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Little scope to expand my HR role in small charity

Holly

I work for a small third sector organisation, which last year paid for my level 3 Foundation course, and am now a Foundation member. 

As the organisation is around 16 people from the CEO down there is, on the surface, very little scope to expand into a HR role from my current (Research Assistant). I have seen elsewhere that getting into a HR role is very competitive and I don't feel like I have the HR skills on my CV to actually move into the sector. 

Do I play on my transferable skills and interest of law/policy and/or ask to take on some of the HR at my current org. to build a practical base? 

I would be interested to hear opinions on what hiring managers would be looking most for and from those who have entered HR from another field

Thank you. 

Holly

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  • Apologies, in advance, if this sounds too much like a rant..

    A colleague left just after the Christmas holiday therefore creating a vacancy. I knew he was leaving before it was officially announced.

    The Chief Exec said I can be part of the interview process. Yesterday I received an email asking if I can meet and great the candidates (the limit of my involvement), which is something I probably would have been doing anyway.

    Can't help feeling that is a slight insult to my skill set.

  • in reply to Holly

    Can you offer some additional service to the Chief Exec as well as meet and greet? But don't discount the value of that.

    When we recruit for colleagues in our Directorate we ensure that the "meeter and greeter" has a couple of friendly questions lined up to ask ad to engage as much as possible. Then we ask for feedback from the "meeters and greeters".

    It can be really valuable (and sometimes eye-opening) to hear how a candidate treats their first contact - especially if they think (rightly or wongly) that the "meeter and greeter" is in a "junior" role.

    Behaviour at the formal interview and at the start and end of process can be very different and also enlightening! You could do a quick review and offer to share your observations with the interview panel?

  • in reply to Helen
    Thank you Helen, I hadn't thought of it in that respect.
    When I came for an interview I didn't get any questions other than "do you want a drink" so it just felt a bit rubbish after both the CEO and my Line Manager built it up to have more involvement in the process as a whole
  • in reply to Holly
    Well, maybe they are not sure what to suggest or have even forgotten what they offered? You don't have to go into full interview mode on the meet and greet and I appreciate you may not have much time but that's part of the recruitment process from both angles, so it may be really valuable for the candidate to have someone friendly and helpful meeting them, demonstrating what a great place it is to work - as well as you as potential employers seeing how they react outside the formal interview.
  • in reply to Helen
    They're very good at over promising so most likely that.
    I typically meet/greet when we have visitors so I shall treat it as normal
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