t’s one of the most commonly asked questions via the Society for HR Resource Management’s (SHRM’s) the social media networks.
“How do I gain an entry-level job in HR?”
With an array of college HR programs and executive taking more notice of the workforce being a valuable strategic asset, you’d think that more organizations and even college career centers would be able map out easy paths to enter the field as SHRM does. While some schools have been effective at helping their graduates get into HR, a number of practitioners say the efforts of other schools do not meet the mark.
The society offers a Certificate of Learning to HR students who have passed an SHRM Assurance of Learning Assessment. In addition to providing an established benchmark for non-traditional and traditional students who have had no previous experience in HR, the certificate proves that they have acquired all the knowledge necessary for becoming a competent HR professional. It also provides them with an advantage over other entry-level HR candidates.
Certain schools don’t tailor their placement and academic efforts in accordance with the reality of the HR world, a number of HR professionals said. Many businesses fail to define what they would like the HR function to do in the first place.
In those companies that have specific expectations regarding HR, those expectations vary vastly. At certain places, the department is accountable to the CEO. At others, it’s part of the chief financial officer’s responsibility. Some organizations assign HR little more than administration, while some view their workforce as a key element of the company’s success. The way a graduate finds an entry point could differ from employer to employer.
“There’s no clear pathway because HR’s so broad,” said Catherine E. Preim SHRM-CP, HR manager at Philadelphia-based company SYSTRA USA. Indeed, the function encompasses all aspects of benefits management diversity , to workforce planning and technology.
Generally speaking, though three paths could lead into a entry-level job in the field:
- A college degree in HR.
- A degree in a related subject, like business or industrial/organizational psychology, then applying those skills to HR by earning appropriate certifications.
- For several years, I was in a managerial position within the same company, and then shifting into HR.
Here are some common strategies to grab the attention people in HR’s recruitment managers.
You can gain experience
Experience on the job is required, even if you studied HR. “Don’t think that just simply because you’ve got a degree that you’re competent for the role,” warned Jessica Miller-Merrell (SHRM-SCP), chief executive for Xceptional HR in Oklahoma City and founder of Blogging4Jobs.com.
“You greatly rely on your experiences working in Human Resources,” according to Tracy Burns CEO of the Northeast Human Resources Association in Concord, Mass., one of the SHRM chapters. “You have to … put what you’ve been taught in your classroom to the real-world.” And with the myriad of employment laws in place, the regulations, and compliance concerns that come with it, HR can be “a career that is risky, and you must be aware of what you can and should not do.”
So how do you acquire the experience?
Sharlyn Lauby is the president of South-Florida-based trainer ITM Group and creator of the blog HR Bartender, suggested three ways to approach the problem:
- Internships, that do not just give you hands-on training, but also offer exposure to prospective employers.
- Engaging in a SHRM student chapter is what she described as “a great way to network with practitioners and other providers.”
- Looking for opportunities with HR service providers who “have vast HR expertise in-house.”
“Internships are No. 1 in importance” Miller-Merrell stated. “If you’re able to gain one year of experience while at school, then you’ll have some advantages.”
Create Relations
“HR people are excellent networkers and they are eager to help people succeed, so take the advantage of this trait,” advised Mike Kahn SHRM-SCP, executive consultant for Human Resources Search at the Lucas Group in Houston. “Network like crazy. As organizations are able to have a variety of different ways of approaching HR, it’s key to learning how to join the culture of a business.”
This brings us to the issue of how to build a network. Though some answers may be obvious–reach out to alumni, attend meetings of the local SHRM chapter and get involved with other professional associations–Miller-Merrell went a bit further. “Whether it’s the SHRM chapter in your area, a specific event or state council meeting, make sure you go to where your bosses are,” she said. “If you’re the sole collegesenior there, you’re only competing with you.”
Many students, she explained have a hard time reaching out to professionals who could assist them. Although she’s been in contact with many student HR organisations, Miller-Merrell noted, “I’d say I’ve had one student get in touch with me over the past five years. So there’s ample opportunity to build connections.”
Be a professional
Learn that human resources is, first and foremost, an essential business function. If you believe it’s just for you because you’re not a “people type,” then you’re in the wrong path.
“It’s about knowing the business and implementing the strategies of people,” said Caliopie Walsh the vice-president of HR at Experian Marketing Services in New York City. “During interviews the majority of individuals who are at the beginning of their career say they like HR because they enjoy people. That’s the worst answer they could give. The bottom line is that a great HR professional is knowledgeable about the business and is able to apply strategies for people in order to assist it to succeed.”
“Companies require business-minded individuals with HR skills,” Kahn said. “They want business acumen, analytical and system capabilities.” In actual fact many believe that those who are most effective in their work are those who’ve had background in business and transitioned to HR.
However, it’s not exactly the most basic path. After years of building their skills in the field, professionals typically are with a higher level of experience. In addition, Miller Merrell stated, this path poses challenges “because there are a lot of HR nuances you need to master.”
In addition, said Tameka RenaeStegall, an HR director at the energy services firm Schlumberger in Houston the applicants who come in from other industries often encounter resistance from HR’s managers. “The problem is that when people glance over resumes and resumes, they’re completing boxes,” she said. “So they’re not thinking “This person’s a manager. They might be able to adapt to HR.’ Or they see somebody who’s senior that will be more expensive and look to hire a young person that’s cheaper.”
Manage Your Expectations
In the end, it’s crucial for fresh graduates to know how to manage their expectations. Even though it’s often not the scenario, some graduates aren’t thrilled about the type of work they’ll be expected to perform when they begin. “In HR, you earn an four-year degree, and the initial job seems to be administrative. But that’s the place where the profession came from,” Burns said.
Beyond that, this job is “foundational,” Stegall said. “You need to be flexible and be willing to start from the bottom because that’s the only way become familiar with all the pieces. HR is a big set of moving pieces.”
Preim put it in a succinct manner: “It’s like any other job. It’s unrealistic to believe you’ll become an HR manager with no experiences. You need to get your feet wet.”