I’ve been putting together a series over on my other blog about SHRM’s new Human Resources Young Professional project, and the series has covered some of the major issues identified by new HR pros. Those issues include lack of credibility, lack of challenging work, and lack of a definite career path. It’s a great read even for those of you who are experienced HR ninjas, because these topics are ones that reach out and touch everyone in our profession from the newest intern to the most senior VP.
I’d love to hear about any experiences you’ve had with managing or interacting with new HR pros. Are they up to snuff? Are they lacking in some pertinent skills (writing, communication, professionalism, etc.)?
How can I get into HR? That question has been asked untold numbers of times, and the answer isn’t always an easy one. And then there’s the sticky issue of trying to figure out what’s next when you finally do get into one of those highly coveted and treasured positions in the the human resources field. :-) Let’s see if we can shed some light on those issues today, ‘kay?
(Note: this is a post in the HRYP (HR Young Professional) series. If you know a young HR pro, please pass this along to them. I’d appreciate it, and so will they!)
My friend Chris Ferdinandi of Renegade HR has been writing a great eBook titled “Culture Convo.” It’s about how to use social tools to talk about your culture and share your employer brand with the world. I was lucky enough to get a preview copy, and I have to say that it’s an amazing tool that you must have. But that’s not even the best part. Before the book launches to the public, Chris is giving away some fantastic free stuff to get you rolling in the right direction. Here’s a snippet of his description…
You’ll learn:
How to use six of today\’s most popular social media channels: Facebook, Twitter, LinkedIn, Blogging, YouTube and Flickr.
How to get started, what to talk about, and how often to post.
I have been working alongside Alison Green on her new project for job seekers, and today she is giving away a free guide on how job seekers can do a job interview well. The guide has some great tips in there that I’ve never even considered, and I’ve already told her it will be going in my job search toolbox for the next time I have a job interview. :-) If reading’s not your thing, she has also created a twenty minute video (also free!) to give you the information you’re looking for.
I can’t guarantee that you’ll get a job if you use this guide, but I darn well know that you can do better in the interview than you ever have before! Continue reading →
I’ve talked before about meaningful and purposeful work. We all want to know that our work is more than just another hour wasted like a rat in a wheel. But how can we find (or make) meaningful work for ourselves?
(Note: this is a post in the HRYP (HR Young Professional) series. If you know a young HR pro, please pass this along to them. I\’d appreciate it, and so will they!) :-)
My Thoughts
I think one of the biggest things that can set you apart as a professional is to have some enthusiasm and passion for what you do. You can know all the legal stuff, be able to coach a manager, and document an investigation flawlessly, but if you don’t have a positive attitude, people won’t want to be around you. Continue reading →
I’ve been watching the results come in from a survey that Alison Green is working on, and I’m kind of ashamed to see the final result. What are job seekers frustrated about?
The biggie (49%!) is lack of communication. The second most common (11%) is having standards that are unreasonably exact, which keeps candidates and hiring managers frustrated.
Oops! I just realized that the video and audio tracks were separated slightly in the recording/uploading process. Now the video looks like a bad Japanese movie. If you can ignore that part, the rest of the video is worth the listen, though. :-)
I’m learning a lot in our local SHRM chapter mentoring program, and not to discount our speakers or leaders (both fantastic), but one of the greatest pieces for me is meeting other people with a thirst for knowledge and the willingness to reach for it. The other participants are top notch and I’m extremely blessed to be a part of the group.
What have we covered so far?
Developing an elevator speech to communicate your job to the CEO
Social Styles-how you interact and communicate with others
Branding
Controlling costs and impacting the bottom through benefit administration
Public sector HR-much more interesting than it sounds!
One of the most interesting ideas I’ve pulled from the experience?
There’s big power in small groups.
Quotes from other participants
For me, I\’ve enjoyed getting to talk more in depth about HR topics, challenges, etc.  I\’ve also appreciated the “safe†environment provided to ask questions. I also judge NMU has fostered lifelong professional relationships. Christine Beldner
HR may be a career where ‘interesting\’ stories are your day-to-day life and your friends or family might not be able to relate; but your HR friends and family can relate and probably top your most ‘interesting\’ story with one of their own! Karen Still
If you’re interested in getting into the NASHRM Mentor University group next year (if you’re local!), just stay tuned for more updates as the year progresses. If you’re not local, but you’d like to start a group for your own chapter, feel free to email me and we can chat! It’s an amazing tool for a young HR professional, and I can’t recommend it highly enough!
