Am I Ready for an HR Executive Role with Only Recruiting Experience? Seeking Advice!

Hi all, I have completed my MBA in Finance and Marketing. I have 8 months of experience as an HR recruiter. Am I eligible for the HR Executive (Core) position? I have only recruiting experience. Can you suggest a way forward?

Please do the needful.

Thank you,

Pavani

Hi, you are eligible, but where is your knowledge apart from recruitment? Please acquire some academic knowledge of HR and labor laws.

Regards

I don't want to get into whether you are eligible or not, but I can say the following things:

1. It's always better to pursue your career in the field you are specialized in.
2. Even if any company offers you a job in the HR department, what's next? Many reputed companies specifically look for candidates with an MBA in HR or an MSW degree, putting you in a difficult position.
3. If you are determined to pursue a career in HR, consider joining a company that allows you to work in HR despite your specialization. Then, enroll in a part-time HR diploma or a one-year postgraduate HR course. In the meantime, do not quit your current job. Once you complete the course, start looking for a new opportunity.

I hope you understand what I am trying to convey.

Regards, Arun J.

It's really not necessary to complete a course or acquire a diploma in HR. If you have relevant experience in recruitment, then build on it. Continue to work for some more time in recruitment until you learn the ropes and eventually master the job.

If you are working in a manpower resourcing consultancy, then look out for relevant job opportunities in the IT/ITES industry. Eventually, as a recruiter, when you learn the policies and become an SME, you can move through an internal role movement.

It's simple: if you show dedication and commitment in your work within the organization you are working for, the organization will reward you back. Try to excel in every job that you perform—that's the trick! 

Regards

Hi Pavani,

There are many HR institutes that provide training in core HR and Labor Laws. You can search for such HR institutes in your area. This course typically lasts for about 45 to 60 days. Remember to opt for practical HR training only and avoid theoretical ones. Practical HR training will be very beneficial to you.

Thank you.

Hi Pavani, contradictory to the belief that HR could be handled by anyone, it is actually not so. The HR department or HR person would need knowledge as well as experience in various profiles in order to climb the ladder. Coming to your issue.

Your course provided you with a dual specialization in Finance and Marketing. This is a wonderful combination, but why did you choose to start with a recruiter's profile? Can you provide a reason for this?

Firstly, could you shed some light on what you mean by HR Executive (Core)? I am asking this not to test your knowledge but to understand what specific profile you are aiming for. Do not get swayed by job titles, as the actual work may differ significantly from what you anticipate. So, kindly let us know the type of profile you are looking to pursue. According to you, what responsibilities would an HR Executive (Core) have? We can provide a solution only when we understand the problem.

For others as well -

I understand that the market is down, but today I realized the reason behind the job scarcity. There are, in fact, jobs available; we often choose the wrong paths to pursue. If job opportunities seem scarce, how is it that a Finance person is working in HR and vice versa? (This observation was made after reading a similar post; the link is - https://www.citehr.com/446204-am-i-e...-post-top.html)

If we can be patient and strong enough to start our careers on the right note, with a solid foundation, we can progress effortlessly. They say, "Think before you leap," and it's time we start doing just that.

If you have any experience in HR from an organization, then you can be eligible, or you will have to obtain HR specialization from an institution of repute. You should have knowledge in these areas: sourcing of people, manpower planning, and implementation of compensation packages. Formulation of HR policies, performance management systems comprising appraisal, career planning, etc. Employee reward mechanisms like increments, performance awards, promotion. Coordinating various need-based training programs including stress management. Then you will be a successful HR manager.

Regards,
Ajay Sinha

[QUOTE=ajayks09; 2015956]

It's not like that. You can see an Engineer or Medical professional become an IAS. Do they have to have that degree to become an IAS? It's not our fault; everyone wants to go for a white-collar job. Panavi is also going to do so. One should think in advance about the field before starting their career.

Finance or Marketing is Not Blue-Collared Work

Regarding your example, I hope you are aware that we need to clear the IAS exam. You've cited an example like an arts graduate wanting to be a manager. I never said anything wrong, but my question is similar to this issue: "You have an engineering degree but are practicing medicine." It's dangerous unless you have proper certifications. I hope you can distinguish between the two.

Sure, we all want to progress in life, but my simple question to her is why do you wish to switch. We all face different issues and react differently to situations. If you'd read, in all three cases (this case and the 2 other cases in the post I referred to), MBAs have switched their jobs. I'm sure none of the MBAs would be given blue-collared work. This is when the question arises. I'm saying this from a recruiter's point of view and even for knowledge purposes.

I've also come across queries like "I want to take up MBA(Fin) but interested in HR. Is it possible to get an HR job after having a Finance degree?" which really forces me to think why do we specialize in one subject and work in a completely different field. A switch post a few years of experience is still understandable, but such a major shift from Finance, Marketing, or HR by a fresher is questioned specifically to know WHY rather than mocking.

Understanding the Rising Trend

Also, I am asking this so that the HR fraternity here (which I guess would include people from both corporate and academia) would be able to understand why this is a rising trend. Is it for personal need or a realization of interest very late or any other reason?

I didn't comment on whether it was right or wrong; all that I need to say is, before deciding on anything, ensure that it would be undo-able...

Hope I haven't been rude. I was putting forth my viewpoints.

Secondly,