How to Start a Career in Human Resources: 7 Steps

Introduction

Over the last several years, the economy has faced a number of significant challenges. Globalization and a slow recovery have changed the way firms work with employees. At the heart of these transformations is a focus on addressing the needs of talented employees while simultaneously reducing costs. Individuals who can help firms achieve these objectives receive better compensation, as they assist corporations in remaining competitive and addressing the most critical needs of customers — enabling businesses to compete aggressively in the marketplace. ("Impact of Globalization on Business," 2006)

To help businesses navigate these challenges, human resource management has taken on a critical role. HR managers can form bonds with employees that help them understand what staff members need. Moreover, HR assists executives and boards of directors in understanding a host of issues that could affect the company, including performance reviews, executive compensation, talent management, succession planning, and the integration of two different operating environments after a merger or acquisition. The combination of these responsibilities allows organizations to effectively adapt to the challenges they face consistently. (Harris, 2010)

As a result, demand for HR personnel is increasing by an average of 33% annually, prompting more college graduates and professionals to consider entering this career field. Fully understanding how to become an HR professional requires examining the different steps that must be followed and the strategies that must be employed. Together, these elements illustrate how someone can begin working in this rewarding area.

Personal Characteristics and Educational Requirements

Before beginning any career in human resource management, a number of attributes must be considered, including the ability to work well with others, patience, flexibility, good judgment, strong listening skills, and charisma. These qualities provide an individual with the basic tools needed to reach out to different stakeholders. Once in place, HR personnel serve as a liaison between employees and management, addressing critical issues while they are still small and, over time, reducing potential conflicts — leading to increased productivity. ("Choose a Career," 2008; Connelly, 2000, pp. 48–75; McKenzie, 2001, pp. 91–111)

Due to the specialized interpersonal skills required of all HR personnel, formal education is also essential. Specific tools and tactics must be mastered to help individuals address a host of workplace issues, and globalization is pushing candidates toward increasingly specialized knowledge. At a minimum, all candidates must hold an Associate degree in Human Resource Management. ("Choose a Career," 2008; Connelly, 2000, pp. 48–75; McKenzie, 2001, pp. 91–111)

However, to possess the most competitive knowledge base possible, higher degree programs are necessary. Most candidates pursue a Bachelor's, Master's, or Doctoral degree in relevant disciplines. During these programs, there is a focus on areas such as industrial relations and organizational behavior and development. Completing study in these areas provides candidates with a solid foundation for working in the field. ("Choose a Career," 2008; Connelly, 2000, pp. 48–75; McKenzie, 2001, pp. 91–111)

Internships and Networking

Another major requirement for employment in any HR environment is relevant work experience. For most students, this is challenging, as their background is limited to the classroom rather than real-world situations. Many employers expect candidates to have at least two to three years of experience — because such candidates have demonstrated the ability to work well with others and address a variety of challenges. The difficulty lies in obtaining that experience in the first place. ("Choose a Career," 2008; Connelly, 2000, pp. 48–75; McKenzie, 2001, pp. 91–111)

One effective strategy is to complete an internship of at least one year, either while still in school or after graduation. Regardless of timing, documented experience gives candidates a clear advantage over others applying for the same positions. A survey conducted by the Society for Human Resource Management found that 96% of college graduates working in HR had completed a one-year internship program — illustrating just how valuable this experience is when entering the field. ("Choose a Career," 2008; Connelly, 2000, pp. 48–75; McKenzie, 2001, pp. 91–111)

A major mistake many college students make is failing to establish formal contacts within the industry. This lack of professional connections makes it significantly harder to obtain a position. Statistics collected by the Society for Human Resource Management found that nearly 60% to 70% of people working in the field obtained their jobs through connections they had already established. ("Choose a Career," 2008; Connelly, 2000, pp. 48–75; McKenzie, 2001, pp. 91–111)

Contacts can be made by visiting HR professionals at job fairs, maintaining those relationships over time, or visiting firms directly to inquire about HR positions and internships. This proactive approach increases the chances of finding a suitable role and helps build critical experience throughout a person's career. ("Choose a Career," 2008; Connelly, 2000, pp. 48–75; McKenzie, 2001, pp. 91–111)

Many firms also offer in-house HR training programs. Candidates with personal connections inside large corporations may be able to attend these workshops, which demonstrate motivation and initiative during the hiring process. Over time, this approach helps establish rapport with key individuals inside organizations and signals a genuine desire for professional success — qualities that most employers prize. ("Choose a Career," 2008; Connelly, 2000, pp. 48–75; McKenzie, 2001, pp. 91–111)

Conclusion

Clearly, working in the field of human resources can be very challenging. Most employers have different issues that need to be addressed inside the workplace but do not have the time to manage every single challenge themselves. This is where HR personnel play a vital role in helping firms maintain their productivity.

However, competition among HR candidates can be fierce during the job search. Employers expect candidates to demonstrate specific attributes, including the ability to work well with others, patience, flexibility, good judgment, listening skills, and charisma. Anyone interested in this field must show they possess these qualities and have followed a deliberate set of steps: understanding personal characteristics, meeting educational requirements, gaining experience through internships, building a professional network, selecting an area of specialization, earning professional designations, committing to continuing education, and maintaining patience and flexibility.

When these steps are followed consistently, they demonstrate to hiring managers that a candidate is educated, experienced, and genuinely passionate about the position. The combination of these qualities helps candidates show how they can make an organization successful — and that is the key to securing the best HR positions and building a lucrative, fulfilling career over the course of a lifetime.

References

Choose a Career. (2008). Society of Human Resource Management. Retrieved from

Connelly, G. (2000). Careers in Human Resource Management. London: Kogan Page.

Harris, C. (2010). Demand surging for HR professionals. HRE Online. Retrieved from

Impact of Globalization on Business. (2006). N2 Growth. Retrieved from http://www.n2growth.com/blog/the-impact-of-globalization-on-business/

McKenzie, S. (2001). Opportunities in Human Resource Management Careers. New York, NY: McGraw Hill.

Mondy, W. (2002). Human Resource Management. Upper Saddle River, NJ: Prentice.

Nolan, M. (2004). Careers in Human Resource Management. Hoboken, NJ: Wiley.

Werner, J. (2011). Human Resource Development. Mason, OH: Southwestern.