Comments for Improve Your HR

Comment on An employee clocks in and then runs back to her car to fix her makeup by Work Notebook (Insacheck)

Work Notebook (Insacheck) — Fri, 30 Oct 2026 05:46:31 +0000

The clock-in-and-return-to-the-car example raises a useful distinction: recording arrival is not the same as establishing what happened after arrival. Before changing a time entry, I would want the employee's explanation and a clearly communicated rule about being ready to start work. Disclosure: I help publish information for Insacheck. This is a review of its public documentation, not a customer testimonial. Its attendance documentation describes location checks at the moment of a recording request, rather than background tracking, and retaining original records alongside correction history. Those are useful limits to understand: an accepted clock-in does not establish continuous presence or work readiness. The relevant evaluation question is whether managers can keep an accurate record while documenting the explanation separately, rather than treating a location check as proof of misconduct. Software cannot replace that conversation.

Comment on Recruiters Don’t Know What Hiring Managers Want. The Real Failure Starts Before the Job Is Posted by Craig Curtis

Craig Curtis — Tue, 27 Oct 2026 16:21:33 +0000

I can understand the sentiments this candidate shared. Back in February I was informed my hours were being cut in half (which took away my health insurance, PTO, and a chunk of my self esteem). I began looking for a full- or part-time job to try and make up for my losses. I knew it would be uphill simply because it wouldn’t take a mind reader to figure I had stumbled into the realm of my 60s. I was sent on to an interview through an employment agency. It was at the biggest car dealership in town. The address was for the huge lot, which has multiple buildings with offices. I happened to enter the correct building and checked in with the receptionist who said she would let my contact know I was there. This building sits on an elevated hill to give the staff an eagle-eye view of the entire lot. After 15 minutes of waiting a young woman entered from outside the building, introduced herself as the contact’s assistant. She said the manager wasn’t on the premises at the moment and they would reschedule my interview. Which they never did. I don’t think was a stretch to believe the manager had seen me coming for the interview from his lofty perch and decided he wasn’t hiring an old man. Which is fine, they have a horrible reputation at that dealership and I would rather walk away with my honor.

Comment on Recruiters Don’t Know What Hiring Managers Want. The Real Failure Starts Before the Job Is Posted by Goober

Goober — Mon, 26 Oct 2026 15:56:56 +0000

Not really relevant to your point, but the only reason to test an applicant on how they react when you treat them poorly is because you know they’ll be treated poorly once they’re hired.

There are few red flags redder than telling an applicant up front they’ll be treated poorly.

Comment on Workday and LinkedIn Finally Fixed 2 Problems That Have Frustrated Job Seekers and Employers for Years by Hendrik from Phishnoo

Hendrik from Phishnoo — Wed, 21 Oct 2026 21:49:43 +0000

A single profile is also a small security win. When job seekers have dozens of Workday accounts, a fake “finish your application” or “verify your candidate account” email looks completely normal, and scammers use that. Whatever the platform, one habit protects candidates: don’t sign in through a link in an email. Go to the company’s careers page yourself, or to the platform directly, and check the application status there. And employers can help by telling candidates up front which domains their recruiters and systems will email from.

Hendrik from Phishnoo

Comment on I Solved a Murder With 50 HR Professionals. Here’s What It Taught Me About Team Building by John Elijah

John Elijah — Wed, 21 Oct 2026 02:32:52 +0000

The shared goal in the mystery seems more useful than asking colleagues to disclose personal stories. I would be curious about a small follow-through: after the event, have the team choose one coordination habit that helped solve the case, try it in a real project, and revisit whether it helped. That would separate an enjoyable hour from a lasting change in how the team works, while preserving the value of enjoyment itself. The question of how small improvements survive everyday pressures is part of my essay The Durable Organization, if readers want to explore it: https://johnelijah1.substack.com/p/the-durable-organization

Comment on The Customer Isn’t Always Right. Sometimes Great Managers Tell Them to Leave by Goober

Goober — Wed, 14 Oct 2026 12:50:34 +0000

In reply to Allizza benitez. "People don't leave bad jobs, they leave bad managers."

Comment on The Customer Isn’t Always Right. Sometimes Great Managers Tell Them to Leave by Allizza benitez

Allizza benitez — Tue, 13 Oct 2026 10:01:48 +0000

What got me about the Coldstuff post is that he said it out loud, on Facebook, where his own teenage crew could read it. Most managers handle it the quiet way instead, pulling a shift lead aside to smooth things over, then acting surprised when half the summer staff is gone by August. What usually drives frontline turnover keeps circling back to the manager rather than the pay rate.

Comment on A Hiring Manager Called a Candidate ‘Too Stupid to Work Here.’ The Real Failure Wasn’t the Candidate by econobiker

econobiker — Mon, 12 Oct 2026 15:49:30 +0000

In reply to econobiker. (These were for phone interviews not in person interviews. )

Comment on A Hiring Manager Called a Candidate ‘Too Stupid to Work Here.’ The Real Failure Wasn’t the Candidate by econobiker

econobiker — Mon, 12 Oct 2026 15:47:09 +0000

Or the company, that I was outside recruited to interview with, which could never get their people aligned to actually interview me. After 2 missed connections on their part, during times which i had to specifically set aside, I told the outside recruiter to remove me from consideration. Decidedly, I wasn’t going to work in/ for an organization operating like that.

The recruiter was equally as frustrated because he obviously had done much legwork for no potential reward.

Comment on The Customer Isn’t Always Right. Sometimes Great Managers Tell Them to Leave by Goober

Goober — Thu, 08 Oct 2026 14:03:51 +0000

I recall seeing an interview (a long time ago) with a guy who had just sold his company for billions, and given out half of that – his personal money – as bonuses to employees. The average bonus was a year’s pay. He was asked a question based on the premise that the customer was his #1 concern, and his answer was “Customers are, at most, my #3 concern. My #1 concern is my employees, and my #2 concern is my vendors. If I take care of my employees and my vendors, my customers are already taken care of.”

As the old adage goes, “80% of your problems are caused by 20% of your customers. Get rid of that 20%, and you’ll double your profits.”