Issued June 2025 / Updated November 2025
This section presents opinions and experiences in human resources, based on common questions received from individuals supported in the workforce.
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Some companies are governed by state or contractor requirements regarding the types of employees they can hire, which often include specific educational qualifications. As a result, a company may be unable to hire a candidate who exceeds the experience requirements but does not meet the education criteria. However, it is generally a good idea for applicants to apply for positions where they nearly meet the qualifications.
For example, if a job requires a bachelor’s degree and an applicant will be graduating with that degree in a few months, it may still be appropriate to apply for the position. However, it is not advisable to apply for a role that requires at least a master’s degree when the applicant only holds a high school diploma.
In some cases, a company may be able to make a contingent offer or hire an under-qualified candidate
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Social media has become a powerful tool that can significantly impact your job security. When employees' online posts do not align with a company's values, it can lead to serious consequences. Many organizations actively review social media profiles during hiring and recruitment, understanding the influence these platforms have in shaping their reputation and business outcomes. A positive online presence can boost an organization, while negative content can harm its success. Therefore, it is essential for employees to be mindful of their social media activity, both personally and professionally.
Many businesses have policies in place recognizing that what individuals post outside of work can affect their employment status. In some cases, inappropriate social media conduct can lead to corrective actions, suspensions, or even termination.
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Considering returning to an ex-employer can be a tempting prospect, especially if you’re familiar with the programming environment and have established rapport with current employees. It’s natural to feel comforted by knowing the team and the workflows, particularly if you find yourself facing similar challenges in your new role that made you leave before. However, it’s important to assess whether the issues that prompted your departure have truly been addressed. If the company has implemented meaningful changes; such as improved leadership or a more positive work culture, then rejoining could be a beneficial move. On the other hand, if the root causes of your previous dissatisfaction, like leadership problems, remain unchanged, returning might only lead to encountering the same frustrations. Ultimately, carefully consider whether returning aligns with your goals and whether the environment has genuinely improved for your long-term success.
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If you have gained new training, skills, or additions to your resume, then reapply!
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Here are some observations on factors that can disqualify a candidate:
1. Incomplete Application: Not completing the job application correctly can lead to automatic disqualification. For example, if the application asks if the applicant understands the role and can fulfill all job duties, answering "No" instead of "Yes" may result in disqualification.
2. Salary Expectations: If the job posting specifies a salary range and the applicant's expected salary exceeds that range, they may be disqualified, especially if there are other qualified candidates who fall within the specified range.
3. Not Meeting Requirements: During resume screening, if an applicant does not meet the specific criteria outlined in the job posting, they can be disqualified. For instance, if a company requires a candidate to have three years of experience and at least 60 college credits, an applicant with no experience and only a high school diploma would not meet the minimum requirements and could be disqualified.
4. Dishonesty on Application: Being dishonest on the application can undermine an applicant's chances. It's better to be truthful than to risk surprise findings during the interview or background check that should have been disclosed upfront.
5. Availability for Scheduled Hours: If the job specifies certain working hours, such as 11 a.m. to 8 p.m., and the applicant cannot work those hours but claims they can to secure an interview, this may lead to disqualification. In some positions, there may be little to no flexibility in work hours.
Being mindful of these factors can help candidates improve their chances during the application process.
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Sometimes, a phone interview serves as an initial screening to gather more information about a candidate's skill set, qualifications, and interest in the position. If the job is primarily based at a specific facility or location, a Zoom interview may be conducted to accommodate candidates who can't interview on-site. However, these interviews are often not complete because the hiring managers haven’t met the candidates in person and can't assess how they interact with others they would closely collaborate with.
Occasionally, a candidate might not perform well in a Zoom or phone interview, prompting the hiring manager to arrange an additional in-person interview. This provides the candidate a second chance to demonstrate that they would be a good fit for the role. It is always recommended to conduct an on-site or in-person interview to minimize the need for multiple interviews later on.
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Offer letters are extended based on a comprehensive set of criteria that ensure a mutual fit between the candidate and the organization. These criteria include positive background checks, honesty regarding experience and education, and alignment with the role's requirements. When an offer is rescinded, it often indicates that circumstances have changed—perhaps due to updated organizational needs, budget adjustments, or reevaluation of a candidate's suitability. Sometimes, unforeseen factors such as attendance issues, unprofessional behavior, or communication concerns surface after the offer has been made, prompting the organization to reconsider its decision.
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Having friends in the workplace can make your job feel less frustrating, lengthy, and monotonous. However, it's important to be cautious about who you choose to befriend in a professional setting. Some individuals may be self-serving and could jeopardize your opportunities if you connect with someone who doesn't have your best interests at heart.
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It is recommended to vent outside of work to prevent your words from being misunderstood or spreading to colleagues in the workplace.
Venting differs from discussing issues with your immediate supervisor to resolve problems. Venting is an emotional release where you openly express negative feelings like anger or frustration. In contrast, addressing concerns involves problem-solving, discussion, or taking action on issues. While you may build friendships at work, it's important to consider when, where, and to whom you vent.
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Navigating daily work can be challenging, especially when interactions with your boss are stressful. Recognizing the specific issues—whether it's their communication style or something else—is the first step. Then, assess whether these issues are significant enough to discuss with your supervisor or human resources. If these problems are toxic and negatively affecting your mental health, it's even more crucial to address them and or decide to transition out of that environment into a healthier workspace.
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When employees set rigid boundaries, it can sometimes hinder their growth within a company. Employers often look for signs of dedication to their mission, commitment to the company’s growth, and a willingness to improve work processes. Some companies might monitor or record employee engagement to evaluate candidates for promotion.
Some organizations may reject candidates for promotions because they were unavailable to answer emails and calls on their days off, didn’t pick up extra shifts, didn’t stay late to finish work tasks, didn’t share anything about their personal lives, avoided eating in the lunchroom with colleagues, skipped work events outside of scheduled hours, or didn’t socialize with coworkers.
Maintaining boundaries is essential for an employee’s self-care and mental health. In some cases, these boundaries can hinder an employee’s growth, as companies increasingly expect more from their teams.
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Navigating work-life balance can be tricky because sometimes a job is simply that—a job. It’s something we do to pay the bills, afford a certain lifestyle, travel, or engage in enjoyable activities. It can be challenging to find time for a personal life, especially when we're always on call for our jobs, particularly if we aim to advance in a company or secure a promotion with higher pay.
Having firm boundaries is important, but sometimes, in critical situations, it's beneficial to be flexible. If your company is facing a challenging period and needs extra help, such as staying late, and you're able to do so, it can significantly impact their reliance on you. Remember, when they reach out, it means they've already exhausted other options—so being willing to step in when needed doesn't mean you’re breaking rules, but rather showing your commitment and support. This understanding can make it easier to temporarily adapt your boundaries for the greater good, ultimately reinforcing your value and strengthening your work relationships.
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Networking plays a crucial role in your career success. Building genuine connections can be the key difference between landing a job and being overlooked, even when candidates have similar qualifications. A strong network can lead to valuable referrals, open doors to new opportunities, partnerships, and mentorships, and provide exclusive industry insights and resources. Moreover, being connected increases your visibility and credibility, helping you stay informed about the latest industry trends. Investing in your network is investing in your future—it's an essential step toward achieving your professional goals.
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Being passed up for a promotion, despite meeting all the criteria, can be incredibly discouraging. Seeing someone else promoted instead might add to the frustration. However, this situation can be looked at an opportunity for growth or to explore other options. It could be helpful to seek feedback from your supervisor or the hiring manager to understand how you can align your efforts with the company's expectations and position yourself for future opportunities. Many organizations offer leadership training programs, courses, or additional responsibilities that can make you a more competitive candidate when a promotion becomes available.
Remember, if you have proactively taken courses, participated in training, and demonstrated your capabilities, but still aren’t being considered, there might be other factors at play—such as your communication style or the impression you've left. Sometimes, these perceptions are beyond your control. In such cases, exploring new opportunities with a different company could be a strategic move. A fresh environment might offer the positive relationships and recognition necessary to advance your career and receive the opportunities you deserve.
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Consider the following signs that may indicate it's the right move for you:
- Your efforts are going unrecognized, leaving you feeling undervalued.
- Your job is negatively affecting your personal life, and boundaries are lacking.
- You often feel anxious, stressed, or unmotivated to go to work.
- You are under-compensated for your role and responsibilities
- You're not gaining new skills, taking on new responsibilities, or advancing in your career.
- You're dealing with a hostile manager, toxic colleagues, or a dysfunctional team.
If any of these resonate with you, it might be time to consider a change for your well-being and professional growth.
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In today’s economy, discussing job security can be challenging due to the variety of tools, resources, and workplace environments. However, maintaining your value to your organization is crucial. The key is to continuously learn and seize opportunities that enhance your skills and contribute to your growth within the company. By becoming so indispensable that your employer finds it difficult to justify reducing your role; given the extensive knowledge and expertise you bring, you significantly improve your job security. Your familiarity with the company's functions, policies, and procedures makes you a vital asset, one that would be costly and inefficient to replace. Companies naturally aim to manage costs and boost value, so positioning yourself as an irreplaceable member of the team ensures you are seen as a wise investment. While adopting these strategies does not promise immunity from termination, it certainly strengthens your position and can provide peace of mind in today’s competitive job market.
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Feeling overwhelmed by the limited time to accomplish your tasks? You're not alone, but there are practical strategies that can help you regain control and boost your productivity.
First, eliminate distractions—silence your phone, close unnecessary tabs, and let your colleagues know when you need focused time. Remember, quick interruptions can significantly derail your progress.
Next, organize your day with a simple to-do list that prioritizes the most important outcomes. Starting with easier tasks, like replying to emails, can help you build momentum before tackling more complex projects.
Don't forget to take scheduled breaks—step away from your desk every hour for a quick walk to refresh your mind. Small pauses like these enhance your overall efficiency.
Refine your routine by incorporating small daily habits—maybe waking up a bit earlier or having a healthy breakfast—to elevate your energy and focus levels.
Keep your motivation high by reminding yourself of your bigger goals. Understanding the "why" behind your work fuels your determination.
Lastly, practice single-tasking. Focusing on one task at a time makes you more present and effective, rather than splitting your attention across multiple chores.
Implementing these strategies can transform your busy day into a productive and fulfilling one.
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Yes! Keep up the mystery! Not everyone at work needs to know who you are dating, every detail about your kids, or what you did on your day off. You can still build connections at work without sharing every little detail. It’s important to remain professional because, at the end of the day, you are there to fulfill the duties outlined in your role. Choose the details from your personal life that you share carefully, doing so in a way that allows you to engage with others while still maintaining professionalism.
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Follow the 5 T’s to improve your well-being:
1. Take regular breaks throughout the day to recharge.
2. Take your vacation time to relax and rejuvenate.
3. Take your hobbies seriously — they are vital for your mental health.
4. Talk openly with your supervisor about your workload and any concerns.
5. Talk with a professional if you're struggling more than usual — seeking help is a sign of strength.
Prioritizing these steps can lead to a healthier, happier, and more productive life.
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It's always best practice to provide notice when leaving a job, and the notice period should align with your company's policies. Some companies require two weeks' notice, while others prefer a month. A good guideline is to consider how long it took you to train in your role. If your training lasted two weeks, then two weeks' notice is appropriate. However, if you are in a leadership position and it took you 3-5 weeks to train, it may be beneficial to provide a longer notice period to your company.
If you feel that you cannot provide, for example, a one-month notice while maintaining the same level of diligence you've shown thus far, it is advisable not to extend your notice. A lengthy notice period can backfire if you start to disengage or experience burnout, leading to a decline in the quality of your work. Only commit to a notice period that you feel comfortable managing.
In some cases, you may feel that no notice is required due to your mental health. Be aware, though, that this decision can carry consequences, such as difficulty in working at the same company or similar companies in the future, especially if you are in a small area. Additionally, you may lose the opportunity to leverage connections you made for future job prospects. Always prioritize your mental health and choose what is right for you.
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The primary goal of a writeup or any disciplinary action isn't to punish employees but to serve as a constructive and formal opportunity to address concerns.
It allows management to clearly communicate work expectations, provide necessary resources, and ensure the employee understands what needs to be improved. Proper documentation of these discussions helps confirm that everyone is aligned on the necessary steps moving forward. This process promotes fairness, accountability, and growth for both employees and the organization.
Importantly, when an employee continues to repeat the same issues despite being offered resources to improve, this can understandably lead to more serious actions, including termination.
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A demotion is often misunderstood as purely negative, but it can actually serve as a strategic tool for both the employee and the company. While it involves reducing job responsibilities, a demotion can be a pathway to a more balanced work-life, offering employees a less stressful role that aligns better with their current needs. It also provides an opportunity to reassess and develop skills, demonstrating the company's ongoing investment in the employee's growth.
Furthermore, when used thoughtfully, a demotion can be a temporary measure that helps an employee regain their footing and future potential.
Conversely, in situations such as poor performance, misconduct, or company restructuring, a demotion may be necessary to realign roles with capabilities or organizational goals.
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This is a real issue that can arise for various reasons. An employee may be blackballed from applying to a company due to pushing back against trends and workplace culture, or not complying with their manager's directives, even if those directives are concerning. Additionally, some staff members have been blackballed for how they exited a company or for poor performance.
Sometimes, despite doing everything right—such as providing adequate notice, training their replacement, and ensuring that their work is up to date—an employee may still end up blacklisted based on the opinions of those in charge or remaining at the company. This often happens because it can be easier for a company to attribute a negative work situation or a failed process to a departing employee rather than taking ownership of the error themselves.
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It is vital to reflect honestly on your actions—perhaps not following directions, making errors, missing deadlines, or concerns raised about your work quality, could have contributed to your manager's behavior. Additionally, trust plays a crucial role; when it’s broken, a supervisor might feel the need to oversee tasks closely.
To foster a better working relationship, consider having an open, respectful conversation with your supervisor. Express your feelings with specific examples, and seek clarity on expectations and policies. Remember, some perceived micromanagement might stem from misunderstandings/miscommunication or procedural requirements that are necessary for compliance. Addressing this proactively can lead to greater independence and a more empowering work environment.
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One of the core roles of human resources is to foster a productive and positive work environment, supporting your professional growth while ensuring the company's workforce aligns with its overall business goals. It's important to recognize that when an employee violates policies, contributes to a negative workplace, or struggles to meet productivity standards, it might seem like HR is not on your side.
However, HR's primary responsibility is to protect the company and maintain a safe, efficient workplace for everyone. Corrective actions, though they may feel strict, are necessary steps to address issues and prevent them from recurring. These actions are documented to ensure transparency and fairness. As an employee, understanding the company's policies and your employment contract helps you see these procedures as part of a fair system designed to support your success. Cooperation and clarity can turn these situations into opportunities for growth and improvement.
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When an employee is facing challenges at work, the goal should never be immediate termination. Instead, the presence of a lead staff, supervisor, manager, or trainer at the work location is there to support the employee by providing relevant training, opportunities to learn new skills, and access to resources. These measures are essential to help the employee succeed in their current role or to identify transferable skills for other positions within the company.
It’s crucial for the company to demonstrate that all possible options and resources have been thoroughly explored and utilized to support the employee before considering termination. Termination should always be a last resort, reserved for cases where, despite multiple opportunities and support, the employee’s performance does not improve.
From an outsider’s perspective, it might sometimes seem that struggling employees are not facing consequences and are getting a pass. However, human resources plays a vital role in ensuring that all efforts are documented properly, with clear reasoning and justification, before any decision is made to part ways with an employee. This approach not only aligns with fairness and proper management practices but also helps create a supportive environment where employees are given genuine opportunities to succeed.
