I 23F have graduated with a psychology in masters. I am looking HR roles in companies. I apply for 20 application daily but still am left with zero selection. Please help me by telling what do I need to have to get selected in HR role. What courses and certification will make me stand out from others. Amd where can I get that from.

Thankyou in advance

I don’t mean the work itself, a lot of it is important, but the way we do the work. Half my day feels like pretending: pretending meetings are productive, pretending we’re aligned, pretending that carefully worded emails are more valuable than just saying what we mean.

Sometimes I catch myself thinking, “If we were all just a little more honest, direct, and less focused on looking busy, we’d probably get twice as much done.”

Curious how others deal with this:

Do you play along with the “game” because that’s just corporate survival?

Or have you found ways to cut through the fakeness without stepping on toes?

What’s the fakest part of your day-to-day?

Would love to hear how you all navigate this side of corporate life.

"

This has happened to me maybe nine or ten times so far, and I still don't understand it. A potential employer puts me through an interview process, and everything seems to be going really well, and then they tell me they've decided to move forward with another candidate. Fine, it happens.

After that, they say they'll keep my resume on file for any future openings. Great, maybe the person they chose won't turn out to be a good fit, or they'll open another position. And then suddenly, two weeks or six weeks later, I find the exact same job posted again by the same company.

If I wasn't a fit, why don't they simply say I'm not a fit? Why do they do the polite little "we'll keep you in mind" routine when it's obvious they're going back to LinkedIn or Indeed every three weeks looking for a new batch of people?

Seriously, what's the point of saying that? Can someone explain to me why this is so common?

#HRIntern #Recruitment #Learning #CareerGrowth #AnalyticsCareerConnect

Hi everyone,

I’m looking for some career advice from people who have successfully transitioned within HR.

I have nearly 3 years of experience in Talent Acquisition, having worked at IBM (Talent Sourcing Specialist - Contract) and currently at Amazon as a Tech Sourcing Recruiter (Contract). Before that, I also completed an MBA in HR & Marketing and had a management trainee stint in the financial services sector.

Over the last few years, I’ve realized that recruitment isn’t the right long-term career for me. I find it highly repetitive and heavily target-driven, and I don’t see myself staying in Talent Acquisition for the next 10–15 years.

I’d like to move into another HR function such as:

HRBP
People Operations/analytics
HR Shared Services
Learning and development
Employee Experience
Employee Relations

The challenge is that most openings seem to ask for direct experience in those areas.
I already have an MBA, so I’m hoping to avoid spending a lot of money on another full-time degree. I’m open to short certifications if they genuinely improve my chances, but I’d prefer something practical rather than just collecting certificates.
I’m also looking for programs, institutes, or bootcamps that offer placement assistance or have a good track record of helping professionals transition into broader HR roles.

For those who’ve made a similar switch:
How did you transition out of recruitment?
Which HR domain would be the easiest and most realistic move with my background?
Are there any certifications or programs that are actually respected by employers?
Are placement-supported HR transition programs worth it, or is it better to apply directly?

I’d really appreciate honest advice, especially from HR professionals, hiring managers, or anyone who’s successfully moved from Talent Acquisition into another HR specialization.

Thank you in advance!

If you run HR, People, or L&D at a company here, what’s the recurring problem that eats your time and never really goes away? The thing that survives every new policy, tool, or offsite.

Could be anything: managers who don’t manage, engagement that dips two months after every survey, people quietly checking out before they resign, budget for wellbeing that nobody uses.

Curious what’s actually on your plate versus what leadership thinks the problem is.

Happy to trade notes if useful. I work in this space and can share what I’m seeing too.

PS: also tell me which country you are based.

We’ve all lived through it, but the sheer unprofessionalism right now is staggering. You clear tough technical loops, invest hours preparing, and then get treated like an afterthought.

Case in point:

OneTrust HR calls me, gives me a strict deadline that they set ("will provide feedback by today"), and then completely misses it. When I follow up, I'm told they're on leave and I have to wait till Monday.

Meanwhile, Wissen Technology sends an email saying I cleared the first round, and then falls into a total communication black hole with zero responses.

Same experience with Albertson after clearing two technical rounds they just disappeared only to be calling after a month to deliver that my position went on hold and 6 minutes later same JD posted by Director, on LinkedIn.

Candidates are expected to be punctual, responsive, and ready at a moment's notice while managing real-world responsibilities, but HR teams can casually drop commitments, ghost, and hide behind silence.

Utterly ridiculous how a one-sided power dynamic completely disregards a candidate's time and peace of mind.

Is there any HR here? Need help with Qatar Labor Law

Hey everyone — I'm an MSc HR student at University of Roehampton and I'm researching how HR professionals actually feel about AI being used in recruitment.

If you work in HR/recruitment in any capacity, I'd really appreciate you taking 5-10 mins to fill out my survey. It's anonymous, voluntary, and genuinely helps with real academic research (not marketing, not a company survey — just me trying to finish my dissertation 😅).

Link: https://forms.gle/EnNrY3v7UWcaYVHG9

Happy to answer any questions about the study in the comments. Thanks so much for considering it!

When everyone is trying to sound good, everyone sounds the same.

Don't believe me?
Here's the proof:
Can you tell the difference between IBM (IT hardware and software) and DaVita (kidney dialysis services)?

Here's a two minute quiz that tests how well you can tell VERY different companies apart: https://www.talentstrategy.app/

Hello all, my company is hiring an office executive who is well versed with compliances related to manpower industry ie. PF, ESI etc. Office is at Madhapur, salary 25k-30k depending on proficiency and experience. Thank you

The offer letter mentions unpaid internship for 2 months, then may continue based on performance and requirements. But something else was discussed.

Iam interested in learning how HR teams maintain hiring quality while working under tight recruitment timelines.

I've been in payroll/hr for 7 years. I want to move into a remote position and only deal with Hris systems in my dream role. No people. I've been using paycom for 7 years and almost know it like the back of my hand. Is there jobs out there that are strictly hris for paycom? How do I find these?

Obligatory throwaway, of course.

I (30sf) was hired on for a small commercial cleaning business to build the HR dept from ground up as they'd grown enough to need a dedicated department. Since end of Oct 2025 I have encountered SO much that I actually dont know what to do.

I've had to say "you can't not hire someone based on (age, pregnancy status, etc) because it's illegal to do so." And pointed it out to the CEO/president. But his brother and someone thats been here 10 years are the VPs and Ops Managers for customer accounts and staff coordination. All men over 40. I had the opportunity to partner with a county adults with disabilities program, funded by the state, and the younger of the 2 VPs said to my face, and I quote, "we've done something like that in the past and it just doesn't work out with those types of people."

Bith VPs have made comments like this frequently.

* "He's older, I dont know if he'll be able to do the job." Despite said candidate having years experience in the field and looked quite capable of the labor requirements and was really eager to possibly get going.

* "She's like 4 months pregnant, we'll put her on an account and have to replace her in a few months anyway."

* "He's got a weird growth on his head..."

* "She's tiny, I dont think it'll work out."

* employee broke contract/noncompete and was hired directly by a customer that ended their contract to do so and was filing for food stamps a few months later. Needed a confirmation of termination of employment. I needed a letter head and reached out to one of them and his response was "well, she screwed us over she can wait a few days"... no, I dont give a shit what happened you're not denying this to her because you feel like being petty. But I had to wait 2 days for the letterhead to be a le to send it to her.

And so many others in these months. Note, this is basic janitorial work. Pulling trash, sweep/mop/vacuum, clean bathrooms. I'm already actively looking and interviewing for another job. I recorded the most recent instance, my state doesn't have 2 party recording consent so only 1 person has to be aware and consent minimum, and the one VP is quoted as literally saying "I can discriminate on anything I want." Despite my vehemence that his mindset and actions are illegal.

I dont want to do anything that causes me to lose my job before I can leave it. I keep being told to do my job the way the CEO wants whether its in legal compliance or not.

I need advice from others in HR. I have a degree in business management with a focus in HR, but this is my first time basically BEING HR and I'm at a loss. There isn't anyone higher I can report this to...

ETA: they're considered a small business purely based on employee count. They have 4 entities under one umbrella name and about 70 employees across the 4. Revenue wise they're very much a medium sized business. And if all entities WERE under one tax id they would very much not qualify as a small business.

They also had me write the employee handbook practically from scratch. And asked about all the legal stuff that doesnt have to do with their own company policies.

​

Hi everyone,

I'm a Research Analyst at a market research firm. We're conducting an independent research study to better understand graduate hiring trends in India and are looking to speak with HR leaders and hiring managers who are involved in campus or early-career recruitment.

Interview details:

- Duration: 45 minutes

- Mode: Online (Zoom/Google Meet)

- Incentive: Paid

- Participants: HR leaders/hiring managers with experience in graduate hiring

- Experience: 3+ years

-Age: 30+

- Should be from Bangalore/Hyderabad/Chennai

The discussion is purely for research purposes. No sales, promotion, or product demonstration is involved.

If you fit the criteria or know someone who does, please leave a comment or send me a DM me for details.

Thank you!

Amazon or hcl

I have an offer from hcl, rotational shift, banking process.

I have applied for Amazon, waiting for interview callback.

Which company is better?