Of course, it’s hardly a surprise: most businesses today recognise the positive impact that a well-seasoned HR team can have on the bottom line; they know that bringing in the right people will not only save them money but help to generate revenue. Considering the clear correlation between Employee engagement and staff retention, HR advisors and executives are highly sought after for their ability to manage a business’ most important asset: its people.
As a skilled HR professional, it’s likely you’ll be spoilt for choice when seeking a new position. Of course, that doesn’t necessarily mean that all opportunities are worth exploring. Your idea of what makes a perfect role will depend on your previous experience, your place on the career ladder and your specialist interests within the field of HR.
Finding your dream job won’t be impossible by any means, but it will take careful consideration if you are to secure a role that is right for you.
Find the right fit
The decision you make when applying for a role will depend somewhat on the size of the business.
For example, while leading the HR department of a big business may be synonymous with an intimidating workload, streamlined systems and processes that already exist in larger firms do tend to facilitate the role of an HR advisor to some degree. What’s more, professionals at this level will generally be surrounded by a team of talented assistants to tackle the ever-growing list of administrative tasks.
With an entire department devoted to the day-to-day issues, HR leaders are free to focus on the wider strategic goals of the business. Should they wish to specialise in a particular area, they generally have the freedom and resource to do so. Of course, there are two sides to every story: the bigger the firm, usually the more bureaucratic. The more bureaucratic, the harder it is to make a real difference.
In a small firm with less resource, HR professionals are often lone wolves in their function; they play both the role of the HR manager and the team of assistants in their everyday. In turn, they are able to take a hands-on approach to behavioural change in the workforce and are usually well placed to shape the organisational culture and the Employer brand.
However, there will always be exceptions: instead of making assumptions, HR professionals on the precipice of a job change should be vigilant to ask the right questions, should they succeed in securing an interview.
Build valuable connections
You may have a clear picture of your perfect HR role, but that doesn’t necessarily mean it will be available at this current time. Keeping a watchful eye on job boards is one way to stay in the loop, but connecting with key contacts and expanding your network will allow you to get a foot in the door when exciting opportunities arise.
Industry events are a must, as face-to-face meetings will make for more meaningful connections. Of course, that isn’t to say you should ignore social media: often, companies will share vacancies with their network before exploring the wider talent pool, so keeping a close eye out will enable you to act fast when the right role becomes available.
Team up with a specialist HR Recruiter
While Glassdoor may prove useful in helping you avoid Employers known for low staff morale and a lack of opportunities, no one knows the industry better than a specialist Recruiter. The very nature of their role means they are equipped with the insight necessary to guide you towards the job of your dreams.
Don’t hesitate to tell your Recruiter exactly what you want and what you don’t want from your role in HR: their aim is to pair you with an Employer that reflects your values and professional aspirations. Whether you’re an experienced practitioner and or embarking on your HR career, make sure you take advantage of this resource. It could help you land the dream role.
Over the last 20 years, we have grown as a business to become one of the leading independent Recruitment agencies in Oxfordshire, and in 2018 have opened our first London office, to service Clients in the capital.
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