Qualified, Competent, Capable and Able but...

Cass Clothier

Sorry you are finding it so tough to get another role and to progress your HR career.

A few thoughts around your post which may / may not be helpful.

Is the market worst now than 20 years ago? Well certainly in terms of some of the practices from recruiters (internal and external) I would agree. But I also think there has been a fundamental shift in the roles available for people to apply for. One of the consequences of the move to service centres and the HRBP model is that many HR jobs and departments are far far smaller than they used to be. Its usually in the middle roles than these cuts have been hardest. Whilst technology has reduced the need for some entry level roles , self service and the like, there are still a fair few about. Similarly (probably) at the top end. But the steps from Admin to HRBP are now, I believe far harder than they used to be from Admin to HRM as several layers have been taken away.

In terms of poor Agencies and lack of feedback. Well I squarely and firmly blame the HR teams who appoint them and pay for them. If the HR department don't consider stipulating the levels of service that they require from their Agents, with regards to keeping in touch with candidates etc, then its a very poor reflection on their professional practice and overall professionalism. Too often we have passed the responsibility for contracting with Agencies to procurement teams without being clear about the levels of service we need to be included in the price. So we get Agency margins squeezed and poor service to our potential recruits.

In terms of poor internal recruiters. Little excuse but recruitment is too often now seen as a commodity rather than a skill. Its a process and corners are cut to save money in the short term. It can be and often is the Cinderella service of HR one that we prefer not to think too much about .

Contract work - its a personal thing and I think every recruiter will take a slightly different line. But in times where supply of candidates outstrips demand then it is inevitable that recruiters (be they agency or inhouse) can be very picky. So its largely down to how you sell the variety of experience you have in place of the longevity of building a successful practice in one or two organisations. Generally (and I have no stats to back this up) I would say that for most organisations they would be looking for an internal track record with demonstrable success and delivery over 2-4 years in an organisation (as ideal) before moving on. Clearly with lots of contract work you have to push the variety and accelerated experience (if this is true) and show why you are ready, willing and able to take a longer term job now and contribute over 2-3 cycles. I do think it adds a challenge but also an opportunity.

Is Brexit to blame? Probably not IMO. certainly it has delayed some business decisions but not as many as people think (yet) and at the moment there is a certain wait and see approach. But the lower down the HR career structure you go I think Brexit has had a far diminishing impact.

Sorry not real new ideas here, just some thoughts on the macro movements creating this difficult situation for you and others. There are roles out there but fewer than there were and therefore employers can (and should) be more choosy. But given a fair wind, lots of effort and some luck there are roles out there for you. I was once told that getting a full time job is a full time job in itself and I think this has never been truer.

Good luck

Hey 

Thank you for taking the time to respond - its always useful to get other points of view.

I agree with you in terms of agencies, feedback and HR's part in it - it is something that I have stipulated in the past, particularly when working with 'High Street' agencies. I should have said that I do find with individual consultants who are not tied to larger agencies, you do tend to get that more personalised, tailored and respectful interaction.

I also see that the steps from Admin to HRBP is far less seamless, even compared to a couple of years ago. At that time I knew a few colleagues who had spent 2-3 years as administrators with maybe 18 months - 2 years at Advisor level who were then poised and attained roles at BP level. Now, people that advertise for BP's tend to want someone who has already held that title, sometimes even for the rarer Junior BP roles. Perhaps this has evolved as a result of those people 'stepping up' and not having the requisite experience and having to learn in situ or just that there is the ability for employers to be very select in what they want.

In relation to qualifications, I also saw in the past that this was as accepted (in some industries) as experience, maybe not as much but still viewed positively even on its own. Now, you need that qualification AND proven experience to even be considered for some roles.  

In the meantime I will continue with my efforts, my studies and have the belief that the wind of change will be directed in my favour. It certainly is time consuming and mentally taxing looking for a full time job and certainly in this climate there is much truth to this.

Hey 

Thank you for taking the time to respond - its always useful to get other points of view.

I agree with you in terms of agencies, feedback and HR's part in it - it is something that I have stipulated in the past, particularly when working with 'High Street' agencies. I should have said that I do find with individual consultants who are not tied to larger agencies, you do tend to get that more personalised, tailored and respectful interaction.

I also see that the steps from Admin to HRBP is far less seamless, even compared to a couple of years ago. At that time I knew a few colleagues who had spent 2-3 years as administrators with maybe 18 months - 2 years at Advisor level who were then poised and attained roles at BP level. Now, people that advertise for BP's tend to want someone who has already held that title, sometimes even for the rarer Junior BP roles. Perhaps this has evolved as a result of those people 'stepping up' and not having the requisite experience and having to learn in situ or just that there is the ability for employers to be very select in what they want.

In relation to qualifications, I also saw in the past that this was as accepted (in some industries) as experience, maybe not as much but still viewed positively even on its own. Now, you need that qualification AND proven experience to even be considered for some roles.  

In the meantime I will continue with my efforts, my studies and have the belief that the wind of change will be directed in my favour. It certainly is time consuming and mentally taxing looking for a full time job and certainly in this climate there is much truth to this.