=2924&format=png&auto=webp&s=940affed3b16ae6dd70f7c51a8996bf95fa7bdba