Launching Your HR Career

The majority of questions that come through e-mail and the message board relate to getting started in or making a transition to Human Resources. It's not surprising, considering the rate at which the profession of Human Resources is growing; the Society for Human Resource Management's membership rose from 100,000 in 1999 to 140,000 in 2000. That coincides with the increasing demand for Human Resources specialists and managers: a projected growth rate of 18% (97,000 more of us!) between 1996 and 2006.

But what specific paths can you take to ensure that the doors to this somewhat elusive field will open for you?

• Recruiting. This is probably the easiest and most popular way to enter the world of Human Resources. It is not uncommon for companies to be experiencing a 30% turnover in today's low unemployment, booming economy marketplace. Recruiters are always in demand to ensure that a company's attrition is kept in check. You may be able to get a break from a small company that can't afford to pay for a more experienced recruiter, or from a larger company that is willing to train someone with the right background.

Search firms and placement agencies are also good bets. Through your recruiting experience, you will also delve into the basics of compensation and employee benefits, which will help you to attain a rudimentary understanding of these and other key components of HR.

• Internal movement. You'll need a good reputation and a great advocate with the right network of contacts to sell you as the right candidate.

• Temporary agencies. Don't smirk! Temporary agencies are a great and underutilized means of getting your foot in the door of that really "difficult-to-get-into" company ... and also a really good way of building experience into your resume. Find out which temporary agency your company-of-choice uses (and what others they may subcontract out to if they can't fill the need) and register with them. Let them know of your interest to only work in Human Resources in long-term assignments (e.g., maternity leaves, special projects, etc.). Once there, do a great job, and the company will probably find a way to hold onto you in one way or another. If not, accept other long-term HR jobs through the temporary agency. Most reputable agencies nowadays offer competitive compensation, vacation and holiday pay, 401(k) programs, training, and some level of benefits. Not a bad deal!

• School placement offices. Big and small companies hold information sessions, post internships and summer jobs, recruit, and request resume books from school placement offices. Be sure to establish and maintain a great rapport with your Placement Director; s/he could be the gatekeeper to your first job and a great resource throughout your HR career.

• Internships. Available through your school or directly on big companies' web sites. Great resume-building experiences.

• Contracting companies. Many big firms outsource their HR work to smaller companies that may do the work for them on- or off-site or lease employees back to them. Working for one of these outsourcing companies can get you great HR experience and exposure to the client organizations should you wish to make a switch later on.

• Independent consultants. Being an independent consultant requires you to have amassed a certain degree of Human Resources expertise in one specific arena and a whole bunch of networking contacts through which to get your engagements. It also requires you to have good business knowledge so that you can make sure to stay afloat. You can also pursue the path of working for an independent consultant on his/her staff and getting HR experience that way. You can find a listing of independent consultants who belong to SHRM on their web site (www.shrm.org).

Of course, use of these venues won't guarantee your selection and success in HR. You must also be able to demonstrate that you have the required technical and personal competencies for the job. These include flexibility and adaptability to change, trustworthiness/confidentiality, good judgment, and fair, consistent treatment of others. You will need to be able to multitask and prioritize, negotiate, sell the need for programs and their strategic alignment to the firm's goals and culture, and work well in the paradoxical environment of people versus a strategy/bottom-line. Good luck!