• Replies 18 replies
  • Subscribers 11 subscribers
  • Views 21227 views
  • Users 0 members are here
Options
Related

HR Generalist or Learning and Development

Dee

Dear Forum fellows

I am in my mid-40s (I did not think that mattered until now) and part-way through a L5 HR Management qualification. I have a degree and masters (social sciences) and a wealth of experience in leadership and management roles within education, especially in the area of safeguarding. At the end of August I was made redundant and used some of the money to embark on the L5 course, enjoying so much the processes, procedures and compliance element of my previous roles as well as some experience I had working alongside an HR team on projects. I naively thought that I'd be able to jump into a HR admin type role as I am also a skilled administrator, having worked for 7 years as an administrator at a university. Alas, how I was wrong. I cannot get an interview for any kind of HR admin role. I secured an interview and second stage for a L&D role, but it was part time and I withdrew. I am now a freelance course content writer (safeguarding) and work in an admin role in a huge company (and will use this position to network  as much as I professionally can). I am desperate to move into an HR or L&D career. Your advice:

How do I do this?

How do I get past the CV stage with recruitment agencies? (I feel that they are all looking for 20-somethings, who they can shape and mold, and look past my wealth of experience, people skills, CPD commitment, etc

Is it too late for me?

I look forward to your advice.

Thanks

Dee

Parents
  • Hi Dee

    I am in a similar situation to you, with a similar background and also aspire to specialise in L & D! During my L5 studies I undertook a voluntary placement in an HR department which confirmed that I didn't want to be a generalist. I am currently volunteering to get experience and also tutoring on the L3 and L5 courses. I have had several interviews for training/learning adviser roles ranging from junior positions to ones that were on the same level as my previous roles but not been successful.
    It is difficult and I'm not sure what the solution is apart from keep plugging on and try all means possible - networking, volunteering, or getting a job which allows you to transfer into the role you want.
    There is definitely a bias towards younger, more mould-able and cheaper recruits but maybe with Brexit looming, plus a decreasing number of younger workers, maybe us 'oldies' will stand more of a chance!

    Rubina.
  • in reply to RM
    Not being deliberately confrontational .... but is there any evidence ( in these days of evidenced based HR) that there is a bias towards younger candidates? Or that they are cheaper ? Or that they are more mouldable?

    We ought to avoid generalisations unless they are backed up with evidence.

    We do see huge numbers of younger candidates on these boards having as much difficulty as you appear to be having?
Reply
  • in reply to RM
    Not being deliberately confrontational .... but is there any evidence ( in these days of evidenced based HR) that there is a bias towards younger candidates? Or that they are cheaper ? Or that they are more mouldable?

    We ought to avoid generalisations unless they are backed up with evidence.

    We do see huge numbers of younger candidates on these boards having as much difficulty as you appear to be having?
Children
  • in reply to Keith
    Hi Keith

    It would be interesting to conduct some research here. What is the average age of recently recruited HR Administrators (recruited within the last 5 years). I don't think anybody would be surprised with the findings. I bet between 20-28. And whilst I don't have the evidence, my conversations with numerous agencies and recruiters indicate younger is preferable for this job level.

    Dee
  • in reply to Keith
    Hi Keith
    Confrontation is no bad thing!

    If CIPD or anyone else has evidence of age bias I'd be glad to withdraw my statements but as discrimination can often be subtle/unconscious it can be hard to prove the case either way.

    I was just speaking from my experience where I've been often interviewed by someone younger than myself who may not feel comfortable with managing someone older and/or more experienced, preferring someone who they can train up instead..

    The other, unrelated issue is where there is already an internal candidate lined up for the role but employers are just going through the motions of 'fair' recruitment procedures - I have found this to be true on at least two occasions where I've been interviewed.

    Regards,

    Rubina.