Breaking Into….Careers: Human Resources Management

Tonight’s jobs speech by President Obama is another attempt to offer hope to the millions of unemployed people in the U.S. Unfortunately, a preview of the speech indicates that the same old strategies will be proposed, most of which will fail to create new job opportunities. While it is evident that bold initiatives are not forthcoming, I think it is critical to assist people in understanding how to break into different career paths, which are viable and in demand. In response to reader questions about how to gain entry into a particular career, I am launching the “Breaking Into…Careers” series to provide insight about how individuals can enter into and thrive in a variety of careers. The series will feature interviews with professionals who have successfully transitioned and advanced in different career paths. The first interview features Mr. Roger Franco, System Director of Human Resources for Bon Secours Health Systems.  He received a B.A. in psychology from SUNY-Old Westbury and has worked in the HR field for over 15 years.

1) How did you break into human resources management?

I received my first opportunity after college working in the Human Resources Dept. for a social services agency for developmentally disabled youth. Through working hard and networking, I then transitioned into working in human resources in a variety of healthcare systems. I stayed current with the changes in the field and was able to take advantage of opportunities which presented themselves to enable my advancement.

2) What are the different responsibilities and tasks you handle in your role as a human resources management professional?

Regulatory compliance, policy administration, employee & labor relations, recruitment, contract negotiations, and staff education & development. The task of the HR management professional is to manage both human capital through employee recruitment and training, as well as administrative issues such as policy and regulatory concerns.

3) What skills should someone who is interested in human resources management possess?

First and foremost, great communication skills. You must be able to articulate your goals to a variety of constituencies, including higher level administration and front line staff.  Next, the ability to track and trend information for the purposes of process improvement and best practices. Being able to pay attention to detail and thrive in a fast-paced environment.  The skill to establish relationships with every level of management and staff.

4) What is the typical day in the life of an entry level human resources professional?

“Putting out fires”. Data management and correction such as payroll, interviewing potential candidates, basically providing service to your customers….the staff and management of the organization.

5) What recommendations would you make to someone who is interested in breaking into human resources management?

Networking. Networking and more networking. HR is a very small community. Join as many HR organizations as possible. Foster your professional growth by being mentored by a more seasoned HR professional. Obtain HR certifications in certain key areas in which you wish to focus your career.

6) Do you have any other tips for those seeking to breaking into Human Resources Management.

Research the different areas in HR. Pick a career path that you will enjoy doing on a daily basis. HR can be very stressful. Being able to handle that stress will be very helpful. Be passionate about the work you do in HR. Understand and realize that HR work is important work. Figure out how HR can best serve the organization and try your best to contribute.

Career Conflict: Overcoming the Fear of Decision-making

Many individuals who are considering a change of career or job end up being paralyzed by the fear of making such a big decision. Some of my clients state their belief that they will make the wrong decision, and ultimately suffer irreparable consequences. The reality is that it is critical to make well informed and thoughtful career decisions, but generally, there may not be a right or wrong decision. Rather it is about better or worse decisions. That is, no matter what decision you make, there will be ramifications, but usually you can recover from more negative outcomes. The following are some tips to assist you in overcoming your fear of making an important career decision:

1) Determine if you are undecided or indecisive– being undecided means that you have not fully explored your options and need more information or time to make a decision. Being indecisive means that although you have the necessary information, you are either ambivalent about making a career or job shift, or lack confidence in your decision-making. Whether you are undecided or indecisive, meeting with a career coach may improve your decision-making confidence and enable you to transition to a more satisfactory job or career.

2) Identify the information gap– if you are undecided, you may require more data about best-fit career alternatives. Use resources such as the Occupational Outlook Handbook to explore job duties, training and education needed, salary, and future outlook of potential options. You can also utilize salary.com and Glassdoor.com to further assess possible earnings for these opportunities. Further, by meeting with a career expert, you can complete some career assessment tools, which will identify your interests, values, skills, and work-environment preferences to develop a list of the best jobs or careers for you.

3) Consider the disadvantages and advantages of any career or job change- while it may seem appealing to leave a job in which you are unhappy, you must explore the alternatives. Some people impulsively leave an adverse situation, and unfortunately, can end up in an even worse one. Or others remain too long in a dead end job due to a lack of confidence in finding a better opportunity. It is crucial to fully examine both the pros and cons of any potential move, which should enable you to make the best informed decision possible.

4) Understand your risk tolerance- any career move entails a level of risk. Therefore, it is important to consider how risk averse you are and how it may impact your decisions. If you are relatively risk averse, you may need stronger assurances that your career or job change will result in positive results.

5) Network and seek consultation– find people who may have experienced the same transition you are considering. By networking and discussing your options with individuals who have successfully made a career or job change, you can bolster your confidence in your career planning. Such consultation will provide you with the knowledge and the skills needed to obtain your ideal job or career, and allow you to overcome the fear of decision-making.

If you are unsatisfied in your current position, the time is now to seek an opportunity that can bring you career satisfaction and stability!

Security vs. Satisfaction: Understanding Job Fit

In my work as a career coach, one of the greatest challenges that many of my clients face is the decision to leave a “secure” job in which they are miserable and transition into a more satisfying but uncertain position.  A good deal of this decision is based on an individual’s risk tolerance and work values.  If you are risk averse and value stability, you may tend to settle for security over satisfaction.  If you find that you can tolerate some risk for potential greater reward and value job satisfaction, a job transition may be a good idea for you.  Most people are socialized to simply seek a “safe” job and hope to stay in his or her position for as long as the company allows them to be there.  However, the current economy clearly indicates that no job is safe or secure anymore, and that people should be more assertive in finding the best-fit position for themselves.

While the job search process can be anxiety provoking and is one that many dread having to pursue, a recent study by Right Management should hearten those who may feel unhappy at their present day position.  Right Management, the talent and career management arm of Manpower, an employment services company, surveyed over 800 human resources professionals and business leaders.  The results of the survey indicated that organizational culture & motivational fit, and interpersonal behaviors are viewed as more important to accelerated performance than relevant experience and technical skills.  Therefore, you may be able to secure a job which is more satisfying by focusing on positions that may not be in your current field.  If you think creatively, and can sell your fit in a given company and accentuate your interpersonal skills, you will be deemed a viable candidate for a variety of jobs.  Rather than languish in a job which does not provide any passion for you, it may be time to take a leap to a new position.  As study after study indicates that a large portion of American employees are not engaged at work, it is time that we encourage individuals to opt for more exciting career paths, which may allow them to be more productive and happier.

Career Transitions: Good Planning not Good Luck

To paraphrase a famous saying, “Luck is the residue of good planning.”  This aphorism is certainly applicable to career transitions, including job searches.  Many believe that finding a good career or job is out of their control, and is solely due to chance.  However, this belief is inaccurate, and the reality is that those who are successful in their career transitions typically were guided by diligent planning.  As recent college graduates begin to explore their career options, and current professionals consider new job opportunities, it is critical to consider some of the factors to explore when starting your job search.  Thus, here are 3 tips for planning a productive job search or career transition.

1) Create a plan– many job seekers are not clear about their goals and their ideal job.  Rather they do random searches for jobs which sound “alright.”  Either due to a sense of desperation or a lack of knowledge about appropriate job search strategies, some people will settle for the first job option presented to them. Instead of settling for just any job, construct a realistic wish list which includes salary range, job duties, work environment, and any other essential elements for your job satisfaction (e.g. geographic location, etc.). Also, the wish list should match your educational qualifications as well.  In addition, the plan should include a timeline. The typical job search lasts between 3-6 months, and thus, you should plan accordingly in terms of building financial and emotional reserves for this often frustrating and exhausting journey.

2) Network and discuss your plan with trusted sources- people tend to follow a plan when they publicize it and feel that they will be held accountable by others.  Therefore, you should share your plan with friends, family members, and colleagues.  Also, by discussing your plan, it allows others to provide constructive feedback and to think about how best to help you.

3) Stay optimistic and revise your plan if necessary– after evaluating your plan after 3 months, it may be time to modify it, or to seek further assistance from a career professional.  Since the process can indeed be challenging, it is critical to maintain a healthy optimism throughout the process.  Seek support and take time to indulge in stress reducing activities to re-energize you and allow you to continue your ultimately successful process.

Understanding Options: The Informational Interview

As the economy slowly recovers, many Americans continue to struggle with finding work.  The reality that many industries are gone forever,  and that people will need to find new skills and opportunities, necessitates a radical change for some.  That change may require a shift to a new career.  Oftentimes, people are reluctant to take a leap to a new career without fully understanding the job requirements and duties of the position.  Therefore, one of the best strategies to utilize to gain more knowledge about a position or a career is the informational interview.  The informational interview is an opportunity to speak to an individual who is currently working in the career you wish to pursue.   It is the time for you to have all questions answered about day to day  activities, work responsibilities, and career culture, including typical work hours and challenges of the career. An informational interview enables you to assess both the negative and positive aspects of the position, and to utilize this data in your decision-making process.   I always strongly suggest to my clients that they set up at least 3 informational interviews before they make a decision about fully transitioning to a new career.  The most frequent questions about informational interviews involve how to go about setting up the process, including finding candidates and what questions to ask.

The following is the plan to set up  the informational interviews

1) Your Primary Network– identify your career(s) of interest and first discuss possible candidates with your close network of family, friends, and co-workers.  I am always amazed at how people tend to overlook the possible networking contacts closest to home.  It is critical for you to talk to those who know you the best to support your efforts.

2) Professional Associations– if you are unable to find candidates in your network, you will need to widen your net.  The best way to do so is by joining a professional association in your areas of interest.  Such associations usually have a mentorship program, which you should utilize to further develop your network and explore informational interviewing opportunities.

3) LinkedIn- another option to find possible informational interview candidates is the social media site LinkedIn, which focuses on professional networking. It allows you to identify people by company and career interests.  Take advantage of this option to identify possible candidates.

4) Setting Up the Interview– the best informational interview scenario is one which is done face to face.   Once you have identified possible candidates, you should send an email query or call the person requesting an informational interview.  Unlike a job request, an informational interview is seeking knowledge first.  Therefore, you should introduce yourself and your intention (e.g. I am considering a career change and would like to set up an informational interview with you to learn more about X position).  Clarify that you would appreciate 15-20 minutes of the individual’s time to talk about some specific questions.  If you are unable to secure an in-person interview, the next best option is a phone call.

5) Conducting the Interview– you should go to the interview in professional attire (e.g. a suit) , unless you know your industry calls for something different. During the interview it is important to ask about questions related to the person’s career path, including entry level position and internships, explore recommendations that he or she suggest you follow to break into the career, discuss the challenges of the position, and the things he or she enjoys about the position.  The goal is to truly learn about the advantages and disadvantages of the career/position, in order to make a better informed decision about your options.  Make sure to obtain a business card so that you may follow up appropriately.

6) Follow Up– after the interview is completed, it is essential that you send a thank you letter and ask about the opportunity to follow up with that person if more questions arise.  If you did not do so at the conclusion of the informational interview, you may also request the names of other individuals you may be able to interview.

7) Casting a Wide Net and Patience– many of my clients get discouraged after contacting 1-2 potential informational interviewing candidates and not getting any responses.  I generally suggest a 5:1 ratio, which means for every 5 persons you contact, you should expect to hear back from at least one within 2-3 weeks.  Therefore, if you intend to conduct 3 interviews, you may need to send out requests to 15 individuals.  While informational interviews are only one way to find out about job options, it is also a great way to get your foot in the door in an industry which may be extremely hard to crack otherwise.  So maintain optimism and start your informational interview journey!

Increasing Multicultural Career Counseling Competence

Over the past few months, as our national unemployment figures hovered in the double digits, the general consensus was that the recession was colorblind.  That is, everyone was suffering from the effects of the economic downturn, and job growth was a concern for all.  However, a new report about New York’s workforce needs by the Community Service Society and the Center for an Urban Future and a recent article in the Village Voice about labor justice highlight the reality that unemployment, labor issues, and job growth have indeed taken disparate tolls on different segments of our population.  For instance, while unemployment is about 9.7% nationally, the unemployment figure for Black males in New York City is about double that number, with their true “jobless rate (including the underemployed and those who are no longer actively searching) being about 27%.  Further, the challenges that young workers (aged 16-24), non-college graduates, and immigrants face are markedly different from those of a college graduate and older U.S. citizens.  Therefore, as such, it is critical that labor experts, workforce specialists, and career coaches have the multicultural competence to understand the career needs and most effective approaches to assist a varied group of job seekers and career changers. Career development, unfortunately, is not colorblind and should be treated through the use of a multicultural paradigm.

Most career theories in the past have usually taken a white, middle class, heterosexual male perspective.  Thus, most career experts typically employ a paradigm which mirrors this perspective.  As a result, the strategies that are suggested reflect the tools that would be best used by a very small part of the overall workforce.  The following are some recommendations to help stakeholders increase their multicultural competence when providing career coaching and counseling to an increasingly diverse candidate pool.

1) Cultural Context– everyone comes from a particular cultural context.  While career coaching is more technical and directive than personal counseling, it is still critical to complete a comprehensive history with a client to understand a job seeker’s cultural context and how it impacts his or her career development.  By exploring their previous academic and work histories, utilizing a career genogram (work history of key family and friends) to understand familial expectations, if any, and asking about past career goals, you can best recognize how to assist your client.  Career experts tend to overlook cultural context, to the detriment of the client, which can adversely impact the career action plan and coaching strategies.

2) Outcome Expectations and Self-Efficacy– the client’s cultural context will also guide his or her outcome expectations and sense of self-efficacy, or the confidence one has about performing in a specific domain.  A job seeker may have all the skills necessary for a particular career or job, but due to negative outcome expectations or low self efficacy, he or she may not pursue the position or fail to persist in the career. For instance, women may be reluctant to enter a stereotypically male dominant industry (e.g. engineering) due to feelings of possible isolation, and hostility.  Thus, some of the career coaching work with a client may involve bolstering the client’s self-efficacy and shaping more positive outcome expectations, by identifying possible mentors and success stories.

3) Protected Careers– similar to the previous issue of outcome expectations, protected careers refer to careers which are typically comprised of individuals from a particular background (e.g. race, gender, etc.).  For instance, firefighting has stereotypically been a protected career for white males and nursing has been a protected career for women.  However, by helping clients consider career interests beyond protected careers, you may allow them to expand their career options and pursue more satisfactory careers.

4) Networking– one of the most important elements of job search and career advancement is networking.    However, while many already have built in networks of family and friends, it is critical to assist those who must develop their own professional network.  Typically, those from lower socioeconomic statuses and immigrant communities may find it more difficult to connect to professionals in their fields of interest.  Therefore, as a career coach or workforce specialist, it is essential that you first explain the process and steps of networking to your clients, and then refer them to useful networking avenues (e.g. professional associations, mentoring programs, LinkedIn and other social media) to create an effective network.  Encourage them to conduct informational interviews with professionals in their industries of choice as another strategy to expand their network.

5) Understanding of Our Own Biases– since we all are socialized within our own cultural context, we tend to have biases as career experts.  Therefore, our own biases may be reflected in the recommendations we make to our clients or our expectations for them.  For instance, we may believe that a client will not be successful in finance or medicine due to their cultural background, and may direct them to more “realistic” options.  The goal is to be aware of our biases rather than to eliminate them, which is much more challenging. Such awareness will allow us to aid our clients in the most effective ways feasible and to not limit their possibilities based on our own biases.

Career Counseling/Coaching: Misconceptions and Ultimate Truths

A recent article in the New York Times seemed to oversimplify or even invalidate the process of career counseling. When discussing the services of one of the counselors with whom she met, the writer noted “mostly he offers conversation, in packages ranging from four sessions to 26 sessions.” Such a suggestion basically devalues the true potential of career counseling. Genuine career counseling or career coaching, as some refer to this process, is more than a “conversation” with a career professional. It is a focused process of assisting an individual identify career challenges and to develop a plan to overcome those challenges. For some it may mean changing careers, for others it may involve how to advance in their current job. It should include an initial assessment of the client’s needs, followed by an analysis of the best approaches to help the client (e.g. vocational testing), and then finally developing a plan of action for the client.

Unfortunately, while the writer’s ignorance is all too commonplace, it is also a reflection of career counseling’s identity crisis. Unlike other professions, which require practitioners to possess a license to ensure some level of quality assurance for the consumer (e.g. psychology, law, medicine), career counseling is not a protected title. This means that anyone can hang up a shingle and call himself or herself a “career counselor” or “career coach.” Unfortunately, this results in very uneven outcomes for clients. During this economic downturn, consumers are even more susceptible to individuals willing to take advantage of desperate people by promising unrealistic career counseling results and charging exorbitant fees while doing so. It is vital to recognize that a good career counselor or coach will enable you to get to the next level of your career development. Many people feel that career development is an accidental process, where one just ends up in a particular career or job. The reality is that working with a career counselor will enable you to increase your probability of career and workplace success and satisfaction. From finding the best fit career to understanding how to network for promotional opportunities, quality career counseling has been proven to be effective in helping people advance their careers and improve their lives. But one must be extremely careful when selecting a career counselor. The following are some tips about factors to consider to ensure that you find the best career counselor or career coach possible.

1) Credentials– my bias is that a licensed psychologist with a specialization in career counseling would be the most qualified career counselor. Many great career coaches are not licensed psychologists but are rather industry veterans who can provide technical knowledge (e.g. resume writing and interviewing skills) and industry expertise which are extremely useful for basic career counseling concerns. However, sometimes an individual is stuck in his or her career due to more underlying psychological concerns (e.g. lack of confidence, anxiety, depression, etc.) rather than lack of knowledge about an industry or how to do a resume. A licensed psychologist would be able to make a valid assessment about the psychological barriers which may be impacting the career concerns of an individual. Since work is inextricably linked to an individual’s personal identity, it is important to consider a holistic analysis of the factors influencing a person’s career development. Again, I am not denigrating the talents and contributions of non-psychologist career counselors but rather enabling the consumer to think about his or her needs from a more expansive perspective. What is most important is to find a reputable career counselor or coach. Many good career counselors and coaches can be found at the National Career Development Association (www.ncda.org) directory.

2) Knowledge and use of standard vocational assessment tools– while a licensed psychologist would be able to diagnose subclinical or clinical issues which are adversely affecting an individual’s career development, he or she should also have expertise in career counseling work, including the ability to administer and interpret widely utilized vocational assessment tools such at the Myers-Briggs Type Indicator, the Fundamental Interpersonal Relations Orientation (FIRO-B) leadership profile, and the Strong Interest Inventory. Such tools add value to the career counseling process and can inform the career counseling experience for clients. If you are working with a career counselor or coach, he or she should be qualified to administer these protocols and should use the actual, psychometrically tested measures not invalid, unreliable approximations found on the internet or developed by the practitioner.

3) Right fit– the writer of the New York Times article was correct in being able to visit more than one career counselor when searching for the best fit for her needs. You should feel comfortable with the career counselor and you should have a conversation about the expected outcomes and the career counseling process before you commit to the career counseling relationship. If you do not feel it is a good fit, you should feel free to discuss your issues with the counselor and either work through the concerns with your counselor or mutually agree to find another counselor.

4) Patience and a realistic timeline- career counseling has been unfairly labeled as a “test’em and tell’em” approach, wherein the counselor and client meet for 1-3 sessions and the counselor solely interprets the results of the client’s vocational tests and then sends him or her off to the identified career path. Career counseling in the 21st century is more complex than this outdated approach. Therefore, although I noted that fit is important, one should be patient enough to work with the career counselor for at least 3-4 sessions before making a decision about changing counselors. Career counseling is a PROCESS, and as such, can take several sessions over a 2-6 month period. It is critical that you are always aware of the goals for career counseling and to check in that the career action plan still suits your needs. However, you should also make a wholehearted commitment to the process and work to reach your desired results.

During the economic downturn, both individuals and organizations are acknowledging the benefits of career coaches and career counselors in improving the career outcomes and work productivity of individuals. Such services can help companies increase their bottom line and grab more market share, while allowing individuals to improve their marketability and diversify their options. Hopefully, more companies and individuals will recognize these advantages and seek such assistance in the near future.