t’s one of the most frequently asked questions via the Society for HR Resource Management’s (SHRM’s) the social media networks.
“How do I find an entry-level position in HR?”
With an array of college HR programs available and executives increasing their focus on the role of employees as an asset strategic to their business you’d think more organizations and college career centers would be able to provide straight paths to HR and help students get there, just as SHRM does. While some institutions have been successful in helping their graduates transition into HR, a majority of HR professionals believe that the efforts of many others fail to meet expectations.
The society gives an Certificate of Learning to HR students who have passed an SHRM Assurance of Learning Assessment. Additionally, it provides an approved standard for nontraditional and traditional students with no or little HR work experience, the certificate proves they have acquired the basic knowledge needed to become an effective HR professional. It also provides them with an advantage over the other HR professionals who are entry-level.
Certain schools don’t tailor their educational and placement strategies to the demands of the HR industry, a lot people working in HR told us. Additionally, some companies fail to communicate what they want their HR department to do in the in the first place.
For those companies that have defined expectations for HR, the expectations for those employees vary vastly. At some, the department reports on behalf of the CEO. It’s also part of the chief financial officer’s job. Certain companies assign HR to little more than administration, while others regard the workforce as an integral part of their success. As a result, how the graduate is able to find an entrance point may vary from one employer to another.
“There’s no clear direction because HR’s so broad,” said Catherine E. Preim (SHRM-CP), HR manager at Philadelphia-based transportation Consulting firm SYSTRA USA. The job covers the entire spectrum of HR, from benefit administration diversity to workforce management and technology.
In general, three paths can lead to an entry-level position 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.
- Over the course of several years, I worked in an operational position at an enterprise, and later transitioning to HR.
Here are some common strategies for getting the attention of HR’s top hiring executives.
Learn from Experience
You’ll need work experience even if you’re a major in HR. “Don’t believe that because you’ve earned a degree is enough to be qualified for the job,” warned Jessica Miller-Merrell SHRM-SCP. Chief executive for Xceptional HR in Oklahoma City and the founder of Blogging4Jobs.com.
“You depend heavily on your experience working in Human Resources,” explained Tracy Burns, CEO of the Northeast Human Resources Association in Concord, Mass., one of the SHRM chapters. “You have to … take what you’ve learnt in your classroom to the real world.” There are a myriad of employment laws regulation, regulations and compliance questions which go with HR, it’s “a career that is risky, and you need to know the rules of what you are allowed to and cannot do.”
How do you obtain the experience?
Sharlyn Lauby, president of South Florida-based Training consultant ITM Group and creator of the blog HR Bartender, suggested three techniques:
- Internships, which not only provide hands-on opportunities, but also provide exposure to potential employers.
- Engaging in a SHRM student chapter is what she described as “a excellent way to connect with practitioners and providers.”
- Finding opportunities through HR service suppliers, who “have huge HR expertise within-house.”
“Internships are the No. 1 in importance,” said Miller-Merrell. “If you’re able to gain one calendar year of work experience at school, then you’ll have advantages.”
Build Relationships
“HR employees are excellent networkers and they are eager to help people achieve, so take advantage of their strengths,” advised Mike Kahn SHRM-SCP, executive consultant in Human Resources Search at the Lucas Group in Houston. “Network like crazy. Because companies have so many varieties in their approach to HR, it can be essential to figure out the ways to be a part of an organization.”
This leads to the dilemma 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 you’re at the SHRM chapter, the conference or a state council meeting, go where your bosses would be,” she said. “If you’re the only college] senior there, you’re only competing against you.”
Many students, she explained don’t seek out the professionals who could help them. Even though she’s a member of a number of student HR organizations, Miller-Merrell stated, “I’d say I’ve had one student call me in the last five years. This means there’s plenty of chances for building connections.”
Be a professional
Remember that human resource is, first and foremost, a business function. If you think it’s only for you because you’re not a “people or a person” your on the wrong track.
“It’s about understanding business and applying individuals’ strategies,” said Caliopie Walsh as vice president of HR at Experian Marketing Services in New York City. “During interviews, a lot of students say they are drawn to HR because of their personality. That’s the worst answer that they can provide. A great HR person knows the business and has the ability to apply human strategies to ensure it’s successful.”
“Companies require business-minded individuals with HR knowledge,” Kahn said. “They require business acumen and analytical and system capabilities.” In actual fact many believe that people who excel in HR are those who’ve gotten working experience first and then transferred to HR.
But, it’s really not an entry-level route. After spending years developing their knowledge of business, they typically come in with a higher level of experience. In addition, Miller Merrell stated that this type of career can pose challenges “because there are a lot of [HR] nuances which you must learn.”
In addition, said Tameka RenaeStegall HR business partner at the energy services company Schlumberger in Houston people who are moving into from other areas often face opposition from HR’s manager. “The issue is that when people go through resumes, they’re not checking boxes off,” she said. “So they’re not saying ‘This person’s been a manager. They can adapt to HR. If they spot someone senior who’s going to cost more money and they take on a student which is cheaper.”
Manage Your Expectations
Finally, it’s important for entry-level candidates to manage their expectations. Even though it’s often not the most of the time, graduates may be frightened at the sort of work they’re expected do when they start out. “In HR, you’ll get an undergraduate degree that lasts four years, and the first job you get feels like administrative. It’s also where the profession began,” Burns said.
In addition, this work is “foundational,” Stegall said. “You need to be able and you have to be prepared to begin at the bottom because that’s where you’ll begin learn to appreciate 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 not realistic to imagine that you’ll have the job of an HR manager without years of experience. It’s essential to get your feet immersed.”
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