Hi All
As a Recruiter for several years ( and a Corporate NON HR person before that - Engineer and a Sales background ) perhaps my views could be useful/encouraging to some here.
The issues pointed out by some here - less opportunities, internal references etc. apply to pretty much all the jobs ( except, perhaps, for commission based sales jobs... ) . Of course HR being a staff rather than a line function the number of opportunities cannot match up to - for example - in line functions such as production. But that is well known to any HR person anyways I suppose.
IMHO when you interview for ANY job ( HR or non, really doesn't matter ), the prospective employer is trying to evaluate :
- How well you will be able to do the immediate job at hand which needs to be done
- How stable will you be in the job
- Cultural / team fitment
- Price Points (salary, that is )
Assuming the opportunity / interviewer is genuine if a candidate can address above points to the interviewer's satisfaction there is no reason why (s)he shouldn't get the job.
So if you can get a handle on above aspects before/ during the interview you stand a far better chance than the other guys.
HOW to do this is a different topic altogether - perhaps for another day :-)
Best of luck, everyone !
Hardeep
As a Recruiter for several years ( and a Corporate NON HR person before that - Engineer and a Sales background ) perhaps my views could be useful/encouraging to some here.
The issues pointed out by some here - less opportunities, internal references etc. apply to pretty much all the jobs ( except, perhaps, for commission based sales jobs... ) . Of course HR being a staff rather than a line function the number of opportunities cannot match up to - for example - in line functions such as production. But that is well known to any HR person anyways I suppose.
IMHO when you interview for ANY job ( HR or non, really doesn't matter ), the prospective employer is trying to evaluate :
- How well you will be able to do the immediate job at hand which needs to be done
- How stable will you be in the job
- Cultural / team fitment
- Price Points (salary, that is )
Assuming the opportunity / interviewer is genuine if a candidate can address above points to the interviewer's satisfaction there is no reason why (s)he shouldn't get the job.
So if you can get a handle on above aspects before/ during the interview you stand a far better chance than the other guys.
HOW to do this is a different topic altogether - perhaps for another day :-)
Best of luck, everyone !
Hardeep