Recently we were pleased to meet with Paul Knoch, an HR administrator with 17 years of experience in the industry.  Paul told us about the challenges and fun parts of his job, as well as how the economy is affecting current employees and applicants.

HDJ- What draws you to a candidate in an interview?

Paul- First impressions do count. I look for a confident demeanor as well as the usual first impression things like how they are dressed, if they are on time, etc.

HDJ- What makes the caution flag fly for you?

Paul- If someone appears really nervous (some nervous is normal) or if they interrupt. I had an applicant interrupt me many times on the phone and when she talked with the department manager, she did the same thing. When we didn’t hire her, she asked why. I told her why. By the way, she was interviewing for a customer service position.

In addition, someone who is trying too hard, who is overly friendly or tries to oversell themselves doesn’t work for me. Being too forward, taking a phone call during the interview (that has happened) or appearing distracted are also red flags. In a competitive market, those behaviors will quickly put someone to the bottom of the list.

HDJ- Do you have a lot of applicants right now?

Paul- It has doubled or tripled from a year or two ago. Also our turnover has decreased. So it makes it tough with not as many positions open.

HDJ- How have things changed?

Paul- One change I have seen is that people are less likely to quit a job even if they aren’t totally satisfied with it. With fewer jobs available, I think employees aren’t confident that they will find a better job so they are more willing to try to make things work where they are at.

Another change is that it’s an employer’s market right now with all the massive applicants available. Five or six years ago it was the opposite and employers were throwing perks out to entice employees to come on board.

HDJ- Have you seen many people apply from out of state?

Paul- Currently, fifty percent of applicants come from out of state. With our organization, people commonly come because they want to find meaning in their job. It’s not about money. It’s about being part of an organization that they care about and support.

HDJ-Has the recession made your job harder in any way?

Paul- The recession has been tough on all of us I think. I really feel for the people who call and share their life situation, hoping for a job even when we don’t have openings. It’s heartbreaking. I think most people who call are realistic and know we can’t create a position but they are trying to make contacts. One thing I have done is refer some to other organizations that might have openings through a network of emails.

HDJ- That’s certainly above and beyond. What’s difficult about your job?

P- Probably the most difficult part is walking the line between what state and federal laws require and what feels appropriate and compassionate in a situation. They don’t always line up. Sometimes I have to treat people based on HR laws and what I want to do is feel compassion and help people. Also, sometimes ADA and FMLA conflict each other. For instance, privacy laws say you can’t access people’s medical records. And yet, in a situation like FMLA, medical records are needed.

I have done things that I think are right and they may not necessarily be “HR-approved”. Sometimes you have to be courageous. It might mean talking to an employee about a situation instead of letting them go. It might mean that there is a grey area and I have to determine what is best, compassionate and within regulations all at the same time.

HDJ- What do you enjoy about your job in Human Resources?

Paul- I work with great people. There is a lot of variety and fun in my job. I interact, lead staff events, provide training, connect with them on social sites and more. Even the challenging part of confronting someone is good because I can help someone learn and grow and develop as worker-especially the younger people. To some small degree, I am helping with that.

Jobs are a big part of our life. But job satisfaction is less than fifty percent. And a lot of times it stems from how the employee is treated versus what they are being paid. So it’s very rewarding when things that I have intentionally done create a positive impact.

HDJ- This is great information, Paul. Thanks for your time!