Over the last week I’ve received more than half a dozen emails from people looking for their first foray back into the HR realm after making a move to a new city, taking time off for childcare/maternity leave, and other similar stories. It’s a challenge, but this is easier than breaking into HR in the first place if you have some sort of track record to point to. Often, those early experiences (whether in HR or outside) can help us by illuminating the activities we don’t want to do just as much as highlighting those thing we do want to do. Today I’m going to offer some practical tips and strategies to help those of you that are on the outside trying to get back into HR.

get a job in HR

The Local HR Group/Chapter

Let’s talk about networking. What? You’ve heard of it? Well, good. It’s a primary component of my advice for those people trying to break into HR. But I realized this week that I have a more radical view of networking than others. And no, not in the “annoy everyone around you all day every day” kind of radical view. I’m talking about the kinds of ideas and opportunities I create around me to find and connect with other smart people. Note: I hate talking about myself, but this is a good story that illustrates the point. If you have a good story, please leave a comment on this post so others can learn from your example as well!

When I was getting into HR back in 2009, I was much more shy than I am today. I didn’t have anything of value to offer the HR community. I was just one of many recent grads with a degree and a job that didn’t fit my long-term goals. So I went to my local SHRM chapter (CIPD for those of you across the pond).

Yes, this is a common step for many people. But what happened next is not.

Instead of going to events and trying to meet people, I decided to make people want to try to talk to me (remember, super shy here). I emailed the webmaster for the local chapter and asked if there was a way to help with the website and other duties. He readily agreed, and I started attending board meetings with a small group of smart, connected individuals in the local community.

Because I was a board member, the others quickly got to know me and my credibility grew. And I started connecting with others in the chapter over time.

About a year after I started volunteering one of the board members had a job opening. It was a stretch opportunity for me, but because she got to know me through my volunteer work, she knew I would be a good fit.

And then I stopped, gave up the whole networking thing, and forgot about it forever.

Heh, not really.

The next year, I decided to do something that nobody had done before in the local chapter. I started an HR book club as a way to connect to like minded individuals, learn some lessons, share some expertise, and read plenty of books.

Through the book club, I forged stronger relationships with some of the people I already knew, and I also extended my reach to others in the chapter that were interested in developing themselves through books. That year-long experience was a lot of fun, and I still talk regularly with one of my friends that I made in the group.

There have been other initiatives within the chapter I have participated in, but those are some of the ones that stick out as particularly innovative.

Find an HR Technology Vendor

This is another option that is completely different from pretty much anything you’ve ever been told, but it’s worth a shot (especially if you’re in or near a large city). HR vendors sell technology to companies, but their primary audience is HR leaders. I think approaching a vendor with an HR degree, certification, or background would make you more valuable than someone just coming off the street with no knowledge of HR, recruiting, and those aspects of the business.

The caveat here is that you’re probably going to have some level of technology savvy to pull it off. I’m not saying you need to be a code jockey, just that you can use technology and find your way around without a lot of fumbling and help.

There are providers across the world that offer these solutions, but if you’re in areas like Boston, Chicago, San Francisco, Atlanta, etc. there are probably quite a few companies to pick from. If you want a list of company names to give you a head start, check out my How to Learn HR for Free post.

The Bottom Line

The one thing I want you to take away from this conversation is this: applying online, submitting resumes, etc. should only be 10-20% of your job search efforts, not 80-90% as is the norm. It will require you to get quite uncomfortable in many cases, but it’s also the key to creating the career path that serves you best.

What other questions do you have around the topic? Anyone else have a great story of how you’ve made it happen? 

This week I was approached to complete some HR informational interview questions by a young lady heading back to college for a master’s degree in HR. I’ve answered similar questions before, and I have always had a heart for students looking to break into HR, so I obliged. As I responded, I wondered how others would answer and what advice they would share with someone preparing to enter this amazing profession of ours.

Would you pick a question and give your own answer in the comments section below? I used these informational interviews years ago before I got started in HR, and the responses helped me to hit the ground running when my entry level HR career took off.

HR Informational Interview

  1. What are the main duties of someone in HR? It depends on the position, but an HR generalist typically touches a variety of areas, such as recruiting, compensation, benefits, employee relations, training and development, and safety.
  2. What kinds of problems or difficulties occur in performing these duties? I’ve found that in general, companies and leaders that do not value HR are the biggest stumbling block to success. If they don’t believe that what you’re doing is value-add and benefiting the organization, then no matter what you do there will always be a limit on the positive impact you can have.
  3. What kind of rewards or enjoyments does this work provide? I would say that HR pays fairly well, if you are competent and willing to work hard. Beyond that, the satisfaction of helping families with their benefits, working with an employee to develop themselves for a promotion, or helping to coach managers through challenging times are some of my favorites.
  4. What characteristics do you believe are needed to be successful in Human Resources? Usually this question is met with answers like “confidentiality” or “multitasking.” I’ll take a different approach: you need to have a sense of humor. This job can be draining if you don’t have an outlet. Imagine having to terminate someone through no fault of their own simply because the money isn’t there to support the position. Do that often enough without a release and you start to lose your mind. For me, a sense of humor is one way I can get through those tough days and stay fresh.
  5. What kinds of knowledge and skills must someone have to be successful in HR? The basics of HR include recruiting and staffing, managing employees, labor relations, risk management, benefits and compensation, etc. The more nuanced things include this list of the top five senior HR leader competencies.
  6. What else should someone thinking of getting into the HR field know? It will be nothing like you expect from the textbooks. You will learn about 10% of what you need to know to be successful with a degree in HR. The other 90% comes from doing HR every day.
  7. As I said I have a B.S. in Family and Human Services. Do you think that my background will influence me, positively or negatively, in the field of HR? I think you’re probably going to be very caring and considerate of the differences people have and what that enables them to bring to the table. The only concern is a lack of business-mindedness that is a critical part of HR today. If you can’t speak the language of the business leaders and only talk about morale and such, you won’t have any credibility.
  8. Why did you decide on a degree in HR specifically and not another Business-type degree? I knew when I was a child that I wanted to be in HR–I just didn’t know it was called HR. My parents owned a small business and had constant challenges with hiring, benefits, retention, etc. I always thought I would get a degree in management to figure out how to solve those kinds of problems. When I got to college I realized that this “HR thing” was exactly what I had always wanted to do!
  9. What exactly is your current position and what does it entail? Currently I’m not in a traditional HR role. I am working as a research analyst helping some of the largest companies in the world by creating research, publishing case studies, etc. I spend much of my time writing and creating research from primary survey data.
  10. Why haven’t you made a switch in career fields? If you have, why did you return to HR? Some would say that I did by stepping out of the traditional HR role, but I like to think that now I can help employees at a hundred companies instead of just those at the one company I was at previously.
  11. What general advice do you wish people told you about HR before you started? I did many interviews just like this one, so I had most of my questions answered early on. The only thing that would have helped more would have been more general in nature. I would have liked to know that companies often don’t change, even when they are on the wrong path. My first HR job was for a company that ended up going over the financial cliff because our leadership was unwilling to make the changes necessary to improve the business.
  12. Any specific advice for me? Especially concerning pursuing a Master’s Degree and what to do before and during the program. I’d spend as much time shadowing and talking with in-the-trenches HR folks as possible. Sign up for Twitter if you’re not already there and follow conversations like #NextChat. This will help you find other HR leaders that are worth following. Look for other HR blogs that will help you see through the eyes of accomplished professionals, such as HR Capitalist, HR Ringleader, and HR Schoolhouse. Good luck!

What do you think? Did I steer her in the right direction with the informational interview questions? Did I miss anything critical? 

I have been on a parallel track to HR for the last year and a half or so, and there are a few things that I miss about my beloved profession. There are other things, as mentioned below, that I certainly appreciate about my current role. For those of you contemplating a step into a consulting or other position outside the “mainstream human resources” function, here are some things you might run across.

What I Miss

  1. Having insight into the business operations, funds, etc. The bird’s eye view of things. You never realize how much you appreciate it until it’s gone.
  2. Having a say in who receives recognition/rewards for their efforts. I miss being able to “go to bat” for someone that earned it.
  3. Knowing the value that everyone brings to the organization.
  4. Being able to talk with the CEO and other leaders as a trusted friend and swaying them when they are on the wrong path.
  5. The satisfaction of bringing on the perfect recruit, solving a manager coaching issue, or helping an employee with a career milestone.

What I Don’t Miss

  1. I no longer have to deal with employees that don’t deliver results and managers too awful to do anything about it.
  2. I don’t have to spend hours on the phone trying to investigate sexual harassment or other claims.
  3. I don’t have to put some of my favorite skills to the side and keep them unused for most of the time.
  4. I (sometimes) miss having an office with people around me.
  5. Probably some other stuff that my mind is glossing over right now like a faded memory–picking out the good parts and whitewashing the bad.

What I Love Now

This list isn’t complete without talking about what I love about my current role. It’s not too shabby!

  1. I get to write. Pretty much as often as I want. And I like to write quite a bit, so that’s saying something.
  2. I talk with technology companies all the time, but I’m not being sold–I’m asking the questions and digging into capabilities. That’s much more fun.
  3. I get to peek into some of the HR, learning, and talent practices at world-class organizations and share those insights with the world.
  4. I have the opportunity to impact many more companies, employees, and leaders than I did in my previous positions.
  5. I have the ability to work from home, which lets me work how and when I am most productive.

This is a great exercise! Think about your current role–what do you like best? What would you gladly give up? 

As I look back on the past five years and all of the people I’ve met, I have made some interesting conclusions about career choices. My background as an HR pro has helped to expose me to a wide variety of experiences, people, and career options. I was talking with a friend a few days ago about some of the HR positions I have had over the years. Some of them were at dysfunctional companies with dysfunctional teams. Others were made up of great people vigorously pursuing excellence at all levels. However, I don’t know that I would have appreciated the good ones as much if I didn’t have some bad ones sprinkled in there for comparison.

Think about it. If you are feeling pretty sore from a workout or from a long, stressful week, you appreciate a massage more. If it’s hot out, that cold drink seems especially soothing.

So while we’re all working hard to offer great work environments and engaging opportunities for employees, they might not realize how nice they have it without a really awful place to compare it to.

So, what’s the answer? I really don’t know. We won’t make it unappealing simply to make a point, but there has to be some way to make this work. While you’re pondering that, let’s talk about something else: coaching.

One of my favorite HR activities is providing coaching to managers and employees at critical moments. For whatever reason it’s just something that I really enjoy. Recently I spoke with a friend about some of these career coaching moments, and we discussed how to approach some particularly tricky options his employees are facing.

Here are two scenarios that are probably all-too-common. If you have seen employees with these sorts of challenges, I’d love to hear how you helped them to resolve the issues.

The Overpaid Employee With an Entitlement Mentality

Let’s call her Carla. Carla has worked for this company for years and has tons of experience in her field. She’s the most technically competent employee that works for this company–and she knows it. She has been poking her manager about a pay raise because she thinks she is worth more money. The truth is she’s probably already overpaid for the level of responsibility she holds and overall value she brings to customers.

So, like it usually happens in this situation, the manager sends her to HR to talk.

My recommendation was to turn it around. This is not HR’s job to discuss this–it’s between the manager and employee. I suggested my friend get the employee to set up a meeting (after all, she is the one pushing this so hard) between her, her manager, and HR. The employee needs to lay out what she wants and expects, and the manager needs to be upfront and honest about her career aspirations, the value she brings, and what possibilities lie ahead.

Every time I do this the manager initially balks at the concept. However, after the fact they appreciate having the clarity between them and the employee, and HR was able to observe/facilitate and offer support without having to be the one driving the discussion.

Honestly, the employee forgot that less than five years ago she worked for an absolutely terrible organization that treated her poorly. She’s become a bit aggressive and entitled at the same time, and this is the first step to rectifying that.

The Humble Employee with Limited Experience

Another employee faces a career decision as well, but of a different type. This guy has a great attitude and has grown in responsibility over time. He also has about five years of experience with this company, but he realizes that he doesn’t have the depth and breadth of experience to move to the next level. He doesn’t want to leave, but at the same time, he knows that something will have to change for his skills to be up to the task of managing his function in the coming years.

So my friend talked with him about possibly leaving for a year or two to work at another organization, learn their processes, strategies, etc. and then return in time to step up to the next role when it is time. Obviously this carries some risk:

  • what if the job doesn’t materialize
  • what if the things he learns are not enhancing his skill set
  • what if the company can’t hire him back when they originally said they would
  • who will run his function in his absence

You get the idea. It’s scary.

And yet it’s innovative. It’s a solution to the problem. And without anyone internally to mentor him and help him grow, this might be the only chance to gain the needed experience to ultimately help this company succeed.

If you think you might identify with this guy and need to make a change for your own career development, then scout out some local opportunities to see what might be available. And if you’re looking for a resume template to help you with that search, check out this resource.

So, those are just two of the most recent conversations I’ve had about HR being involved in career discussions with employees.

I’d love to hear your thoughts. Which of these types of employees is working in your organization right now? How can you help them? 

This is another installment in our “Day in the Life” series, this time focusing on the HR directors out there. In case you missed one of the previous pieces, here is the full list:

Read on below to learn about what those HRD’s do all day, including some funny comments, in-depth descriptions, and other helpful details.

day in the life hr professional

The Life of an HR Director

Taheti

  • Company/industry: Non profit mental health and autism service provider
  • Years with current company: 4
  • Years in HR: 10
  • Degree/Certification: Masters in Workforce Development and SPHR
  • Average day: Assisting mangers with coaching their employees with disciplinary issues developing leadership training for front line supervisor currently working on employment engagement survey
  • HR wit/wisdom: They call me HR ninja :-)
    Happy cows make better milk meaning happy employees perform better!

Tici

  • Company/industry: Non-Profit Residential Treatment Center for at-risk children and youth
  • Years with current company: 6 months
  • Years in HR: 6.5 years plus pastor of 6 churches
  • Degree/Certification: BS in PSY, Master of Divinity, Doctor of Ministry
  • Average day: I spend half my day trying to attract and retain great employees at non-profit pay. I do the full range of HR from orientation to termination, compensation and benefits, and everything between. Bench-marking, crisis response planning, organizational development, training, statistical reports, disciplinary procedures, workers comp., evaluation, labor legislation, agency licensing and accreditation, developing and updating policies and procedures, day-to-day HR stuff like paying insurance bills, and educating myself, I do a bit of everything HR. My assistant is also the receptionist which is a challenge!

Crystal

  • Company/industry: RLB LLP
  • Years with current company: 8
  • Years in HR: 12
  • Degree/Certification: CHRP, CHRL
  • Average day: “I am laughing at “”average”” :) I meet with staff, work on implementing new and innovative people programs, meet with the executive, recruit, consult for clients, train and motivate my team, learn, and any thing else that needs to be done in a day. plunge a toilet? sure!”
  • HR wit/wisdom: Take risks, be authentic and have fun!

David

  • Company/industry: Higher Education
  • Years with current company: Four
  • Years in HR: Over 18
  • Degree/Certification: SPHR
  • Average day: I will spend my day interviewing exempt level employees, attending budget meetings, working out tow or three employee relations opportunities (these include an employee about to be terminated because they don’t show up to work, employee who believes they are under paid, and another who is having a difficult time adjusting to out culture and doesn’t know it). If I have any non-transactional time, I will work out the latest policy on “Pets in the workplace” and send it to our attorney, then complete the four performance reviews I have to complete before next week. But, I don’t have an average day…
  • HR wit/wisdom: As Steve Forbes used to say “in life, to get ahead, it’s not who you know, it’s whom you know that matters.”

Sherry

  • Company/industry: Solid Waste Management and Recycling
  • Years with current company: 2
  • Years in HR: 15
  • Degree/Certification: Bachelor’s Degree in HR Administration
  • Average day: I spend 2 hours a day recruiting (placing ads, calls, interviews). Every other HR function except payroll falls to me (benefits, culture and recognition, workers comp, DOT compliance, OSHA, time sheets, research, W2s, data entry, reports, newsletter, Chamber of Commerce, etc.). I spend 3-5 hours a day with random visits of former employees, current employees and managers and issues that come up. There are 150 employees and turnover is high so I’m working with about 400 people in a year if you include the applicants/candidates, new hires and terms.Culture and recognition is my forte.

Jen

  • Company/industry: K-12 private school plus Day Care
  • Years with current company: 10
  • Years in HR: 14
  • Degree/Certification: BS
  • Average day: There is no average day! I’m an HR/Payroll department of one with about 140 employees, so my daily agenda is to stay flexible, keep smiling, and stay organized. Some days I’m at my desk for 8 hours, other days, I’m running to “put out fires”.
  • HR wit/wisdom: Be kind to everyone, even when they aren’t being kind to you (but don’t be a push over either.) Make friends with the maintenance and kitchen crews. There’s nothing like a great spreadsheet! You never know what a day is going to bring!

Coming up soon we’ll have other HR roles and responsibilities, but I appreciate the participants for sharing! Let me know in the comments below what you think about the series.

Last week I had the pleasure of speaking at the Alabama SHRM Conference. It was a great experience, and I love taking notes from other speakers throughout the day as well. My friend Dawn Burke from Daxko was speaking about stress on our employees and most notably on the HR staff. There are several reasons we face stress, including the work we do (terminations and investigations, anyone?), the sensitive nature of our jobs, and this pervasive idea that we shouldn’t be friends with anyone in the workplace because we “might” have to face them in a difficult conversation one day.

I have always thought that was somewhat silly, but hearing Dawn talk about it validated my thinking somewhat. When I think about the times I have had to investigate people at work or terminate them for cause, the people weren’t the type of folks I would have been friends with anyway. And even if I was, they were less than 1% of the company’s workforce. If I had decided not to be friends with anyone I would have instantly closed off that entire population of people, ultimately making my work less pleasant and enjoyable.

Today I hope to eliminate this idea that we should close ourselves off from the rest of the world by encouraging you to make some friends in the workplace.

You Need Friends at Work

Let’s go with someone reputable, like Gallup, to make this argument.

Human beings are social animals, and work is a social institution. Long-term relationships are often formed at work — networking relationships, friendships, even marriages. In fact, if you did not meet your spouse in college, chances are you met him or her at work. The evolution of quality relationships is very normal and an important part of a healthy workplace. In the best workplaces, employers recognize that people want to forge quality relationships with their coworkers, and that company allegiance can be built from such relationships.

The development of trusting relationships is a significant emotional compensation for employees in today’s marketplace. Thus, it is easy to understand why it is such a key trait of retention, and is one of the 12 key discoveries from a multiyear research effort by The Gallup Organization. Our objective was to identify the consistent dimensions of workplaces with high levels of four critical outcomes: employee retention, customer metrics, productivity, and profitability. The research identified 12 dimensions that consistently correlate with these four outcomes — dimensions Gallup now uses to measure the health of a workplace. An associated research effort, in which Gallup studied more than 80,000 managers, focused on discovering what great managers do to create quality workplaces.

This item — “I have a best friend at work” — is clearly one of the most controversial of the 12 traits of highly productive workgroups. In answering this item, many employees do not stumble over the word “friend,” because they have many friends at work. Instead, they get stuck on the word “best,” because they feel the term implies exclusivity, and they have trouble identifying one “best friend” among their coworkers.

Gallup discovered the power of this item in identifying talented workgroups — that the strongest agreement occurred in the most productive workgroups. Because some employees had difficulty with the word “best,” Gallup went back to those groups and softened the word to “close” or “good,” or excluded the word “best” entirely. When this was done, however, the item lost its power to differentiate highly productive workgroups from mediocre workgroups. This suggested that the use of the word “best” actually pinpoints a dynamic of great workgroups.

Okay, so friends at work are important to say the least. But let’s say that you have subscribed to the “no friends at work” rule for some time now. How do you start and reverse the trend?

By being friendly.

Here are a few stories about people I know that work in HR that I would say are better than the average and have cracked the code on how to be friendly with staff.

humor resourcesKrista Francis is the HR Director for Jubilee of Maryland, a nonprofit organization. As you can see in this picture, she changed the title of their department for a time to “Humor Resources” as a way to get employee comments and demonstrate their own sense of humor in the team. I think this is fun because people often see HR as the “no police,” not as a source of humor. Side note, check out the Levity Effect if you want more ideas on this.

Dawn Burke, the speaker I referenced at the beginning of this post, works for Daxko. The company provides cubes for all employees, including HR. That means that instead of the snazzy corner office, they get to work in and among the employee population on a daily basis. There are private areas for when times call for them, but I think this helps to break down emotional barriers with employees by breaking down any physical barriers that exist.

How I’ve Done It

Now, I certainly don’t have a monopoly on making friends as an HR pro, but I have several stories about how I have made this work for me that I’d like to share.

In the past when I had the chance to work in a cube environment, I actually appreciated being close to the employees I was serving. Anyone could stop by with questions at any time and didn’t feel like they were bothering me. When I moved to an office it changed that dynamic, even in subtle ways, and I missed the cubicle for that reason.

I also took time to invite random employees to lunch because we shared some common interest. Aaron the Engineer and I always went to lunch and talked about kids, building things, and faith. In the afternoons after work, Duke the Program Manager and Tina the Engineer were always amazing running partners and we could share stories and learn from each other. I also enjoyed chatting with Dave the Systems Analyst about his band and other fun tech-y type things. So many great memories!

Find people who have similar interests to your own and become genuine friends. For instance, in this photo I am standing with my good friends Duke and Tina at the Cotton Row 10k last year. We won the corporate team competition. We started running at work together.

cotton row 10k winners duke tina

Find people who like your same physical activities!

In this photo I’m hanging out with Trish and Steve, two of the smartest, nicest people I’ve met, at the Ultimate Connections event earlier this year. I met both of them through a shared interest in HR and improving the profession.

ultimate connections steve trish

Find people who like your same work activities!

In this picture I’m looking very chipper despite it being 3:00am at the time. This is our celebratory dinner after the annual midnight 5k that we put on to support our local food pantry. Each of these people is passionate about helping others and supporting the needy, which is why we spend dozens of hours planning this event annually.

light up the night 5k

Find people who like your same volunteer/charity activities!

So, think about how you can connect with those around you. It is a chance to enrich your own life and the lives of those around you.

Friends make you better, and better friends make you even better.

Are you friends with people at work? My guess is the smaller the organization the more likely HR folks are friends and the larger the organization the more likely they are not, but maybe that hypothesis is incorrect. I’d be genuinely interested in hearing some stories from others.

This is the second in a series of posts on a day in the life of an HR pro. Today we’re turning our sights to the recruiters out there. Below I have profiled several readers who recruit for a variety of industries and companies. If you missed it, the first edition focused on the work of a human resources manager. Read on below to learn about what recruiters do all day, including some funny comments, in-depth descriptions, and other helpful details.

a day in the life of an hr professional
The Life of a Recruiter

Kyle

  • Company/Industry: Telecommunications
  • Years with Current Company: 7 months
  • Years in HR: 10
  • Degree/Cert: N/A
  • Average Day: I’ve always been one of many hats and my role continues to be that with my current employer. I love working for a company that places the customer front-and-center of everything we do! The ability to find the right person for the right position is priceless.

Alicia

  • Company/Industry: Staffing Agency
  • Years with Current Company: 4 months
  • Years in HR: 4 months
  • Degree/Cert: Certificate in HR Management
  • Average Day: I spend most of my day recruiting on active positions that my clients have an urgent need to fill and plan for 2 hours out of my day to proactively recruit great candidates. My day consists of phone screening, interviewing face to face, prepping candidates for their interviews. Its competitive, fast paced and a ton of fun. The other side of my job is building relationships with my candidates and hiring managers, for example, taking them out to lunch or breakfast. I love that every day is never the same.

Sharon

  • Company/Industry: Healthcare
  • Years with Current Company: 15
  • Years in HR: 17
  • Degree/Cert: Certificate
  • Average Day: A typical day in the life as a Professional Recruiter typical begins with a checklist of priorities. Filtering through emails and notifications of hiring requests. Almost on a daily basis I review the status of new hires and where they fall in the on boarding process, i.e. pre-employment physical clearances, background checks, references and education/employment verifications via our database linked to the vendor we contract with for this service, Tabb Inc.Many days I may find myself working through lunch or eating at my desk depending on the activities I am juggling with, providing wrap around services to our hiring managers and potential candidates. phone screens phone interviews, scheduling in person interviews seeking potential candidates. Our applicant tracking system is our primary resource in our selection process as well as Monster’s resume database. On average I can recruit for up to 75 requisitions across the board from professional, technical, clerical and support services.Finally, my days generally end with checks and balances noting where I left off and what I will plan for in the coming days. I usually set aside 1 to 2 hours towards the end of the business day to manage applicants in our ATS/Monster. Email follow up and other correspondence as needed.

    I work in a fast paced, high volume organization where each day can bring the unexpected. You adapt and rise to the occasion with confidence and poise. It can be a very rewarding and self fulfilling having the ability to change and impact lives for the better. The ability to offer employment opportunities is what makes me want to report to work every day.

Alison

  • Company/Industry: Healthcare
  • Years with Current Company: 7
  • Years in HR: 10
  • Degree/Cert: SHRM-CP
  • Average Day: Our tool is disfunctional so I spend 50% of my day doing transactional items. We are working towards a consultative recruiting model. 1/4 of the day I do phone prescreens with the top applicants. The other 1/4 of my time I spend with managers. Any left over time I am digging out of my overflowing email box.I really like finding a good fit for an applicant and manager. I dislike all the hoops we have to jump through to make it happen.
  • HR wit/wisdom: Sometimes it’s not what you say, it’s how you say it.Be careful who you trust, if someone will discuss others with you, they will certainly discuss you with others.If it’s really funny, it’s probably harassment.

    It’s the moments together that change us forever.

    HR Dept: will work for doughnuts. :-)

Carly

  • Company/Industry: Financial Services
  • Years with Current Company: 3.5
  • Years in HR: 2
  • Degree/Cert: N/A
  • Average Day: I spend a lot of my morning sorting through resumes as I sip on my breakfast protein shake. Since we are currently recruiting an average of 10 positions with no ATS, needless to say, my inbox is a nightmare!Much of my afternoon is spent on initial phone interviews with qualified candidates. I schedule blocks of time each day for these meetings, pack them in back to back and and cross my fingers that everything sticks to schedule. I don’t know why I am still surprised by how many candidates are late or stand me up completely – but thats another story for another interview.What’s left of my day is spent going back and forth with hiring managers to get more clarity on what the h-e-double hockey sticks they are looking for in a candidate (changes daily) or talking them off the ledge of a potential bad hire.

    And that’s just the Recruiter side of me as I wear a lot of hats in HR.

Coming up soon we’ll have other HR roles and responsibilities, but I appreciate the participants for sharing! Let me know in the comments below what you think about this series or what specific roles you’d like to see highlighted.