Author Archives: Ben

Leadership-it's about asking tough questions...

I’ve Done HR But I Don’t Have an HR Job Title [Reader Question]

One of my favorite things to do is answer reader questions here on the blog. If you have a question you’d like answered (I answer as many as possible!) just shoot a note to ben@upstarthr.com. 

Question, Questions, Man, Head, Success, Lamp, Brain

Hi Ben,

I’m a Business Administration major. I’m in my last year and I’ve chosen 5 Human Resource courses as my electives to assist me with gaining a basic knowledge of the career I want to pursue.

I have some experience with the recruitment process. I worked as a Assistant Leasing Manager for 9 years, and the company was small I would use social media and job platforms to search for Maintenance candidates, make the calls to schedule interviews, process their testing and applications and assist with completing their W2’s , insurance, and set-up their employee file. I assisted the company with setting up new payroll systems and establishing employee profiles.
Long story short Ben is could this be used to assist me with gaining access into a entry level position. Every time I apply for a position, they want 1 to 3 years or more of experience. I have never worked with HR systems before, but have encountered them them course work. How do I get firms to consider me for positions in this career? I have bits of experience but have missing parts needed to qualify for them.

Please , any advise you have would be beneficial to me. Can you point me in the right direction?

Sam


Before I dive into an answer here, I want to let everyone know that I’m going to be recording a podcast series on We’re Only Human focusing on HR careers to help share these kinds of answers in a broader way, reach and help more people, and get some outside perspectives as well. If you have any ideas you want to share about what you think might be helpful or things you might want to learn yourself, please weigh in here

Now, as for the question today, this is such a common question that I want to address here for anyone that’s trying to get into HR.

One of my long-time recommendations is to “do HR where you are.” If you are in retail, find ways to help set schedules, train other workers, or coach new people. If you’re in an office environment, help to welcome interviewees and show them around, work with new people on orientation, etc. Anything you can do that extends your capabilities into the realm of HR is a good thing. The next step is to take any of that experience and translate it onto your resume.

Sam, I would revise the resume to prioritize your HR-related skills, because everything you listed in your experience above is something that an HR pro would do at a larger firm (recruiting, onboarding, new hire paperwork, etc.) If you have to explain your role/title as “Leasing Manager and On-site HR Support,” that would be accurate based on your job duties even if it wasn’t your technical job title. You can explain that in an interview but right now the leasing job title is preventing you from even starting a conversation with a potential employer.

I have written a lot on this topic and these resources will help you to think about this, but I think changing the resume is your best bet as a starting point. In the big scheme of things, the resume is about starting a conversation with an employer. The interview is about really selling them on your capabilities. If you are applying for early career/entry level HR roles and you have these experiences you mention, it should be easy to convey in an interview. Right now you just have to get over that resume-to-interview hurdle and then you can really show off what you can do.

You’ve got this! Good luck and go make it happen. See other reader questions here.

If anyone else has advice for Sam, feel free to share below!

WOH 74: Using Internal Podcasts to Communicate with Deskless Workers

Today, more workers than ever are in roles that do not provide them with an office, a desk, or even a computer or email address. Forbes says that more than 2 billion workers work in a deskless environment. So how can employers communicate with those staff, engage them with learning content, and keep them informed? 

In today’s episode, Ben interviews Jon Thurmond, an HR leader with Team Fishel, to explore this challenging issue. Thurmond has led the charge at Team Fishel to create an internal podcast to share content both for communications and training purposes, and it is already receiving positive support from the rest of the organization. 

In the conversation, Jon explains how to get started, what it takes to build a business case, and a few ideas for the kinds of content he is targeting with the new communication channel. 

 

Connect with Jon on Twitter: https://twitter.com/Jon_Thurmond

Check out Jon’s podcast: https://hrsocialhourpodcast.podbean.com/

Take the one-question Talent Acquisition Priorities survey: https://www.surveymonkey.com/r/VGKB7LH

HR and Talent Trends webinar: https://zoom.us/webinar/register/WN_mRX4LkNSTzSz90OjZOP1NQ

SHRM-SCP vs SPHR: Which Senior HR Certification Makes More Sense?

Are you a senior HR pro thinking about getting a certification, and you’re selecting between the SHRM-SCP and the SPHR? Have you wondered if the SHRM senior professional certification or the HRCI senior professional in human resources certification is right for you? Or maybe you’re one of those thinking about getting both of these credentials? Then this post is for you!

One of the most popular posts I’ve written in the last few years continues to be a piece on HR certifications SHRM-CP and PHR. It is a very common question, and before SHRM and HRCI broke up, it wasn’t an issue. However, I’m now seeing more people who are moving up in their careers that want to explore the senior HR certifications like the SHRM-SCP and the SPHR. As someone who holds both certifications, I am an advocate of them for a few reasons:

  • They quantify, to some degree, the person’s understanding of HR and how it ties into the business.
  • They have more situational questions than the basic PHR/CP exams that are much harder to study for, requiring you to really know and have hands-on experience. That adds credibility when you do pass.

You will run across people who do not believe in them or care about certification. You will find Chief Human Resources Officers, VPs, and Directors that have no certification. Does that mean you shouldn’t pursue one? Absolutely not. If it’s on your mind and you are seriously considering it, then don’t let someone else’s career choices derail you from getting the certification you think you want. There’s also the financial aspects of earning more money with an HR certification.

SHRM-SCP SPHR HR CertificationsTo be transparent, I didn’t have to take the SHRM-SCP exam. SHRM was very smart during the split away from HRCI and allowed any practitioner to answer a few questions and in five minutes transfer our SPHR over to the SHRM-SCP certification. Many of the people you find with both have had both since the split, though there are some that have taken the additional time and expense to get them the “old fashioned” way by studying and taking two separate tests. I have great respect for those people and highly recommend that you reach out to a few friends or colleagues in the industry that you respect to ask them how they got the certification and for any advice they might offer for you.

I will offer my normal disclaimer here before I go any further: Continue reading

WOH 73: What it Takes to Mentor Women (and Men)

In our study on Disruption and Reskilling, we found that one of the top ways employees want to learn new and different skill sets is through coaching and mentoring. However, mentoring is one of those concepts that is often oversimplified in the workplace. It’s more than a casual conversation or one-way relationship. As today’s guest on We’re Only Human puts it, there’s a level of “needed nervousness” to create positive tension and a supportive relationship. In other words, if you’re always comfortable, you are overlooking growth opportunities and you’re not developing at the rate you could be.

In an intriguing conversation with Major Chaveso “Chevy” Cook, an active duty officer and expert on mentoring and human interaction, Ben works with Chevy to dig into what it takes to create powerful, positive mentoring relationships that drive impact and value for the participants.

Learn more about Military Mentors: MilitaryMentors.org

Connect with Chevy: chevy@militarymentors.org or visit him on LinkedIn at https://www.linkedin.com/in/chaveso-chevy-cook 

 

Weigh In: What’s Hot in Talent Acquisition and Recruiting in 2020?

Click here to give your vote in 20 seconds or less. 

One of the most fun pieces of my work is getting the opportunity to tap into the ideas, energy, and creativity from HR and talent leaders like you and then share that insight with the rest of the world. This year we are revisiting our shortest but most popular study from a few years back with a single question: what’s hot in talent acquisition in 2020?

My team and I will be reviewing the responses, tabulating the results, and creating a report to share the findings and how they compare with our last set of data on the topic. I would personally love to hear from you what is going to be hot for the coming year!

If you want a free copy of the results, just drop your email into the survey after you answer the one question on what you think will be hot in 2020. Easy peasy! The survey will be close on February 7th, 2020 so be sure to respond and share this with your peers so they can vote as well.

WOH 72: How Intel Designs Intentional Candidate Experiences

Employers have been talking about candidate experience for years, but many of them still struggle to make it better in practical ways. Should they focus on technology? The interview? How the culture is communicated?

Intel has taken a holistic approach to the challenge, intentionally designing specific experiences that attract and engage candidates throughout the hiring funnel and beyond. In this interview, Ben talks with Allyn Bailey about Intel’s strategy for improving candidate experience and the philosophy behind it, as evidenced by one of Allyn’s comments in the conversation:
“Hiring is about taking people with dreams and aligning them to organizations that have hopes and dreams so they can accomplish something together.”

See how Intel treats candidates on their careers page: http://jobs.intel.com

Connect with Allyn: https://www.linkedin.com/in/allynbailey & https://twitter.com/allynbailey

We're Only Human Podcast

The Top 5 Podcast Episodes of We’re Only Human in 2019

Nearly 11 years ago I started writing this blog as a way to capture my learning moments in a new HR job. Today, I still write a good bit but it comes in the form of reports, research, and case studies. I still create plenty of content, but the podcast has become an increasingly fun and interesting way to gather information and share it with the world.

Becoming a Podcast Listener and Reaping the Rewards

I made a new year’s resolution a few years ago to listen to more podcasts when I had downtime (washing dishes, folding clothes, etc.) or in the car, and I have learned so much and have been thoroughly inspired from that otherwise “wasted” time.

It’s a great tool, especially for those that are “too busy” for professional development. For instance, I recently met an HR director who drives an hour each way to work and home daily. She can’t go to lunch and learn meetings or other development sessions because she doesn’t have time. She normally listens to talk radio but felt like it wasn’t really preparing her mentally for the day and was stressing her out. I told her to take a week and listen to the podcast in the mornings and whatever she wanted in the afternoons. She reported back a week later: not only did she learn a few new concepts that she was already planning to incorporate into her HR strategy but she had reached out personally to connect with a guest with a similar background to her. Score! :-)

I’d encourage you to check out the podcast and try to listen during your commute in the mornings on your way to work to give yourself new ideas and inspiration for your role. Even if you listen to something else in the afternoons, you can feel better knowing you’re educating yourself while you’re in the car, on the train, etc. every day. Also, if you are certified and want recertification credits for that listening time, our team has pulled together some free sets of podcasts just for that purpose.

With that in mind, here is a starting point if you don’t listen to the show yet. If you do, this might be a good opportunity to revisit a few episodes that were most impactful in 2019.

Top 5+ We’re Only Human Podcast Episodes in 2019

  1. 54: Forecasting the Future Jobs of HR and Recruiting: In this rare solo episode (most episodes are interviews, but in a rare case I will take the microphone and lead a discussion on a trend that I think is interesting for today’s business leaders) I look at the changing roles of HR and recruiting and what the future of these positions looks like through the lens of automation and the human skills of work.
  2. 53: How to Partner with Your Talent Analytics Team: During a conference I had a chance to interview a pair of sharp HR and analytics pros from Cox Enterprises. We dig into how to build a partnership between HR and the reporting/analytics team to get better results.
  3. 65: Delivering HR Technology for 75,000 Global Employees at Emerson Electric: I had the opportunity to talk with the head of HR technology for a global enterprise, and this case study offers insights into how to pick technology that meets the needs of the business and build the right selection team.
  4. 56: How Delta Airlines Designs its Candidate Experience: Another valuable case study, this episode explores some of the interesting ways Delta Airlines adds value for every candidate that applies for a job. The airline does this not only because it’s important to create a positive candidate experience, but also because for consumer-focused firms, those candidates are also likely to be customers as well.
  5. 52: The Top 3 HR Tech Implementation Mistakes: If you’re going to buy HR technology for a firm with 100 employees or one with 100,000, then you need to get a few key things right. In this conversation with an experienced implementation consultant, we explore the “big 3” as well as how to solve for them in the implementation process.
  6. Bonus: 62: How to Respond to Negative Glassdoor Reviews: Just one listen behind #5, I’m throwing in a fun interview I did with a recruiting leader about how he responds to negative Glassdoor reviews if/when they are created. This is a good piece of practical advice and a great interview to start with if you’ve never listened to the show.
  7. Bonus: 55: The New HR Leader’s First Year on the Job: Tied with #6 above for listens and a great first episode to try for new listeners. I had the opportunity to interview the head of HR for a research organization about how to hit the ground running in a new role as an HR executive. The insights on establishing credibility, planning ahead, and more were incredible.

If you have an idea, a question, or a piece of advice you’d like to see covered on the We’re Only Human podcast, please don’t hesitate to reach out! Also, if you learn something new or are inspired by a particular episode, please let me know! Love hearing those comments from listeners.

Sponsors: We also have openings for sponsors on the show if you want to get your message in front of thousands of HR professionals as well. Ping me for a media kit and details!