The document discusses 15 strategies for landing an HR job in today's market. It notes that traditional job search strategies like relying only on resumes, job fairs, and mass mailing applications do not work. It recommends customizing materials for each application, networking extensively online and offline, and clearly articulating how one's skills can help solve an employer's problems. The document emphasizes that experience matters less than being able to demonstrate current contributions and that networking is now more important than ever for finding opportunities.
“Work keeps at bay three great evils: boredom, vice, and need.”
Voltaire from Candide
Human Resource Management (HRM) refers to the functions in an organization that designs the jobs, recruits, hires, creates and administers the rules of employee conduct and the relationship between employer and employee, and manages termination through firing, severance, or retirement. HRM has become very sophisticated in the last several decades as a greater appreciation of the strategic importance of leveraging an organization’s talent pools has developed.
The following Presentation is an excerpt from my talk to startups at IIM Bangalore.
Do let me know if you like it.
For more info you can get in touch with me on shashank@multirecruit.com
“Work keeps at bay three great evils: boredom, vice, and need.”
Voltaire from Candide
Human Resource Management (HRM) refers to the functions in an organization that designs the jobs, recruits, hires, creates and administers the rules of employee conduct and the relationship between employer and employee, and manages termination through firing, severance, or retirement. HRM has become very sophisticated in the last several decades as a greater appreciation of the strategic importance of leveraging an organization’s talent pools has developed.
The following Presentation is an excerpt from my talk to startups at IIM Bangalore.
Do let me know if you like it.
For more info you can get in touch with me on shashank@multirecruit.com
Send InMails that yield higher response rates with this free ebook highlighting key strategies for crafting effective InMails.
See how one InMail can make in impact: http://linkd.in/GIsubO
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Why do companies lose their best talents?CelexProject
I often say that no company is bigger or better than the people who work there, employees give it a damned hard every day. So why do companies lose their best talent all the time?
Get an insight into a CEO’s mind this February with MUST University’s Newsletter! Learn how to develop leadership qualities and take charge of your career this month as we bring you an informative cover story that will help you grow leadership skills. Meet Joe Biden and see how he managed to create an impact for the American people; and travel with us to the much-hyped 85th Academy Awards. All this and much more in our edition this month!
How HR Can Use Social Media for Recruitment and Candidate EngagementAlbert Qian
The proliferation of social media has enabled HR to reach out to more candidates than ever for their jobs. In this presentation, learn a few methods to be effective in extending your reach and finding the hire that fits best. Case study shares the success of Albert's List, a Facebook jobs community.
Listen to the recording here: https://attendee.gotowebinar.com/register/1249742669402153986
Sponsored by HRO
The top do's and don'ts in a job search. Times have changed in a job search....Greg David
The Top Things to Do and Not Do in a Job Search by Greg David of Laka & Company. How to achieve the best results, while avoiding the typical mistakes in a job search. Times have changed in a job search. Are your job search skills still relevant and current? More than 95% of professionals fail to be relevant and current. They may not have directly caused their unemployment, yet they virtually create it’s lengthy and painful timeline due to poor and outdated mindset, philosophy, strategy, activities, and lack of clarity as to what essential things to do, and stop doing that create job search failure in this new labor market models and cycles.
HR departments spend a great deal of time, effort and money orienting and integrating new hires into the business. But before new employees even sign on board, recruiters having the daunting task of attracting the top and most sought after candidates under increasingly competitive conditions to commit to a new employment relationship. There is a huge opportunity for recruiters to engage candidates early, get them to yes, and begin the employment relationship long before the first day of work. In this session, the presenters will focus on:
- Creating and selling a compelling employer value proposition (EVP)
- The role of the recruiter: not just getting to “yes”
- The power of Choice Architecture and how it relates to getting a “yes”
- The fine art of building trust and relationship-based interviewing
- Ensuring offer acceptance, a great First Day and engagement beyond the Honeymoon
Bill TaylorWilliam C. Taylor is cofounCompany magazine.docxjasoninnes20
Bill Taylor
William C. Taylor is cofoun
Company magazine and coa
Mavericks at Work. His nex
Practically Radical. Follow h
twitter.com/practicallyrad.
Email
Tweet This
Post to Facebook
Share on LinkedIn
Print
FEATURED PRODUCTS
Guide to
Persuasive
Presentations
Does public
speaking make
your heart race?
This 11-article
guide will give
you the tools and confidence you
need to master public speaking.
Buy it now »
Guide to Better
Business
Writing
One-third of
professionals
write poorly.
Don't be one of
them.
Buy it now »
Guide to
Why We (Shouldn't) Hate HR
8:53 AM Thursday June 10, 2010 | Comments (12)
I spend much of my time giving talks to companies, trade
associations, and professional societies from the worlds of
marketing, IT, and human resources. And whenever I talk to
an HR audience, there's someone after the event who wants
to talk to me about an article we published in Fast Company
way back in 2005. The essay, designed to stir up discussion,
was titled "Why We Hate HR" — and it's left a mark. To this
day, human-resource executives want to praise it, denounce
it, dissect it, and debate it. I guess that's a sign the essay
succeeded — and that many HR leaders remain frustrated
with their roles inside their organizations and determined to
do more.
So here's a proposal. As this provocative essay approaches
its fifth anniversary, perhaps it's time to change the debate.
The real problem, I'd submit, isn't that HR executives aren't
financially savvy enough, or too focused on delivering
programs rather than enhancing value, or unable to conduct
themselves as the equals of the traditional power players in
the organization — all points the original essay makes. The
real problem is that too many organizations aren't as
demanding, as rigorous, as creative about the human
element in business as they are about finance, marketing,
and R&D. If companies and their CEOs aren't serious about
the people side of their organizations, how can we expect
HR people in those organizations to play as a serious a role
as we (and they) want them to play?
This is a lesson I've learned and relearned from all kinds of
companies that are winning big in tough economic
circumstances. You can't be special, distinctive, compelling in the marketplace unless you create
RECENTLY FROM BILL TAYLOR
Why We (Shouldn't) Hate HR JUN 10
One Hospital's Radical Prescription for
2
What Surprising Number Will Change Y
Business? MAY 21
MIX It Up! Why Freedom Is a Bigger G
Power MAY 13
Youngme Moon and Why Being Differe
the Difference MAY 3
On: Innovation, Creativity, Leadership
JUNE 14, 2010 (9:22 AM)
Subscribe SigRegister today and save 20%* off your first order! Details
Why We (Shouldn't) Hate HR - Bill Taylor - Harvard Business Review http://blogs.hbr.org/taylor/2010/06/why_we_shouldnt_hate_hr.html
1 of 8 6/14/2010 9:22 AM
Getting a Job
Whether you're
a new college
graduate, were
laid off, or are
seeking a job
change, this
guide wi ...
A presentation explaining the essence and importance of recruiting, the important factors to consider while screening for applicants and an effective approach towards the recruiting process.
Leela Srinivasan, Lever
Amanda Bell, Lever
For companies of all sizes in growth mode, hiring is the killer combination of absolutely critical and really hard to get right. In the course of supporting recruiting at hundreds of startups (while also expanding the Lever team at a healthy clip), we’ve learned how to hire well, along with some classic mistakes to avoid. Listen to this fast-paced session packed full of tips to hear how you, too, can hire the right talent to fuel your company’s growth.
Session highlights:
Why it's time to blow up your job descriptions.
Where to source candidates (beyond the obvious places).
How to make hiring a strategic priority internally.
And 10 other hacks!
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Send InMails that yield higher response rates with this free ebook highlighting key strategies for crafting effective InMails.
See how one InMail can make in impact: http://linkd.in/GIsubO
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Why do companies lose their best talents?CelexProject
I often say that no company is bigger or better than the people who work there, employees give it a damned hard every day. So why do companies lose their best talent all the time?
Get an insight into a CEO’s mind this February with MUST University’s Newsletter! Learn how to develop leadership qualities and take charge of your career this month as we bring you an informative cover story that will help you grow leadership skills. Meet Joe Biden and see how he managed to create an impact for the American people; and travel with us to the much-hyped 85th Academy Awards. All this and much more in our edition this month!
How HR Can Use Social Media for Recruitment and Candidate EngagementAlbert Qian
The proliferation of social media has enabled HR to reach out to more candidates than ever for their jobs. In this presentation, learn a few methods to be effective in extending your reach and finding the hire that fits best. Case study shares the success of Albert's List, a Facebook jobs community.
Listen to the recording here: https://attendee.gotowebinar.com/register/1249742669402153986
Sponsored by HRO
The top do's and don'ts in a job search. Times have changed in a job search....Greg David
The Top Things to Do and Not Do in a Job Search by Greg David of Laka & Company. How to achieve the best results, while avoiding the typical mistakes in a job search. Times have changed in a job search. Are your job search skills still relevant and current? More than 95% of professionals fail to be relevant and current. They may not have directly caused their unemployment, yet they virtually create it’s lengthy and painful timeline due to poor and outdated mindset, philosophy, strategy, activities, and lack of clarity as to what essential things to do, and stop doing that create job search failure in this new labor market models and cycles.
HR departments spend a great deal of time, effort and money orienting and integrating new hires into the business. But before new employees even sign on board, recruiters having the daunting task of attracting the top and most sought after candidates under increasingly competitive conditions to commit to a new employment relationship. There is a huge opportunity for recruiters to engage candidates early, get them to yes, and begin the employment relationship long before the first day of work. In this session, the presenters will focus on:
- Creating and selling a compelling employer value proposition (EVP)
- The role of the recruiter: not just getting to “yes”
- The power of Choice Architecture and how it relates to getting a “yes”
- The fine art of building trust and relationship-based interviewing
- Ensuring offer acceptance, a great First Day and engagement beyond the Honeymoon
Bill TaylorWilliam C. Taylor is cofounCompany magazine.docxjasoninnes20
Bill Taylor
William C. Taylor is cofoun
Company magazine and coa
Mavericks at Work. His nex
Practically Radical. Follow h
twitter.com/practicallyrad.
Email
Tweet This
Post to Facebook
Share on LinkedIn
Print
FEATURED PRODUCTS
Guide to
Persuasive
Presentations
Does public
speaking make
your heart race?
This 11-article
guide will give
you the tools and confidence you
need to master public speaking.
Buy it now »
Guide to Better
Business
Writing
One-third of
professionals
write poorly.
Don't be one of
them.
Buy it now »
Guide to
Why We (Shouldn't) Hate HR
8:53 AM Thursday June 10, 2010 | Comments (12)
I spend much of my time giving talks to companies, trade
associations, and professional societies from the worlds of
marketing, IT, and human resources. And whenever I talk to
an HR audience, there's someone after the event who wants
to talk to me about an article we published in Fast Company
way back in 2005. The essay, designed to stir up discussion,
was titled "Why We Hate HR" — and it's left a mark. To this
day, human-resource executives want to praise it, denounce
it, dissect it, and debate it. I guess that's a sign the essay
succeeded — and that many HR leaders remain frustrated
with their roles inside their organizations and determined to
do more.
So here's a proposal. As this provocative essay approaches
its fifth anniversary, perhaps it's time to change the debate.
The real problem, I'd submit, isn't that HR executives aren't
financially savvy enough, or too focused on delivering
programs rather than enhancing value, or unable to conduct
themselves as the equals of the traditional power players in
the organization — all points the original essay makes. The
real problem is that too many organizations aren't as
demanding, as rigorous, as creative about the human
element in business as they are about finance, marketing,
and R&D. If companies and their CEOs aren't serious about
the people side of their organizations, how can we expect
HR people in those organizations to play as a serious a role
as we (and they) want them to play?
This is a lesson I've learned and relearned from all kinds of
companies that are winning big in tough economic
circumstances. You can't be special, distinctive, compelling in the marketplace unless you create
RECENTLY FROM BILL TAYLOR
Why We (Shouldn't) Hate HR JUN 10
One Hospital's Radical Prescription for
2
What Surprising Number Will Change Y
Business? MAY 21
MIX It Up! Why Freedom Is a Bigger G
Power MAY 13
Youngme Moon and Why Being Differe
the Difference MAY 3
On: Innovation, Creativity, Leadership
JUNE 14, 2010 (9:22 AM)
Subscribe SigRegister today and save 20%* off your first order! Details
Why We (Shouldn't) Hate HR - Bill Taylor - Harvard Business Review http://blogs.hbr.org/taylor/2010/06/why_we_shouldnt_hate_hr.html
1 of 8 6/14/2010 9:22 AM
Getting a Job
Whether you're
a new college
graduate, were
laid off, or are
seeking a job
change, this
guide wi ...
A presentation explaining the essence and importance of recruiting, the important factors to consider while screening for applicants and an effective approach towards the recruiting process.
Leela Srinivasan, Lever
Amanda Bell, Lever
For companies of all sizes in growth mode, hiring is the killer combination of absolutely critical and really hard to get right. In the course of supporting recruiting at hundreds of startups (while also expanding the Lever team at a healthy clip), we’ve learned how to hire well, along with some classic mistakes to avoid. Listen to this fast-paced session packed full of tips to hear how you, too, can hire the right talent to fuel your company’s growth.
Session highlights:
Why it's time to blow up your job descriptions.
Where to source candidates (beyond the obvious places).
How to make hiring a strategic priority internally.
And 10 other hacks!
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
What can you can do to become a better HR pro in 2010?
Do Amazing Things is a collection of short, actionable ideas – things you can do this year to become a better HR professional.
HR's Top Priorities in 2015 - Insights from global HR executivesAchievers
Achievers asked HR executives and influencers from around the world for their perspectives on the changes and challenges they’re facing in 2015.
We’re sharing their answers to three questions with the HR community to provide insight on a new year, with new challenges.
issued by Ijser for our book adopting anger management on January editions
we have many books on pipeline on ( business ,management ,self help, self growth ,meditation we looking for publisher to assist us on kindle platform
State of ICS and IoT Cyber Threat Landscape Report 2024 previewPrayukth K V
The IoT and OT threat landscape report has been prepared by the Threat Research Team at Sectrio using data from Sectrio, cyber threat intelligence farming facilities spread across over 85 cities around the world. In addition, Sectrio also runs AI-based advanced threat and payload engagement facilities that serve as sinks to attract and engage sophisticated threat actors, and newer malware including new variants and latent threats that are at an earlier stage of development.
The latest edition of the OT/ICS and IoT security Threat Landscape Report 2024 also covers:
State of global ICS asset and network exposure
Sectoral targets and attacks as well as the cost of ransom
Global APT activity, AI usage, actor and tactic profiles, and implications
Rise in volumes of AI-powered cyberattacks
Major cyber events in 2024
Malware and malicious payload trends
Cyberattack types and targets
Vulnerability exploit attempts on CVEs
Attacks on counties – USA
Expansion of bot farms – how, where, and why
In-depth analysis of the cyber threat landscape across North America, South America, Europe, APAC, and the Middle East
Why are attacks on smart factories rising?
Cyber risk predictions
Axis of attacks – Europe
Systemic attacks in the Middle East
Download the full report from here:
https://sectrio.com/resources/ot-threat-landscape-reports/sectrio-releases-ot-ics-and-iot-security-threat-landscape-report-2024/
A tale of scale & speed: How the US Navy is enabling software delivery from l...sonjaschweigert1
Rapid and secure feature delivery is a goal across every application team and every branch of the DoD. The Navy’s DevSecOps platform, Party Barge, has achieved:
- Reduction in onboarding time from 5 weeks to 1 day
- Improved developer experience and productivity through actionable findings and reduction of false positives
- Maintenance of superior security standards and inherent policy enforcement with Authorization to Operate (ATO)
Development teams can ship efficiently and ensure applications are cyber ready for Navy Authorizing Officials (AOs). In this webinar, Sigma Defense and Anchore will give attendees a look behind the scenes and demo secure pipeline automation and security artifacts that speed up application ATO and time to production.
We will cover:
- How to remove silos in DevSecOps
- How to build efficient development pipeline roles and component templates
- How to deliver security artifacts that matter for ATO’s (SBOMs, vulnerability reports, and policy evidence)
- How to streamline operations with automated policy checks on container images
Alt. GDG Cloud Southlake #33: Boule & Rebala: Effective AppSec in SDLC using ...James Anderson
Effective Application Security in Software Delivery lifecycle using Deployment Firewall and DBOM
The modern software delivery process (or the CI/CD process) includes many tools, distributed teams, open-source code, and cloud platforms. Constant focus on speed to release software to market, along with the traditional slow and manual security checks has caused gaps in continuous security as an important piece in the software supply chain. Today organizations feel more susceptible to external and internal cyber threats due to the vast attack surface in their applications supply chain and the lack of end-to-end governance and risk management.
The software team must secure its software delivery process to avoid vulnerability and security breaches. This needs to be achieved with existing tool chains and without extensive rework of the delivery processes. This talk will present strategies and techniques for providing visibility into the true risk of the existing vulnerabilities, preventing the introduction of security issues in the software, resolving vulnerabilities in production environments quickly, and capturing the deployment bill of materials (DBOM).
Speakers:
Bob Boule
Robert Boule is a technology enthusiast with PASSION for technology and making things work along with a knack for helping others understand how things work. He comes with around 20 years of solution engineering experience in application security, software continuous delivery, and SaaS platforms. He is known for his dynamic presentations in CI/CD and application security integrated in software delivery lifecycle.
Gopinath Rebala
Gopinath Rebala is the CTO of OpsMx, where he has overall responsibility for the machine learning and data processing architectures for Secure Software Delivery. Gopi also has a strong connection with our customers, leading design and architecture for strategic implementations. Gopi is a frequent speaker and well-known leader in continuous delivery and integrating security into software delivery.
Essentials of Automations: The Art of Triggers and Actions in FMESafe Software
In this second installment of our Essentials of Automations webinar series, we’ll explore the landscape of triggers and actions, guiding you through the nuances of authoring and adapting workspaces for seamless automations. Gain an understanding of the full spectrum of triggers and actions available in FME, empowering you to enhance your workspaces for efficient automation.
We’ll kick things off by showcasing the most commonly used event-based triggers, introducing you to various automation workflows like manual triggers, schedules, directory watchers, and more. Plus, see how these elements play out in real scenarios.
Whether you’re tweaking your current setup or building from the ground up, this session will arm you with the tools and insights needed to transform your FME usage into a powerhouse of productivity. Join us to discover effective strategies that simplify complex processes, enhancing your productivity and transforming your data management practices with FME. Let’s turn complexity into clarity and make your workspaces work wonders!
Encryption in Microsoft 365 - ExpertsLive Netherlands 2024Albert Hoitingh
In this session I delve into the encryption technology used in Microsoft 365 and Microsoft Purview. Including the concepts of Customer Key and Double Key Encryption.
GDG Cloud Southlake #33: Boule & Rebala: Effective AppSec in SDLC using Deplo...James Anderson
Effective Application Security in Software Delivery lifecycle using Deployment Firewall and DBOM
The modern software delivery process (or the CI/CD process) includes many tools, distributed teams, open-source code, and cloud platforms. Constant focus on speed to release software to market, along with the traditional slow and manual security checks has caused gaps in continuous security as an important piece in the software supply chain. Today organizations feel more susceptible to external and internal cyber threats due to the vast attack surface in their applications supply chain and the lack of end-to-end governance and risk management.
The software team must secure its software delivery process to avoid vulnerability and security breaches. This needs to be achieved with existing tool chains and without extensive rework of the delivery processes. This talk will present strategies and techniques for providing visibility into the true risk of the existing vulnerabilities, preventing the introduction of security issues in the software, resolving vulnerabilities in production environments quickly, and capturing the deployment bill of materials (DBOM).
Speakers:
Bob Boule
Robert Boule is a technology enthusiast with PASSION for technology and making things work along with a knack for helping others understand how things work. He comes with around 20 years of solution engineering experience in application security, software continuous delivery, and SaaS platforms. He is known for his dynamic presentations in CI/CD and application security integrated in software delivery lifecycle.
Gopinath Rebala
Gopinath Rebala is the CTO of OpsMx, where he has overall responsibility for the machine learning and data processing architectures for Secure Software Delivery. Gopi also has a strong connection with our customers, leading design and architecture for strategic implementations. Gopi is a frequent speaker and well-known leader in continuous delivery and integrating security into software delivery.
SAP Sapphire 2024 - ASUG301 building better apps with SAP Fiori.pdfPeter Spielvogel
Building better applications for business users with SAP Fiori.
• What is SAP Fiori and why it matters to you
• How a better user experience drives measurable business benefits
• How to get started with SAP Fiori today
• How SAP Fiori elements accelerates application development
• How SAP Build Code includes SAP Fiori tools and other generative artificial intelligence capabilities
• How SAP Fiori paves the way for using AI in SAP apps
Epistemic Interaction - tuning interfaces to provide information for AI supportAlan Dix
Paper presented at SYNERGY workshop at AVI 2024, Genoa, Italy. 3rd June 2024
https://alandix.com/academic/papers/synergy2024-epistemic/
As machine learning integrates deeper into human-computer interactions, the concept of epistemic interaction emerges, aiming to refine these interactions to enhance system adaptability. This approach encourages minor, intentional adjustments in user behaviour to enrich the data available for system learning. This paper introduces epistemic interaction within the context of human-system communication, illustrating how deliberate interaction design can improve system understanding and adaptation. Through concrete examples, we demonstrate the potential of epistemic interaction to significantly advance human-computer interaction by leveraging intuitive human communication strategies to inform system design and functionality, offering a novel pathway for enriching user-system engagements.
zkStudyClub - Reef: Fast Succinct Non-Interactive Zero-Knowledge Regex ProofsAlex Pruden
This paper presents Reef, a system for generating publicly verifiable succinct non-interactive zero-knowledge proofs that a committed document matches or does not match a regular expression. We describe applications such as proving the strength of passwords, the provenance of email despite redactions, the validity of oblivious DNS queries, and the existence of mutations in DNA. Reef supports the Perl Compatible Regular Expression syntax, including wildcards, alternation, ranges, capture groups, Kleene star, negations, and lookarounds. Reef introduces a new type of automata, Skipping Alternating Finite Automata (SAFA), that skips irrelevant parts of a document when producing proofs without undermining soundness, and instantiates SAFA with a lookup argument. Our experimental evaluation confirms that Reef can generate proofs for documents with 32M characters; the proofs are small and cheap to verify (under a second).
Paper: https://eprint.iacr.org/2023/1886
The Art of the Pitch: WordPress Relationships and SalesLaura Byrne
Clients don’t know what they don’t know. What web solutions are right for them? How does WordPress come into the picture? How do you make sure you understand scope and timeline? What do you do if sometime changes?
All these questions and more will be explored as we talk about matching clients’ needs with what your agency offers without pulling teeth or pulling your hair out. Practical tips, and strategies for successful relationship building that leads to closing the deal.
Generative AI Deep Dive: Advancing from Proof of Concept to ProductionAggregage
Join Maher Hanafi, VP of Engineering at Betterworks, in this new session where he'll share a practical framework to transform Gen AI prototypes into impactful products! He'll delve into the complexities of data collection and management, model selection and optimization, and ensuring security, scalability, and responsible use.
Smart TV Buyer Insights Survey 2024 by 91mobiles.pdf91mobiles
91mobiles recently conducted a Smart TV Buyer Insights Survey in which we asked over 3,000 respondents about the TV they own, aspects they look at on a new TV, and their TV buying preferences.
Smart TV Buyer Insights Survey 2024 by 91mobiles.pdf
Dirty little-hr-job-search-secrets
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Listen In On Our Free HR Job Search Teleseminar!
Discover "Guerilla Job Search Strategies for Aspiring HR Executives”…and Discover How 4 People Just Found Jobs 75% Faster!
Download and listen in by clicking HERE.
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6. 15 Dirty Little Secrets For Landing Your Next HR Job… | Success in HR Page 6 of 10
15 Dirty Little Secrets For Landing Your Next HR Job…
by Alan Collins
I recently talked with an awesome HR executive who was out of work for seven months.
She had 20 years of HR experience, all with one company, before she was laid off in a brutal organizational restructuring.
The good news is she just landed a terrific new job as a divisional HR leader for a Chicago-based pharmaceutical company…and is
excited and relieved!
However, as she was job hunting, she discovered that a lot has changed in the job market. Her biggest shock was learning that the
old job search strategies she grew up with…
…FLAT OUT DON’T WORK!
She is a seasoned HR leader, immensely qualified, with a great track record of leading HR teams and delivering results. However,
she admittedly entered the job market unprepared. Based on the horrific job search experiences she shared with me over coffee at
Starbucks and my own observations, here are 15 dirty little secrets you should embrace if you want to succeed in today’s HR job
market:
#1. Your HR experience doesn’t matter as much as it used to.
The old rules were: Tell me what have you done? The new rules are: Tell me what can you do? This may seem unfair or even
ridiculous. But the reality is hiring managers don’t want to hear about everything you did way back when. They want to hear about
everything you can do, specifically, to help them today. Right here. Right now. Employers want HR people they believe can help
solve their problems. If you cannot clearly articulate how you contribute (directly or indirectly) to enhancing retention, reducing
costs, improving revenues, and helping them become more competitive, you might as well stay at home.
#2. You can’t depend on a résumé to get an interview.
Forget spray and pray. Applying to every HR job in sight with the same, uncustomized resume is a total, utter waste of time. Simply
mass-mailing out hundreds of résumés and then sitting back and waiting for responses never worked. And today it’s just consumes
your time, your paper, your postage, and your emotional energy…with no payback.
#3. You can’t rely on job fairs.
Years ago, job fairs were a fantastic way to hire highly qualified people. Today, job fairs have become thankless, confidence-
crushing meat markets. Instead of spending money on dry cleaning and parking to attend a job fair, do this instead: contact
employers one by one after you’ve done your homework researching their businesses and their problems.
#4. You shouldn’t expect to hear back.
Unfortunately, this little courtesy has become as ancient as the horse and buggy. Expect many of your follow-up calls go unreturned.
People are just too swamped or don’t care. Sure, that isn’t a excuse. But, you combat this by continuing to network, interview, and
research companies right up until the moment you have a firm HR job offer in your grubby little hands. Maybe even a little after.
#5. Your résumé is no longer a complete summary of your work experience.
Don’t bother to list HR jobs more than 15 years old. They really don’t matter that much. Instead, quantify your recent
accomplishments, emphasize your HR certifications and highlight your leadership capabilities. Also, your resume needs to be
digital-friendly, easily uploadable, downloadable, and scannable (i.e., no bullets, boxes, boldface, unusual fonts, indenting). It should
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be rich in the “keywords” that recruiters and HR hiring managers are looking for.
#6. You should forget resume-blasting services.
There are lots of vendors who will blast your resume out to a gazillion employers for a fee. Like #2 above, this is simply more spray
and pray. Employers are buried with resumes already. Your unsolicited, uncustomized resume is the last thing they want to see.
Skip these services and conduct your own research, using search engines and LinkedIn. Then write to hiring managers directly with
targeted overtures.
#7. You must be web savvy.
Get comfortable with applying for jobs online and learn how to do research online. If all this is new to you, your public library is a
good place to start. Oh, and have a professional-sounding e-mail address. It is also a great idea to go one step further and establish a
strong online presence. Explore LinkedIn (get some stellar endorsements), Twitter, and Facebook. Become active in your field’s
social media sites. Consider building your own Web site (with a career-oriented blog, professional photo, and résumé).
#8. Forget video resumes.
Imagine the hiring manager sitting at her desk swamped in resumes, cover letters, reference lists, portfolios, and unanswered emails
from job applicants. What’s her incentive to watch your video resume? There isn’t one. Video resumes are a solution in search of a
problem. Craft a killer resume and get it out, along with a pithy “pain letter” that explicitly shows how your HR background makes
you the perfect person to relieve a business’s pain, to hiring managers instead.
#9. You must google-proof yourself.
One of the first things a potential employer will do is Google you. That means you need to find out if there’s anything negative about
you online. If there is something bad, get it removed. If it’s not easily removed, your best bet may be to “bury” it with more recent,
more favorable information about you posted online through articles and blog posts…all authored by you.
#10. Posting “I’m job hunting” messages on LinkedIn, Twitter, Facebook or HR job boards have little to no success.
I always feel bad for the HR folks who I don’t know who e-mail me on LinkedIn with a message that says, “I am seeking an HR
job.” I’m a total stranger to them. The odds of getting a HR job lead that way is about the same as winning the lottery. If you’re
like me, you want to know the people you refer for job opportunities. And, if you’re a job seeker, you’re better off spending your
time making one-on-one connections or following up via phone or in person with people you know already…or their referrals.
#11. If you’re a seasoned HR executive, many interviewers, hiring managers, recruiters may be younger than you are.
If you’ve been in the HR field awhile, get used to it. Take your ego out of the equation. Treat them with respect and learn how to
speak their language. Do not say “You remind me of my son/daughter,” or “When I was your age… !” They know you may mean
well, but it’s tacky.
#12. Envision & position yourself like a blue chip stock…
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CLICK HERE to comment on this article or provide additional insights.
For additional career strategies for taking your career to the next level, check out: UNWRITTEN HR RULES: 21 Secrets For
Attaining Awesome Career Success in Human Resources (pictured left) featuring TWO FREE CHAPTERS that can be
downloaded HERE.
About the Author: Alan Collins was Vice President – Human Resources at PepsiCo where he led HR initiatives for their Quaker
Oats, Gatorade and Tropicana businesses. He is now President of Success in HR, Inc. and the author of UNWRITTEN HR RULES.
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3 Responses to “15 Dirty Little Secrets For Landing Your Next HR Job…”
1. HOSSAM Says:
May 23rd, 2010 at 8:40 am
Dear Allan — yes it’s correct – it doesn’t depend on resume, or experience. I’ve tried and I faced it many times. thanks,
Hossam
2. Rodney U Bellamy Says:
May 23rd, 2010 at 8:55 am
These 15 points are soooo on point! I have almost 25 years HR experience and have always been on the lookout for new
opportunities. I actually had to start changing my gameplan and methods before I landed my new opportunity. . .which took me
out of my comfort zone, relocated me, and has proven to be a phenomenal opportunity. Now I can coach others with these same
strategies; not only do I speak from experience, it’s also encapsulated in this article!
3. Jacquie Adorno Says:
May 23rd, 2010 at 9:27 am
Allan,
Thank you for posting “15 Dirty Little Secrets for Landing Your Next HR Job” The information provided is well received and
great insight to all who still have not landed a job. Please continue to provide us with information that will help all to have a leg
up on the competition.
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