You'll quickly run out of jobs that way. HR can almost never be trusted to do "the right thing". Or rather, the right thing for them is to protect their employer.
You should go to HR anyway as a way to strengthen your case and have a documented precedent, but it should never be your plan A. They cannot be counted on to help you directly, because that's not their actual job.
If you've privileged to have adequate savings and good prospects, sure. For a lower-middle-class graduate on their first job it isn't always that simple.
It's a good point. From a purely procedural standpoint, "Discuss with colleague, contact HR immediately if it persists (or immediately if serious enough), then hire lawyer" is impeccable advice.
On the other hand, from an outcomes standpoint, this gets a lot more murky. "I see you recently graduated and worked for Google for a month?" "Yes, I had to leave under difficult circumstances" isn't a great conversation to be having career-wise, right out of college, interviewing for a replacement job. So I empathize with the blogger's confusion as to the right course.
You document that you went to HR concerning the situation wait a week and then contact a lawyer. Or contact a lawyer and then documents it.
This is what I told a family friend who also got the sit on my lap request. Well lets say her husband got laid off for a few years and they weren't in any trouble.
You should go to HR anyway as a way to strengthen your case and have a documented precedent, but it should never be your plan A. They cannot be counted on to help you directly, because that's not their actual job.