In transition? Suggestions for HR Job-Seekers
From Sue Plaster, M.Ed.
Sue Plaster Consulting
I’ve written before about what we can do to assist other HR professionals who are laid off. In this article, I’d like to focus on specific ways that HR professionals can approach job search with the unique skills and contacts we possess. Some of my ideas may resonate with you and some may not – one thing I know for sure is that we each have a slightly different style for conducting a job search, depending on our personality perhaps, and our job target, as well as how receptive we find the market to our skills and experience.
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HRP-MN Membership Directory
Please review your information in our on-line directory, which is accessible only to members. Many members have outdated information, such as preferred email address for HRP, PHR/SPHR designation, Company name, etc. To view your info, go to www.hrpmn.org, click on the orange “Membership” tab, then click on “Membership Directory.”
In-transition or Looking for a New Opportunity?
From time to time members of the Board and other HRP volunteer leaders receive an email announcing an HR opening, that may not be posted anywhere else. We are building a distribution list of HRP members interested in a new HR opportunity, so we may pass along these openings. If you would like to be added to this list, email Kim at email@example.com.
Why building a relationship with candidates during the interview process matters: And how is this done?
Recruiting, engaging, and retaining top talent have become vital initiatives for organizations today; primarily because we now understand the P&L correlation, and thus vitality, of these endeavors – either positive or negative. By building a relationship with individuals during the interview process you will increase the likelihood of attracting and winning the most sought after candidates. In addition to winning these candidates you will also be providing the necessary foundation with which to drive positive engagement and, therefore, retention.