This is one of the most common questions on social networks of the Society for Human Resource Management (SHRM):
“How can I get entry-level HR work?”
With a certain number of HR programs of available colleges and the leaders more and more on the workforce as a strategic intake, you would think that more organizations and university career centers would be able to trace clear pathways in the profession, such as the SHRM. While some schools have been effective in helping their graduates enter HR, a number of practitioners say that many others' efforts fail.
The company issues a learning certificate to HR students who have succeeded SHRM Apprenticeship assessment insurance. In addition to providing a recognized reference to traditional and non -traditional students with little or no HR work experience, the certificate proves that they have acquired the minimum knowledge necessary to be a successful HR professional. It can also give them an advantage on other entry -level HR candidates.
Some schools do not adapt to their academic efforts and to place the realities of the HR world, have declared a certain number of HR professionals. And some companies do not resolve what they want their HR functions to do first.
In companies that have defined HR expectations, these expectations vary considerably. To some, the ministry is the CEO. At others, this is part of the portfolio of the financial director. Some companies try HR with a little more than the administration, while others consider the workforce as an important component of its success. Consequently, the way in which a graduate finds an entry point may differ considerably from the employer to the employer.
“There is no light path because HR is so wide,” said Catherine E. Preim, Shrm-CP, HR manager at the Philadelphia-based transport consulting firm, System USA. Indeed, the function includes everything, from the administration of benefits and diversity to planning and technology of labor.
In general, however, three paths can lead to an entry -level position in the field:
- A university diploma in HR.
- A diploma in a related subject, such as companies or industrial / organizational psychology, then the application of these skills to HR by obtaining appropriate certifications.
- Work for several years in an operational role in a company, then go to HR.
Here are some common strategies to attract the attention of HR job managers.
Acquire experience
You need an in -country experience, even if you specialize in HR. “Do not think simply because you have a diploma, you are qualified for the role,” warned Jessica Miller-Merrell, SHRM-SCP, Director General of Xcendal HR in Oklahoma City and founder of Blogging4jobs.com.
“You are counting strongly on the HR experience,” added Tracy Burns, CEO of Northeast Human Resources Association in Concord, Mass., A chapter ShRM. “You have to … apply what you have learned in class in the real world.” With all the employment laws, the regulations and the compliance problems that accompany it, HR can be “a risky profession, and you must learn what you can and cannot do”.
So how do you get this experience?
Sharlyn Lauby, president of the training consultant based south of Florida Itm Group and creator of the HR Bartender blog, suggested three approaches:
- Internships, which not only offer practical experience but also offer exposure to future employers.
- Get involved in a student ShRM chapter, which she called “an excellent way to network with practitioners and providers”.
- Exploration of opportunities with HR service providers, which “have a great internal HR expertise”.
“The internships are n ° 1 in importance,” said Miller-Merrell. “If you can get a year of experience while you are in school, you have an advantage.”
Make relationships
“HRs are good networks and they like to help people succeed, so take advantage of their nature,” advised Mike Kahn, SHRM-SCP, Main Director of Human Resources Search at Lucas Group in Houston. “A network like crazy. Because organizations have so many variances in the way they approach HR, it may be essential to learn to enter a business. ”
This leads to the question of how To network. Although some answers can be obvious – withdraw elders, attend meetings in the Local HRM chapter and get involved in other professional associations – Miller -Merrell has gone a little further. “Whether it is the ShRM chapter, a particular conference or a meeting of the Council of State, go where your bosses would be,” she said. “If you are the only one (college) Senior there, you only compete against yourself.”
Many students, she added, do not reach out to professionals who could help them. Although she talks to a number of student HR organizations, Miller-Merrell said: “I would say that I have had a follow-up of students with me in the past five years. There is therefore ample opportunity to establish relationships. ”
Be a businessman
Understand that human resources are, above all, a commercial function. If you think it's for you because you are a “people of people”, you are on the wrong track.
“It is a question of understanding business and applying people's strategies,” said Caliopia Walsh, HR vice-president at Experian Marketing Services in New York. “During the interviews, many entry -level candidates say they love HR because they love people. This is the worst answer they can give. In the end, a large HR person includes the company and can apply people's strategies to help them succeed. ”
“Companies want solid businessmen with HR expertise,” said Kahn. “They want a business sense, analyzes and systems capacities.” In fact, many say that the most effective practitioners are those who first acquired commercial experience, then made a lateral passage in HR.
Unfortunately, this is not really an entry -level path. After spending years developing their commercial experience, these professionals are generally at a more advanced level. In addition, Miller-Merrell underlined, this path poses challenges “because there are a lot of nuances (HR) that you have to learn.”
In addition, Tameka Renae Stegall said, an HR trading partner of the Schlumberger energy service company in Houston, those who go to other areas often present themselves to the resistance of own HR managers. “The problem is that when people look at the curriculum vitae, they check the boxes,” she said. “So they don't say:” This person was a manager. They could adapt to HR ”. Or they see someone senior who will cost more and they will hire a student, who will be cheaper. »»
Manage your expectations
Finally, it is important for entry -level candidates to manage their expectations. Although this is not always the case, some graduates relieve the type of work they should do when they start. “In HR, you get a four -year diploma and the first job seems administrative. But this is where the profession has evolved,” said Burns.
In addition, such work is “fundamental,” said Stegall. “You must be flexible and you must be ready to start at the bottom, because this is how you will understand all the parts, and HR have a lot of mobile parts.”
Preim has summed up well: “It is like any other career. It is not realistic to think that you will get a role of human resources manager without some experience. You have to get your feet wet.”
Mark Feffer is a writer based in Pennsylvania who focuses on careers and technology.
