Hi Rana,

Thanks for asking such an innocent but thought provoking question. I feel this is something which most of us miss in our day to day lives, though we live it each minute of our professional lives.

According to me a true HR professional (I do not somehow subscribe to the use of the word 'hardcore', no pun intended) is somebody who has a huge affinity for people, one who has the burning desire to study people and acknowledge differences not just in the mindset, but also from a behavioral point of view. To be a successful HR professional, it is important to have an imbibed humaneness, ingenuity and the ability to handle multiple perspectives, all the time not losing sight of the short term & long term goals. Often, we find ourselves in conflicting situations where multiple perspectives offer a ripe ground for taking unpopular decisions. But the ability to take such decisions with conviction and stand by our own & the organization's principles and ethics, takes a special character, which is imperative in somebody who wants to make it big in HR.

Well, I guess, I can go on and on. But I would rather let other members contribute their views as well.

Cheers !!!

Hi Vikram,
I fully conquer wih your views. the question what does hardcore means. It means 1. He or she are stubbornly resistant to change or improvement 2.intensely Loyalist 3. extremely explicit.

A Hardcore HR can fit into Slot 1 & 2 but i have my doubts that he will fit the third slot :)- well quite possible.

English words can mean a lot to different people & in different situation.

My defination of hardcore HR is one who is people centric & believes in retaining them rather getting them ousted. Unfortunately some o the people from HR fratenity is misusing there powers & living in false illusion that they god almighty. It is a pity. HR is there to keep the people bounded by instilling the feeling of oness & belonging towards the organization but rather he creates an image of himself as an oppressor. Yes i agree that some time an HR should take the stern decision against an employee if he or she commits a felony or breach of trust in the organization.

Today it is all about people managmenent. If the employees in a company are provided with good work culture, I guess iteration would be less. This is what a hardcore HR would should do & mean.

Hi Kumud!

Thanks for your views.

Taking action against the employee for the misdeed is one thing and creating an impression on the outsider is another.

I am talking about the image of the person, or company or the organisation or the fraternity as whole. You may agree or not but "People watch you!" And you may not be aware they get positive picture or a negative one from the way one is carry him/herself!

Let’s take an example. I am as a fresher/professional, interested to join some xyz organisation, because I feel for it, I have high regards for that organisation or may be because it is my dream company. Now the first step is to contact HR person to convey my intention. Unfortunately I was not able to get an appointment, so thought to visit HR peopel personally. Now can you imagine what could have been the scenario (generally)?

First, the security person or the receptionist will not take pain to inquire or guide me towards the proper department or they simply say, there is no requirement or ask if I have an appointment.

Second, if they took mercy on me and allowed me to enter office premises and let me sit at reception, no one (from top to bottom in HR) is free to see me as they are busy in Meetings(?!), Report Making, etc.

Third, the right person or the decision maker is in the field, out of station, or cannot be contacted (coz s/he is a very senior) as I am a 'No One' for them.

Fourth, they simply tell that they are not interested or do not have any opening without listening to me.

All the human-ness in HR is laying is some forgotten corner.

No one....no one have the guts/courtesy to speak in the language which a simple human being can understand.

What kind of representatives are they? What impression they are leaving on the psyche of the person approached them? What is the first and the foremost duty/action was required to make me feel good about the organisation? What was done about the impression one carries in their mind about a certain company? Was it ignored or enhanced?

I understand people will talk about procedures, policies, approvals, time constraints, authority etc. etc but my humble question is.....

How do you recieve a guest in you house? (Period.)

I Hope to recieve an answer.

With Thanks and Regards

Rana Vikram Singh

Dear Rana,

Nowadays, as part of providing an ideal recruiting experience to candidates who aspire to apply to an X company, quite a lot of companies are evolving new strategies. I have been part of an organization which had a Recruitment Help Desk. When a candidate walks in without a prior appointment, he/she is directed by the security to drop his resume in a Box which is provided there for this specific task. I know it would seem a little in-human when as a candidate I insist that I want to meet a HR person. It is impossible for a recruitment professional to meet each and every single walk-in. I am saying this with due respect to the emotional side of the question, at the same time also respecting the ground reality that exists in majority of the companies. ALMOST always, recruitment teams are under-staffed. In case of a scheduled interview, the Help Desk would come into play where the candidate is made to wait, as the recruiter is being informed. During this period, the candidate can actually relax, read newspapers/magazines, use the washroom or simply grab a coffee. This facility doubles up as a resting place for a candidate if there are multiple interviews on a single day. The people who man the helpdesk are provided with food coupons which are supposed to give to the candidates to use in the cafeteria, in case its lunch/dinner time and the candidate is in between interviews and has adequate time. This saves the candidate the trouble of stepping out for a meal and at the same time ensures that it conveys a positive image of the organization.

After all this, before the candidate leaves after his interviews are over, he is requested to go back to the helpdesk, where he is given a feedback sheet on his recruiting experience. Trust me, there are companies who go to such limits to ensure they are giving a positive and excellent recruitment experience to its candidates.

I do agree with you when you say there are rude people out there to malign the image of their organizations and also HR as a fraternity, but at that same time there are people and organizations like the one I mentioned, which go that extra mile, not just a mile, but miles, to ensure that the candidate takes back a very good image of the organization irrespective of the outcome of his candidature.

The organization I am talking about, belongs to ITES industry and known for its best practices. I agree and understand that organizations across industries have varying processes and hence the disparity. But dont you think thats the reason why somebody would love to join THIS organization rather than THAT organization ?

Hi Inderpal,

Thanks for your views!

Regards

Rana Vikram Singh