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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

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  • 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
    Hi Rubina
    I am in full agreement about the age thing. I know some don't agree, but our CVs indicate how old we are, recruiters don't think we can be moulded and also question why we would want to 'work for this lower wage'. It isn't fair to questions; we should be judged on our skills, knowledge and broad experiences. I have spoken to numerous recruiters who imply that the organisations they are recruiting for are looking for entry level (and they mean young); those who will remain committed. I have remained in most jobs for 4+ years. You won't find more commitment and loyalty.
    Thank you for your advice. I plan to exploit the position I have in the large company I now work in and see what happens there.
    Dee
  • in reply to Dee
    Hi Dee

    I've found the same when talking to recruitment agencies in particular - they are only interested if you are 'good to go', and there are many out there who are.

    Sadly, there is a suspicious attitude towards older career changers, plus stereotyped notions such as that we are slower to learn, lacking in technical skills and, (perhaps) that we will not be so accepting of authority.

    As I said, with the decreasing numbers of younger people due to curbs in immigration and a falling birth rate, perhaps Government and employers will take steps to address these issues.

    Regards,
    Rubina.
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  • in reply to Dee
    Hi Dee

    I've found the same when talking to recruitment agencies in particular - they are only interested if you are 'good to go', and there are many out there who are.

    Sadly, there is a suspicious attitude towards older career changers, plus stereotyped notions such as that we are slower to learn, lacking in technical skills and, (perhaps) that we will not be so accepting of authority.

    As I said, with the decreasing numbers of younger people due to curbs in immigration and a falling birth rate, perhaps Government and employers will take steps to address these issues.

    Regards,
    Rubina.
Children
  • in reply to RM
    Rubina

    To me there is a world of difference between a recruiter ( either in house or agency ) going for a candidate who already ticks all the box and that being age discrimination or some other unfair practice.

    Where there are already multiple candidates who meet all the requirements it’s hard to see the justification for a recruiter to put forward a “wild card” no matter how much it’s good to give people chances. Recruiters are tasked with meeting specific criteria that we as HR people or line managers give them.

    So those seeking to break into HR or any other career need to work hard. Not necessarily because of age but because there are already numerous well qualified and often experienced candidates already there.

    Good luck. People do make successful career changes. And people do move into ( and out of) HR.
  • in reply to Keith
    And just for clarity I am not saying age may not be a factor. But I am not convinced it is by any means the main factor. And even if it is as you can’t change your age it’s far better to focus on those things you can change , networking, your cv, your narrative, the types of jobs you apply for etc etc.