Just like public speaking, interviews can cause anxiety. A few minutes before you face the hiring supervisor, you may experience palm’s sweating, heart racing, and knees weakening. Your experience is akin to lining up before a vaccine injection or a scheduled dental checkup. He/she would use the question to probe your career history, know your skills, identify your strengths and weaknesses. Most HR personnel are trained in psychology or human behavioral sciences. By observing your mannerisms and using a couple of probing questions, they’ll know if you’re telling the truth and they’ll assess your confidence level. Saying inappropriate things to an interviewer may or might sabotage your chances of getting hired. Remember that companies hire people to solve a problem and such problem solvers only come from positive people, not from pessimistic. Knowing not to say these 7 things in an interview can help you stand out among applicants, decrease anxiety moments and finally get that sweet offer letter. 1. How much is the salary? Asking first about the salary in your first interview is a big No. These are the reasons why asking the salary first is a bad idea. You’re lowering your chances of negotiating the offer. You’re leaving the impression that money is your only motivator. Hiring personnel must know you first and what can you bring to solve a company problem.  Tips: Do this instead: Let the manager bring the salary topic as they will surely ask you about your salary expectations.  Negotiate a salary by knowing first about the challenges and responsibilities of the job, considering the perks and benefits, and being careful after saying no if you really need a job.  Research your industry and the salary range. Use this salary calculator and salary research. 2. I’m sorry, I’m late No matter what are the reasons, unless you’re in an emergency, saying that you have been late because of a traffic jam or your pet spilled your coffee, won’t make a cut. Always give a time allowance to accommodate traffic, walking scenes and delays.  3. I hate my boss - Mr/Miss A and B Badmouthing your ex-company and your boss communicates to the hiring manager that you have some ethical issues on your side or you’re a whiner instead of a problem solver. You might have some legitimate reasons such as your boss’s incompetence or his/her loose cannon temper but saying about your superiors in a bad light can ruin your chances of getting that job. Here are the reasons not to blast your ex-boss: Your may or might-to-be soon-employer could ask about your character references and they might contact the former boss that you are at odds with. The internet has made the world smaller. You may come across as a complainer who has more talk but has fewer actions. Gossips are everywhere. He/She may even be an acquaintance of your ex-boss. Tip: Forgive and move on. You may have valid reasons but you can say about them in private or say your frustration story to your close friend or relatives. 4. I hate my XYZ company  When you feel hating your job and your boss, usually it’s a person or your superior that you're dealing with - and that has nothing to do with the entire company. Speaking ill about your former employer may or might bring these undesirable outcomes. You may end up hurting or offending your innocent former colleagues. You may meet your former colleagues and that they can join your current company as well.  Your hiring manager will also think that you will bad-mouth their company if ever you get hired. The internet made the world smaller. No one likes a complainer. Tip: Forgive & move-on. Think about when you have been given a chance when you have less experience or skills or have been jobless. 5. Is it possible to date a co-worker? Some people get their boyfriends, girlfriends, and spouses through their job but a workplace is not a venue for romantic encounters. Office romance can be a bad idea as most companies are wary of flying kisses between Mr Right and Miss Right. Here’s a survey: The state of office romance. Here are the reasons: Heartbreaks can affect your performance. Gossips are everywhere. It’s not going to be fun working with your ex who might be dating somebody in your team. Working with your ex or former love flame daily is very uncomfortable and awkward. Tip: There are situations that office romance results in success and there’s even a couple that works together. If you can’t resist the urge, take the risk but make sure that your romantic urge is discrete or better if you have options finding your soulmate, you can choose other locations such as interest groups, social media, dating sites and networks, or even at church.  6. How do you promote or soon promote your employees? Asking this question can sound entitled and arrogant similar to asking about the salary first before the HR asks your salary expectations. Instead of asking about promotion ask “I’m interested in staying in your company, what is the typical career path for someone in this role?”. 7. No, I have no questions “No, I have no questions”, can mean you lack of interest. The Hiring manager question - “Do you have questions?” tries to test your knowledge and interest in the company.  Hiring Managers ask this company knowledge question right after the resume/skills/experiences probing questions.  Tip: Ask these questions: What is a typical daily routine? Is this an urgent hiring? When can I expect to hear from you? Would you like a list of references? The bottom line These 7 things not to say in an interview can mean a difference between getting a second interview/job offer or waiting for an empty promise of a second call - “we will inform you and we will call you’’. There are more than these 7 lists but these 7 are the most frequently said during the first or second interviews.   

Hiring traps are pitfalls or mistakes that can sabotage your recruitment process, lose the best talents and hire the wrong people. Hiring the wrong team member can end up wasting your time and your company resources. Hiring based on what you feel or persona Often some hiring managers and human resource personnel hire based on their liking and personality. They tend to find candidates that could mirror their mannerisms or behavioral nuances. Hiring based only on your gut feeling on that day might be inviting because you built rapport but take note that human personality is extremely complex. What works for you may not work on others and vice versa. If you hire those that mirror your persona, you might end up hiring a team of your clones.   Actionable tip: Hire based on a pre-screening process that measures IQ and EQ and industry-standard HR processes.  Focusing more on technical qualifications but not on Emotional Intelligence Emotional Intelligence (EI) skill is also valued as one of the predictors of success. Not everyone has a similar EI and not everyone has strong EI skills. Some can easily go angry when reprimanded while others have self-control and self-awareness. In an interview setting, a candidate with a good EI combo can actively listen, empathize, use appropriate body language and show up early. These are the examples of good EI Empathize with team members Compose oneself even under pressure and highly emotional situations Make informed and careful decisions Resolve conflicts Actionable tips: Watch out for signs of body language that can tell a bad from a good one. These body language signs are not meant to be exhaustive but these are some of the most common signs seen on candidates. Bad Clenching fist Constantly looking at their mobile phones Crossing arms Fidgeting Lack of eye contact Limp handshake Not smiling Rushing speech Slouching Steady eye contact like ogling Trembling voice Good Firm handshake Maintaining eye contact but looking in different facial parts Sitting straight Nodding  Shaking hands Leaning slightly Not treating candidates fairly There are many internet articles telling to treat your candidates well because they are also customers.  It turns out to be true when one of your applicants started badmouthing your company in social media after they had a bad interview experience. Applicants are customers too and one day they will be your customers showing up in your store or branch. While not every one of your applicants will enter your “welcome club” as some will surely be rejected, treating candidates with respect brings benefits. Treating them fairly brings these benefits: Positive work environment impression  Good image brand More opportunitt knowing what to do because your trainer went to his/her vacation can be demotivating during your first day. A well-prepared onboarding process saves time, money and helps new hires get motivated. How to do it: Use the onboarding checklist - Here is the template. Communicate closely by inviting the new employee for lunch or dinner. Conduct a job orientation. Provide employee handbook. Get feedback from the new hire to make sure if there’s room for improvement. Have an experienced or senior employee work beside the new hire. The bottom line  Avoiding hiring traps can save time and money, improve your company image, retain and hire the best talents. Hiring mistakes can be best prevented by having a proper plan and consistently following the best hiring practices. So there we have the four hiring traps. Do you have some more to add?

Photo credited to Art by Vector Toons and licensed under Creative Commons After the invention of so many tools to produce goods and services, and the system to make production smoother, people made careers. By the way, what are careers? It’s a culmination of your work experience, education, and training. It could be your job where you started flipping burgers until you became the head chef. It could be your first job doing data encoding until you become a multi-skilled programmer. Jobs versus Careers Jobs and careers are two different things. A job means any type of work done for a short time. For your first two years, you started as a driver and after two years, you resigned and began a job as a computer technician. On the other hand, careers refer to the same job you held from the start as a novice until you get promoted to a managerial position or resigned and held the same job at another company. Career refers to a work where you started or grew to use the same skills while trying to hone them with experience. Careers are long term while jobs are short term. Reasons why I shouldn’t be afraid to change careers •  Changing a career opens the door to more opportunities  One of the factors of success is taking a calculated risk. Taking risks is getting out of the comfort zone where you are stuck in the same position for five years without being promoted or getting a pay raise. You could be doing the same job - washing plates or cleaning the kitchen for 3 years. While you do your work you may begin feeling the resentment of not getting a pay raise or promotion and then your aversion to your present job will cause a toll on your performance. If you are on the same boat with others who are sure that their organizations are not providing better career opportunities, you have to look for new jobs. New careers can lead to better working conditions, company and career path. •  Change for job security Sometimes because of the slowing economy, some companies with slow sales and productivity may or might end bankrupt. If you are one of the employees of those companies, you should start planning to make some emergency measures in case your employer’s business closes. Watch out for future threats such as jobs that may disappear because of automation or robots.  According to Forbes and other internet sources, these jobs may disappear in the near future or next decade because of automation or the use of robots. Cashiers Electronic assemblers Fishermen Sewing machine operators Switchboard operators Telemarketers If you do one of those jobs above, you may start bulletproofing your career by training for jobs that are: Creative jobs - Jobs that require creativity and higher skills such as Writing, Database Administration, programming and arts. Relationship-based - Jobs such as a social worker, lawyers, teachers, healthcare social workers, a lawyer. While the above-threatened jobs mentioned from those sources may sound far-fetched, it can be close to reality as technology is getting smarter. Changing a career is a safe detour against falling into the unemployment or underemployed trap. •  Diversify your skills Like the weather, the economy can be unpredictable. You may never know what comes next to the most-in-demand job, and what are the jobs to be hit next. Diversifying your skills can help you get ready for lay-offs and career changes. Studying one or two more skills doesn’t mean jack of all trades and master of none but a jack of all trades and master of some. You can be a writer and at the same time skilled in programming or graphic design.  •  Follow what you love There’s nothing more energy zapping than doing a job that offers no career growth. Such a job can send your motivation into plummet, lower your productivity, raise your stress levels and affect your health. Following what you love and motivates you can be rewarding as it suits your passion.  •  You might be ready Being ready means you have enough cash to cover your unemployment period and the necessary training and skills to land in a new career, although it’s best to quit your present job until you find a new one. For example, if you want to shift from welding to information technology to Engineering, you should have enough cash to cover your bills and the right experience and skills to land even in junior positions. You can hone your skills while you are still employed by doing part-time studies or studying during day offs.   •  You are now ready and got compelling reasons to switch careers Now, it’s beyond a reasonable doubt that - you’ll get the next job, you got some savings to survive during the job-search period and you got these reasons to switch careers: You’re stressed You’re always burned out You have always think about resigning Your current job doesn’t interest you anymore   Two career paths for two people  If not planned correctly, you could end up stuck in the same old job and pay scale. For example, below are the career paths for two people who took the same education. Person Three years ago One year ago Now   X   Took the HRM Course Started working in a restaurant by preparing mise en place (preparing of ingredients). Decides to learn skills to get a good paying job Studied HACCP (Hazard Analysis Critical Control Point) and culinary training skills Gets promotion from steward to Chef de Partie Earns $9 =/hour Finishes HACCP and culinary training Gets promoted to Chef de Cuisine and earns $10/hour.   Y   Took the HRM Course Started working in a restaurant by preparing mise en place. Decides to seek for a job that pays well Quits the job and lands in a factory Earns $10/hour Laid-off after the factory closes. Works as a waiter Earns $6/hour Don'ts of changing careers Basing your career change decisions to pad your wallet - Doing so can lead to job dissatisfaction. Quitting but not ready - It’s a hassle if you don’t have not enough savings to cover your bills while job hunting or an incoming new job. Rushing your decision too quickly - Without analyzing what makes you unhappy in a job can lead to hurried decisions that you’ll regret later. You might be unhappy with your boss, a bad week, a bad day or your colleagues - but are those really your reasons to quit your job? Not researching your job market - Applying for jobs after jobs without researching is like firing with a shotgun or throwing darts blindfolded. Stay current with job trends on your skills and industry.  Not tapping your network - Networks are people that could be your friends, classmates, work colleagues, relatives, customers and even your fiance. Not contacting your network can decrease your chances of landing a new job. Actively informing those who can potentially help can help you ease your job search and minimize rejections. The Bottom line You shouldn’t be afraid to change careers because it’s a way to seek a better opportunity. Changes are constant and it will happen. Changing careers is a way to survive in an ever-changing job market. Make sure to be ready by planning, researching, tapping your networks and avoiding career change mistakes.  Reference: 1 - https://www.forbes.com/pictures/lmj45ighg/top-20-disappearing-jobs/  

Photo credited to Amtec Photos and licensed under these terms www.amtec.us.com/creative-commons Picture this: a workplace humming with purpose, where talent flows seamlessly, rules are upheld, and every paycheck lands on time. At the heart of this symphony is the Human Resources (HR) Officer—a role that’s equal parts strategist, confidant, and logistics wizard. They’re not just pushing paper; they’re sculpting the soul of an organization. In 2025, as remote, hybrid teams and AI tools redefine how we work, the HR Officer is the linchpin keeping it all together—blending human instinct with digital savvy to ensure people thrive amid change. Think of them as the glue in a company’s DNA, quietly indispensable.   OTHER RELATED NAMES AND ROLES This role wears many hats and titles. Each name reflects a flavor of their mission, but the core stays the same: mastering the art of people management. You might spot them as: HR Generalist Peoples Operations Manager HR admin officer Talent Coordinator HR administrator Compliance lead Payroll officer   RESPONSIBILITIES Ensuring health plans and leave policies click.  Follow and implement labor laws (a must in places like the Philippines with SSS and Pag-IBIG quirks), mediate disputes, and whisper career advice in quiet corners.   POSSIBLE EMPLOYERS AND INDUSTRIES HR officers are everywhere, and you can find them in any industry and company sizes.   INVESTMENTS - EDUCATION AND TRAINING To enter the world of HR, a bachelor’s degree in HR Management, Psychology, or Business Administration is your ticket. Investing in certifications such as the Certification in Human Resource Professional Program (CHRP) is a real edge. Workshops on payroll software (HRIS) can nudge your marketability.   PAYSCALE According to Salaryexplorer.com, the following figures comprise the compensation. Note: This salary data is true for 2025 and will change depending on job market, economy and time.   JOB MARKET OUTLOOK This role is here to stay, whether it’s a work from home, hybrid, or in office setup. Companies will continue to look for HR officers to manage manpower, recruitment, and dispersed teams.   SKILLS NEEDED You’ll need a Swiss army knife or versatile set of skills to succeed in this role, including:    Soft Skills Communication Mastery: Convey policies clearly and listen actively—words build bridges in HR. Emotional Intelligence: Sense employee vibes, offer empathy, and defuse tension with a human touch. Negotiation Skills: Strike fair deals on pay or perks, keeping both sides smiling. Problem-Solving Grit: Tackle conflicts or payroll hiccups with calm, creative fixes. Adaptability: Roll with workplace shifts—hybrid setups or new rules—without missing a beat. Confidentiality: Guard sensitive info like a pro; trust is non-negotiable. Hard Skills Tech Fluency: Navigate HRIS tools, payroll systems, and spreadsheets—tech’s your backbone.  Analytical Thinking: Decode data from attendance logs or pay runs to spot patterns and save cash.  Legal Savvy: Master labor laws (e.g., PH’s Pag-IBIG or global compliance) to dodge legal traps. Organizational Prowess: Manage schedules, deadlines, and records with air-tight precision.   STRESS LEVEL Moderate to high, depending on the day. Deadlines loom—payroll’s unforgiving—and employee dramas flare. Add a compliance audit or a boss breathing down your neck, and it’s a pressure cooker. But calm seas follow storms; routine days balance the chaos. Coffee’s your co-pilot.   PROS AND CONS Pros: You shape lives and cultures—rewarding stuff. Job security’s tight, and variety keeps it fresh. Cons: Paperwork can bury you, and emotional labor (think layoffs or gripes) wears thin. Hours stretch when crises hit. It’s a love-hate dance.   RISK OF BEING REPLACED BY AI AND ROBOTS Low to moderate—AI’s no match for the human touch yet. Payroll bots and HRIS handle grunt work, but resolving conflicts, crafting culture, or coaching staff? That’s your turf. By 2030, 20–30% of rote tasks might automate, per trends, but the strategic core stays human. Adapt, don’t panic.   PROSPECTS FOR CAREER ADVANCEMENT With training, workshops, experience, and another education, you can advance to HR manager, talent acquisition lead, or chief people officer in 5 to 10 years.  Here's a list of career advancement roles in HR, from entry-level to senior-level positions:   Entry-Level Roles 1. Human Resources Coordinator 2. HR Assistant 3. Recruitment Coordinator 4. Benefits Administrator 5. Payroll Clerk   Mid-Level Roles 1. HR Generalist 2. Training and Development Specialist 3. Talent Acquisition Specialist 4. Employee Relations Specialist 5. Compensation Analyst   Senior Roles 1. Senior HR Generalist 2. HR Business Partner 3. Learning and Development Manager 4. Talent Management Specialist 5. Diversity and Inclusion Specialist   Executive Roles 1. HR Manager 2. Senior HR Manager 3. HR Director 4. Head of HR 5. Chief Human Resources Officer (CHRO)   Senior Executive Roles 1. Vice President of HR 2. Director of Talent and Organizational Development 3. Senior Vice President of HR 4. Chief Operating Officer (COO) - responsible for HR functions 5. Chief People Officer (CPO) - responsible for all HR functions   Highest Level of HR Roles 1. Global Head of HR 2. Chief Human Resources Officer (CHRO) - responsible for all HR functions across an organization 3. HR Transformation Officer 4. Head of Talent and Organizational Development 5. Chief People and Culture Officer (CPCO) - responsible for all HR functions and organizational culture. Note: These specific roles and titles may vary depending on the organization, industry, and location.