I don't understand what human resources job is

Here's my story, I fill out the online application at a hospital, send them my resume and cover letter. Don't hear anything for a week so I drive 45 miles and hand deliver my resume and cover letter but the human resources lady was not there that day. So I call the next day and she says "yes" I have received your application and cover letter and I have forwarded it to the manager of Hospice (which is the position I am applying for).

So I have been a Hospice volunteer for several months, I visited the volunteer coordinator yesterday, and she introduced me to the Hospice manager. After meeting the manager I am on cloud nine!! So happy!!! But here's the thing, she didn't even act like she'd received my application or resume. What the heck??? Does personnel just weed out all the people that they don't like or have bad grammar or whatever? Why didnt' they send her my application and resume? Its been a couple of weeks since I talked with HR.

Should I call back HR and ask to make sure she gets my resume and application? I have sent her a thank you letter for allowing me to be introduced and meet her and sent my resume with it.
In 20 years of nursing, I've never had so much trouble getting hired. This is rough!
I'm sure this won't help your frustration - but there are some very specific HR process that have to be completed for every applicant & even more if the individual is hired. These are mostly dictated by Federal law & Regulatory agencies like CMS. They have to produce annual reports and maintain enough information to defend themselves in case of (ever increasing) lawsuits and claims of discrimination. It just gets more difficult every year due to additional requirements. The first thing they have to do is enter information about the application into a database for EEOC tracking. Then they do an initial screening to compare the application to the job requirements - licensure, experience, etc to make sure that it meets all the qualifications. Then they usually forward it to the hiring manager. The hiring manager reviews all the applications and determines which ones he/she wants to interview.... usually, the manager notifies HR to set up the interviews, but in some cases the manager arranges interviews. HR has to track which applicants are interviewed and the outcomes. If an applicant is selected for an interview, this is the point when HR may do the initial low-level background check if they did not do it earlier. It is helpful for the manager to have all this info before they do the interview. During the interview, the manager cannot usually provide an exact salary quote unless they have already gotten the information from HR. After the manager notifies HR - which applicant he/she wants to hire... so HR contacts the applicant with an initial offer (contingent on complete background check, drug screen, etc) and sets up all the pre-hire stuff like drug screen, physical, etc. Managers are usually not allowed to make initial offers because there are all kinds of legal ramifications - they have to work within the guidelines set out by HR.So you see, it is a complex process with many, many steps and some of those steps (background checks, drug screens, etc) are farmed out to outside contractors. Lots of places for a process breakdown to occur and this can really drag everything out. I know it can be infuriating!Best of Luck to you! I hope everything works out for the best.
Quote from HouTxI'm sure this won't help your frustration - but there are some very specific HR process that have to be completed for every applicant & even more if the individual is hired. These are mostly dictated by Federal law & Regulatory agencies like CMS. They have to produce annual reports and maintain enough information to defend themselves in case of (ever increasing) lawsuits and claims of discrimination. It just gets more difficult every year due to additional requirements. The first thing they have to do is enter information about the application into a database for EEOC tracking. Then they do an initial screening to compare the application to the job requirements - licensure, experience, etc to make sure that it meets all the qualifications. Then they usually forward it to the hiring manager. The hiring manager reviews all the applications and determines which ones he/she wants to interview.... usually, the manager notifies HR to set up the interviews, but in some cases the manager arranges interviews. HR has to track which applicants are interviewed and the outcomes. If an applicant is selected for an interview, this is the point when HR may do the initial low-level background check if they did not do it earlier. It is helpful for the manager to have all this info before they do the interview. During the interview, the manager cannot usually provide an exact salary quote unless they have already gotten the information from HR. After the manager notifies HR - which applicant he/she wants to hire... so HR contacts the applicant with an initial offer (contingent on complete background check, drug screen, etc) and sets up all the pre-hire stuff like drug screen, physical, etc. Managers are usually not allowed to make initial offers because there are all kinds of legal ramifications - they have to work within the guidelines set out by HR.So you see, it is a complex process with many, many steps and some of those steps (background checks, drug screens, etc) are farmed out to outside contractors. Lots of places for a process breakdown to occur and this can really drag everything out. I know it can be infuriating!Best of Luck to you! I hope everything works out for the best.