About

By HRNasty

Because no one should entrust their career to “the man” who sits in the ivory tower

About HRNasty nasty: an unreal maneuver of incredible technique, something that is ridiculously good, tricky and manipulative but with a result that can’t help but be admired. A phrase used to describe some one that is good at something. “He has a nasty forkball”. Who is HRNasty:  HRNasty is your corporate Insider that will give it to you straight. He is the exec that has the guts to tell you what your manager / HR department won’t. Most importantly, HRNasty will explain why HR and managers think the way they do. You may think that what you read is unfair and or wrong, but this is what is REALLY happening behind the scenes. Most managers don’t have what it takes to tell you what you don’t want to hear when you need it the most. Most companies are fearful of being sued. This is why you won’t get the full story, and on this site, I don’t have to worry this.  

HRNasty will open the kimono, exposing how the hiring process really works, what drives the review process, and the real thinking behind a promotion or layoff.

This information can be leveraged to help you find a job, further your career and avoid Career Limiting Moves. If you don’t know the rules of the game or how the referee’s are thinking, how can you win?

You can be the smartest and most qualified candidate, but if you do not know how to interview, you are probably not going to get the job.

 You can be the least qualified but if you know how to interview, you have a good shot at landing the job. 

Background:  I have a degree in Industrial / Organizational Psychology, and the SPHR certification. I started my career with a Fortune 300 company in the Finance industry working in HR and then Training and Development. Working in Training and Development, I had the training to deliver and facilitate classes on topics ranging from public speaking / facilitative leadership, to diversity, to 3-month long programs for manager, high performers, and exec training.  Looking for a meritocracy where an individual would be judged on results I moved to a small technology start up leading the HR and Facilities group. This company eventually scaled to 300 plus employees with 6 offices in 4 countries. Most people would think it was the HIRING of these employees over an 8-year span that gave me the insight into the hiring process. It was the recruiters, HR department and the hiring managers DECLINING many more candidates that gave me so much insight into the hiring process. We declined a LOT of folks to hire all those employees and saw a lot of mistakes made by candidates every day of the week.  I want to share what I learned with 10 years in corporate America’s HR and Training and Development and my 10 years in technology start-ups.  

I hope you find the information helpful. If you have any questions or comments, please don’t hesitate to email me at [email protected]. 

See you at the after party,

HRNasty

    Find more about me on:
  • googleplus
  • facebook
  • linkedin
  • skype
  • twitter
  • Lose-Lose

    Fake? Really?

    • http://hrnasty.com/ HRNasty

      Thank you Lose-Lose. Appreciate the support!

  • Pingback: First job offer, Why you should accept and not negotiate

  • http://twitter.com/survivorfn Survivor Fan

    Dear Nasty

    I thank you for your advice and assistance. You’ve been invaluable.

    • hrnasty

      SurvivorFan,
      Thanks for stopping by and the encouragement to keep this little project going. Really appreciate you taking the time and the gesture.

  • Kate

    Dear Nasty,
    I so agree with you on HR.  I even created a seminar on “Branding Your HR Department”…didn’t go over so big with the HR pros who attended it, since I started it with …STOP SAYING NO!

    • http://hrnasty.com/ HRNasty

      Kate,
      Thanks for stopping by. Always flattered to be visited by other HR folks. Sorry about your seminar, it sounds like a good one and more departments need to take your cue. Every other department in the org does it. Why not HR? One thing that I have found that helps is to try and get the audience to tell you what you want to tell them, instead of the facilitator telling them the idea in the opening line. Maybe next time start with something like: “why does HR have a bad rap in most companies? What is the stereotypical answer when HR is asked a question”. This way, the audience is telling you they have a bad rap for saying NO, and we can use that as a launching pad for discussion.

      “yes, HR has a bad wrap and one of the reasons we have heard from the room is that it is because HR says “NO” “. Now the room has said this and not the facilitator.

      This is probably something that has already been figured out, but “the knowledge is in the room”.

      Good luck, and please keep stopping by!

      HRNasty

  • Pingback: Insiders guide to Phone Interview Tips HRNasty: HR gone rogue

  • CF

    the fish knife holder on your chest gives away your true identity ninja nasty….