i don't currently work in the field so i don't have a specific HR problem at the moment. and i couldn't help but chuckle: if i am unsuccessful in my career transition, i may never have one. :)
frankly, the biggest challenge i face is securing that job in HR. one that utilizes my skill set and years of business experience without requiring the typical "7 years of progressive responsibility" in HR. my challenge is even greater in this day when computers handle the first screening of resumes. even when my resume does get read, people just don't seem willing to accept why i am choosing to leave such a "cool" career and move into HR ...
Kutik's interview with the founder of Knowledge Infusion really resonates with me. Averbrook talked about many of the very issues that led me to HR Management. he made such an astute observation when he said LinkedIn and Facebook know more about the profile of a company's talent than the company itself. and i love the possibilities he outlined for using those outlets and others to search for available talent using very specific criteria.
so ... it got me to thinking about my project for this class. what if it were possible for me to identify specific companies that would welcome someone like me to their HR department? a company that values an executive who may not have spent their entire career in HR. one of my instructors for this certification course recognized my "advantage is my ability to understand business, how it works and how essential selecting the right talent is." i would add that i understand how essential it is to nurture that talent, as well.
Jun, how do you feel about my project being finding a way to identify such companies and identify how i might best present myself perhaps beyond just the traditional resume?
2 comments:
Sheila,
I think that's an admirable goal, but I'm not sure we can learn enough from this problem that would benefit you, me, and the class. Let's talk more in class on Monday.
Jun
I understand your point. perhaps I can project a problem as an HR manager - something I have experienced time and again in the my industry - mergers & acquisitions. when one happens, usually the line managers in marketing and creative are uniformly replaced by the new president. what if there was some way to flow chart the organizations and create an overlay so you can see who is what position, and a complete profile of their work history. then you can move envision a new company by moving positions & people around like chess-players?
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