I think a lot of companies are putting out job openings to keep employees "in the pipelines" but these are not true openings. It is frustrating because people spend time and effort to apply only to never hear anything at all. HR is highly competitive with hundreds and sometimes thousands of people applying for the same openings. To improve the chances of being selected for an interview focus on in person positions if this is possible. Hybrid and remote are highly competitive and you are less likely to hear back from a potential employer because they are overwhelmed with applicants. Unfortunately the current culture is not highly communicative or responsive to applicants. I know people who have finally gotten the shot to interview and have stuck with the process through 7 or 8 levels of interviews then either didn't get the position or worse, never heard back at all. The current job market is not for the faint of heart. I think you have to cast a wide net and expect a response rate of 5% or less. Persistent applications are key and write a great cover letter that really outlines your skills, your working culture (that shows how you bring values, ethics and positivity to the workplace) and your super powers/strengths.

As far as finding openings, I sign up for the saved searches that most job boards offer and I receive new HR position openings almost daily.

@Tia Rose thank you. That makes complete sense. Having that support is essential!

@Leon Orasin yikes. That sounds like a confusing nightmare. 😕 This startup seems more established in mission ans purpose but I can see where any startup environment could be prone to confusing and a state of constant change.

I am not currently working but I have never worked for a company who gave July 5th off.

@Tia Rose thank you! I used a MS Form and sent out surveys with 10 to 15 questions that asked various favorites or their "secret hidden superpower", interests, talents, work history - some silly questions and some more serious. Then I rotated people in trying to spread out across locations and departments. It was a big hit. Some people resisted at first not wanting to be in the "spotlight" but as it caught on people asked to join in. I called it the "Employee Spotlight" section of our internal newsletter. We also made sure to announce all birthdays, work-iversary dates, promotions, certifications earned etc... in the newsletter to promote a positive culture and forward growth.

@Tia Rose love it!

Hi everyone! 👋 1. Karen Smale 2. I just moved from the east coast to Idaho so I am currently looking for a great role with an awesome company! I am spending my time (when I am not researching and applying) finishing certifications and making sure I am current and up to date on all things HR. I recently completed my DEI, Change Management and People Analytics Certifications and I am working on a few others. 3. I truly love all things HR. It is an area of passion for me and I love to create meaningful relationships with work that has a deep impact. If I had to pick, I would settle on Employee Relations, Change Management, and Recruiting. Helping people find and keep successful employment is a way of changing lives for the better.