How Do I Break Into Other HR Areas Besides Recruiting?
[Workforce Management October 18, 2007]
Q: After six years as a human resources professional, I have strayed from my original career path. I had intended to eventually become a generalist, but in my last two jobs, I've been asked to mostly do recruiting, mainly because my managers didn't want to do it. I recently was laid off and now only receive job offers for staffing/recruiting positions again. How do I break into other areas like employee relations, training, performance management?
- Unwilling Recruiter, services, England
A: You have at least three important issues here:
1. You have not been able to secure good assignments, resulting in a weak resume.
2. Despite having years of other HR experience (although unspecified), you are pigeonholed as a recruiter.
3. Like many human resources professionals, you are using ineffective job-search techniques.
Let's address them individually.
1. You have not managed your career effectively. When asked to handle recruiting, you can negotiate. You could say, "I'm willing to manage this recruiting task, but I understand we are also working on a crucial project such as analyzing executive compensation (or another relevant project), and I'd like to contribute to that as well." Assist your boss but also prioritize your career growth. Six years is a long time without significant assignments that enhance your resume. Moreover, by working on pivotal projects rather than just immediate needs, you increase your job security. You become indispensable by being involved in critical projects.
2. Compile a list of your job-related achievements - tasks you excelled at and enjoyed, likely some not related to recruiting. Highlight these accomplishments in bulleted form at the beginning of your resume's summary section. These achievements should be the first things the reader notices - not just your job titles or recruiting experiences.
3. Many HR professionals, even at senior levels, rely on search firms or networking to learn about job openings. For instance, HR professionals earning over $100,000 annually typically obtain 38% of their meetings and job offers by directly contacting companies. Engage with search firms, respond to advertisements, and network, but primarily focus on identifying companies suitable for you. Determine the appropriate contact person and reach out to them directly. Senior HR professionals may need to contact company presidents or division heads, while you might need to reach out to HR heads in companies of a suitable size.
[Source: Kate Wendleton, President, the Five O'Clock Club, New York, October 5, 2007.]
From India, Coimbatore
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746[Workforce Management October 18, 2007]
Q: After six years as a human resources professional, I have strayed from my original career path. I had intended to eventually become a generalist, but in my last two jobs, I've been asked to mostly do recruiting, mainly because my managers didn't want to do it. I recently was laid off and now only receive job offers for staffing/recruiting positions again. How do I break into other areas like employee relations, training, performance management?
- Unwilling Recruiter, services, England
A: You have at least three important issues here:
1. You have not been able to secure good assignments, resulting in a weak resume.
2. Despite having years of other HR experience (although unspecified), you are pigeonholed as a recruiter.
3. Like many human resources professionals, you are using ineffective job-search techniques.
Let's address them individually.
1. You have not managed your career effectively. When asked to handle recruiting, you can negotiate. You could say, "I'm willing to manage this recruiting task, but I understand we are also working on a crucial project such as analyzing executive compensation (or another relevant project), and I'd like to contribute to that as well." Assist your boss but also prioritize your career growth. Six years is a long time without significant assignments that enhance your resume. Moreover, by working on pivotal projects rather than just immediate needs, you increase your job security. You become indispensable by being involved in critical projects.
2. Compile a list of your job-related achievements - tasks you excelled at and enjoyed, likely some not related to recruiting. Highlight these accomplishments in bulleted form at the beginning of your resume's summary section. These achievements should be the first things the reader notices - not just your job titles or recruiting experiences.
3. Many HR professionals, even at senior levels, rely on search firms or networking to learn about job openings. For instance, HR professionals earning over $100,000 annually typically obtain 38% of their meetings and job offers by directly contacting companies. Engage with search firms, respond to advertisements, and network, but primarily focus on identifying companies suitable for you. Determine the appropriate contact person and reach out to them directly. Senior HR professionals may need to contact company presidents or division heads, while you might need to reach out to HR heads in companies of a suitable size.
[Source: Kate Wendleton, President, the Five O'Clock Club, New York, October 5, 2007.]
From India, Coimbatore
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Well-informed, motivating, and a very helpful article for all the people in the HR field, especially those who have just started their career in it. Thanks for your support. Keep posting such informative emails in the future.
Regards,
Ruchi :)
From India, Delhi
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Regards,
Ruchi :)
From India, Delhi
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I hope it would not be an overstatement to say that in such cases, the individual should seek an appropriate small- to medium-sized proactive service industry (more directly customer-focused) to lead the HR function. This challenging but certainly manageable role (assuming one has a sufficient minimum understanding, knowledge, and analytical ability) will help the individual quickly adapt and be exposed to newer and more effective managerial concepts, tools, and practices compared to larger organizations or manufacturing concerns.
In my personal experience, a service industry that is more directly customer-focused provides a faster learning environment and greater variety, leaving little choice in the matter. Once you grasp the basics swiftly, understanding the systems, metrics, measures, and, of course, most importantly, the concepts and know-how supported by one's intelligence, following the approach suggested by Mr. Peer Mohammed, managing numbers and quantity will not be a problem. However, skills such as delegation, empowering the staff, ensuring accountability, and motivating the team are equally important.
In a nutshell, individuals can excel by taking on overall responsibility for HR in a smaller firm within the service industry.
M.A. Ganju
From United Arab Emirates, Sharjah
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In my personal experience, a service industry that is more directly customer-focused provides a faster learning environment and greater variety, leaving little choice in the matter. Once you grasp the basics swiftly, understanding the systems, metrics, measures, and, of course, most importantly, the concepts and know-how supported by one's intelligence, following the approach suggested by Mr. Peer Mohammed, managing numbers and quantity will not be a problem. However, skills such as delegation, empowering the staff, ensuring accountability, and motivating the team are equally important.
In a nutshell, individuals can excel by taking on overall responsibility for HR in a smaller firm within the service industry.
M.A. Ganju
From United Arab Emirates, Sharjah
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