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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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  • I am wondering why you're applying for HR Administrator roles, when you clearly have experience and skills that would perhaps make you more suitable for more senior HR roles? I wonder if recruiters are assuming you will quickly get bored and want to progress to more senior level roles and that you would not stick at an admin role? You come across to me as genuinely over-qualified for an entry-level HR role.

    If your background is in education, there's every reason to suggest that a jump into L&D may be the more logical path, but it's not the only one open to you.

    I would think carefully about how you present your career change. What does your past career bring to your CV and why are you making the change? Focus on what you are looking to get out of your new career, not why you left your old one (redundancy).

    Oh and don't focus on getting through the recruitment agency gatekeepers - career changers nearly always do better going direct to employers and hiring managers. Agencies want an easy cookie-cutter client that ticks all the boxes the employer looks for. Hiring managers will often recognise there is no such thing as the perfect candidate (especially if they've been looking for a while), so they may just consider that CV that doesn't necessarily fit the mould, but has another quality they are looking for.
  • in reply to Lesley
    Hi Lesley

    Thank you for your contribution to this conversation. I agree about the recruitment agencies and have re-directed my energies directly to employers. I have also re-worded my CV so that it leans more towards L&D. Let's see.
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