Why are HRs from mediocre companies so arrogant?
I've noticed a pattern where HRs from mediocre companies are extremely arrogant and ask unnecessary questions. Whether it is from their tone of voice, to asking ridiculous questions about a candidate's personal life and things that are already on the resume, why do they act so holier than thou? Now FAANG adjacent companies and their HRs/ first point of contacts are always empathetic and very clear in asking sensible, relevant questions. Why don't companies realise that their first point of contact is what affects their brand and hiring unqualified folks makes it worse. Have you ever noticed this? What do you think can be done to make this/ candidate experience better?
ProfessionalCurser
Stealth
a year ago
HRs in mid places are usually coming from really small / unknown companies and feel like they’ve made it hence the arrogance. Folks in big/decent companies usually have come from wonderful education bgs and workplaces and if not, have worked hard enough to reach where they are. That humbles you, I feel.
SmugTurnip
Stealth
a year ago
Makes sense. Mid companies also don't invest in their employer brand / training as much so they don't end up attracting good talent. Thanks for your comment :)
ProfessionalCurser
Stealth
a year ago
Feeling really shit as I’m moving from a really good company to a mid brand because of recession and no jobs in mkt and literally feel the difference in HR. Sometimes I wish these things never mattered to me but they do, almost as much as the salary.
See more comments
Smaller companies have less collective mindspace available to spend on how effective is their HR function . This is why these mediocre HRs get away with their BS at small / mid-sized companies.
Once you've reached a certain scale in organisation size, every process and practice has been reviewed and scrutinised by multiple people so it's hard to be totally incompetent (also harder to be exceptionally good, but that's beside the point).
Ever heard of 'Chai se jyada kettle garam'. That's the reason.
Mediocre companies hire mediocre HRs that come from mediocre training in dealing with people.
Also, when by the time you reach FAANG adjacent levels as a company, you have matured enough to realise that we are all adults and like to be respected, and any company with a lower bar for this than its peers is bound to lose out on good talent unnecessarily.
mahoneisalive
Stealth
a year ago
Mediocre people dont come from mediocre companies. Mediocre people make companies mediocre
The fact is deepndown even HRs know how shitty their company is, the bar of entry is very low and the folks applying are either desperate or low on skills, so they will put up with their bullying.
On the other hand FAANG companies know that their work is really skill demanding and any prospective candidate can fit their bill and talented folks are hard to come by, that is why they tread carefully.
Mediocrity knows nothing higher than itself, but talent instantly recognizes genius. - Arthur Conan Doyle, Valley of Fear
Reminds me of one experience !
So after an interview for internship (stipend :15K) for a finance position. She casually asked me if I have any questions.
I asked how many days a week normally you work ? (Is it 5 or 6 ?) and In general what’ll be the shift timings ?!?
She replied (yes in Hindi) “ are hum to yaha 24*7 kam karte hain. You’ll get exposed to culture once settled in”
Later that day, I sent them email that I don’t want internship & I started looking somewhere else. :)
I have a similar experience at a medium sized company. I heard that they have 6 days working. I asked HR "Are Saturdays mandatory?" She replied, in a serious tone, "Saturdays are mandatory, Sundays are optional"
Once I declined an offer from a company stating that I will be going ahead with another company because they have a full wfh option. The HR was like "Why do you want to stay at home? Are you a kid who doesn't want to leave his parents?" 💀
human
Stealth
a year ago
Another perspective is about control. HRs from Small/Mid sized companies don't have that much control over their work or decisions, they're at most a gloried assistant to the CEO or upper management.
Their bosses ask them about those stupid questions and shit trickles down. When nobody cares about your approach to candidates, it gets de-prioritised.
At the end, you still can't tit for tat because they're the gatekeepers.
One such mediocre HR had the audacity to mention about performance being average on my experience letter just because he had to provide me severance which was against the ongoing trend of putting people on PIP and firing them. These kind (only) strictly need a reality check and have to realize that when they are in a similar situation, the company will and should treat them the same way.
That's because mediocrity breeds mediocrity. Organisational leaders who invest (in quality of learning, culture and people) less in their HR function tend to breed mediocre HRs. Lack of thought process, thought leadership within the organisation and focus leads to failed HR departments. After a certain amount of time, the culture trickles down and becomes incurable (unless someone really strong steps in and take bold decisions). HRs forget that they need to treat everyone as adults.
People who have seen, breathed and lived mediocrity can produce only the same. Good organisations and leaders devise culture and empathy in a totally different manner and hence their organisations have better HR professionals.
BTW, HR here, though without any moral highground :-)
hephaestus
Stealth
a year ago
HRs think they are the ones giving jobs to people. Big tech / startup hrs know that engineers are the ones who have an equal hand and hence don't fancy being smartass
Gr8rGud
Stealth
a year ago
HR is abbreviated form for Human Resource, but I have seen their "H" part truly missing from all HRs I have come across, or even what my friends and colleagues have come across.
There is only the "R" part that prevails. Resource, that's what we all are, in the eyes of HR.
Discover More
Curated from across
