Secrets about HR you didn't know; hard to imagine!

1. They have a 90-day new hire rule.

"Whatever behavior you see in someone's first 90 days on the job, multiply it by 10 and that's what the employee will be like in a year." New employees try to stay on their best behavior, but it wears off over time. That's why so many companies now have a "90-day clause" in the hiring contract, enabling them to fire you without explanation. It's so they can let you go if they see any behavior they don't like. Employers estimate losing millions of dollars annually on bad hires. The clause lets them cut losses faster. In addition, most HR will seek Staffing and Employment agencies just to avoid paying a lot of money out of the company's pocket. Why hire and invest a full-time employee instead of basically, "renting" an employee from the agency. HR or managers will provide very little to no sound reason as to why they are letting go him or her. Employers will use this time to scrutinize and evaluate the crap out of the employee to see if he or she will make it. They will purposely put a great deal of stress, overload work, and little to no training on the new employee. During the first 90 days of the new-hire, the employer will start taking advantages. One of those advantages will make the new-hire to do things that he or she may not know that they are breaking or violating. If the employer feels that they made a mistake by hiring a new employee they will quickly start to look for a replacement before the new employee's 90 days has reached.

2. Hiding evidence from the employee's file

HR and management will often collaborate with each other to decide the best course of action to take when discipline or terminating an employee. Did you know that 44% of employers hid important documents from their employees Disciplinary actions and other related items are never formally documented and filed in the employee's files. HR and management will often make false statements and documents so they can put those documents in the employee's file. Half the time those documents are never shown or addressed to the employee. When an employee is about to be fired a considerable amount of evidence often lacks. HR and management will often get defensive when an employee comforts them as to the reason why he or she is being written up or terminated.

3. They do "backdoor" reference checks.

Before hiring you, HR will check references. You may think you can control the process by giving names of only people who will provide glowing recommendations, but some HR folks also do "backdoor" reference checks. They tap into their own network of contacts and find someone who worked with you to get an unbiased viewpoint. In particular, this technique is used if it seems like you left your last employer under suspicious circumstances, e.g., you say you were laid off, but it sounds like you got fired. Regardless what the law says about what companies can reveal to another company, there are always ways to get around those laws. A common tactic that HR or hiring managers will us and say are the following: Could you tell me if he is or not (When a company says, "no comment" that is clear say that the employee is A lot of employers would say, "off the record" would you hire him or her again? Another example that an employer would ask, "What was nature or reason he or she was fired or let go? (Recruiters, HR, Hiring Managers, Decision-Makers) will often ask the candidate at-will what was the reason for his or her departure from the company or how come you only worked for a short time. A lot of candidates do not know their rights and they often reveal more information than they need to.

4. They aren't afraid to go candidate phishing.

Ever had a recruiter contact you about a job and ask you a bunch of questions about you worked with at a particular employer? You think the interview went great, but you never hear from the recruiter again. What happened? He or she was candidate phishing--aka getting names of people currently working at the company so they can recruit them out. Sadly, this happens more frequently to the unemployed. Why? Studies show employers prefer to hire people who are currently working.

5. You get labeled "high-maintenance" for being a policy enforcer.

Yes, the HR handbook was designed so you could reference it and stay in compliance, but it doesn't mean you should run to HR every time a co-worker isn't playing by the rules. Pick your battles. If an employee is doing something that could hurt the company badly, you should say something. But too many visits to HR about your peers and suddenly you'll be labeled as a snitch or toxic to the organization.

6. They do whatever it takes to get you off worker's compensation.

Studies show the longer someone is out on worker's compensation, the less likely he or she is to return to work. People get disengaged and depressed when out on extended sick leave. They adapt to the lower disability pay rate and often never return to work. To keep this from happening, HR works with the employee's doctor and pushes to get the person released to do some kind of work--any kind of work, to make them come back to the office. Usually, they're given mind-numbing, boring jobs as a way to make them want to get better faster. They don't want you home on the couch feeling sorry for yourself. They want you at your desk.

7. They don't give references to avoid slander lawsuits.

The reason many companies have a policy against giving references is to avoid any slander lawsuits--especially in situations where the employee didn't leave on good terms. These days, companies are required only to provide dates of employment and pay rate. They can refuse to comment on an employee's performance. However, if asked if the employee is eligible for rehire, they can legally say "yes" or "no" and not be at risk of being sued. This is important, because if they say "no," then it tells the potential employer something went wrong. Thus, if you haven't explained honestly why you left your last job, it could be seen as suspect and you may not get a job offer. (HR, Recruiters, Decision-Makers, and Hiring Managers) will often go around to find more information as to why the candidate left the company or the nature of their departure. There are so many tactics and loopholes that employers can get around without technically violating any laws.

8. Performance plans are HR's way of saying, "Get lost."

When HR puts you on a formal performance plan, don't expect to turn things around and become a star employee. What they're really saying is, "Get your resume out there and start looking ASAP." If you find a job sooner, they won't have to fire you and you won't go on unemployment. It's better for both sides because being unemployed makes it harder to get a job, which means you'll be on unemployment longer. HR and managers will find every way possible to get the employee to resign on their own. Employers will purposely change employee's schedule and their days off so they can get the employee fired for job abandonment and or other related reasons. Ideal employers including HR will stop at nothing to make the employee's job miserable and uneventful so he or she can resign. These tactics are very common in today's workforce.

9. When it comes to layoffs, personality matters to HR.

When HR is told to complete a restructuring and cut a percentage of the work-force, they consult with managers to choose who stays. While skills and productivity matter, personality is at the top of the list. Why? Layoffs create a stressful work environment. HR looks for employees they feel will rally and do their best to stay positive. Those who have a history of being critical of the company and vocal about their frustrations to management often let them go. In addition, favoritism plays a huge role in deciding who will go and who will stay. Studies found that HR or management will keep the ones who are subpar than the ones that excel and outperformed. Most of the time employers will keep employees that they were either referred or knew to get them get into the company.

10. A good performance track record won't save you from getting fired or laid off.

Don't assume that great annual reviews year after year equals job security. Those are just recognition for what you've been paid to do. On any given day, the rules can change and the company can decide they don't want to keep you. Past performance is not an insurance policy. HR is always thinking, "What are you doing for us now that saves or makes us enough money to justify the cost of keeping you?" In addition, HR will often jump to conclusions and replace the employee just so they do not have to deal with this matter or to do their due diligence. Studies from Harvard Review has IBM found that 72% of companies fire, replace, or demoted their employees for the wrong reason, lack of training and support, and not providing adequate time and resources to allow employees to turn around their performance. 48% of employers are biased and will let go of their employees just to get rid of the problem when in fact the problem did not lie or originate with the employee. Often times the issue still occurs even after that employee(s) has been fired from the company for the wrong reason or insufficient amount of evidence to support their claims. Employers will purposely find ways to get rid of employee(s) by setting up impossible expectations. Employers will also mislead HR into thinking that they did everything with that employee when in reality they did not. Employers will also provide misleading information to their employees just to make management look good.

11. Online background checks are standard practice.

While some companies pay for formal background checks and are required to ask for your permission, the rest are (without telling you) doing free internet searches instead. If you have anything in your past that can make you a risky hire, HR will find it online.

Understanding the above can help you think through your own actions when working with HR and recruiting. Being prepared is the key. Knowing HR's agenda can help you navigate your interactions with them more effectively. HR and Recruiters will openly ask their candidate if they have been arrested what were those crimes or arrest for. A lot of the times the interviewer does not ask the right questions or in the proper way.

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