How to Transition from Talent Acquisition to Core HR

Intro

Many Talent Acquisition Specialists are eager to bridge into the core HR space. However, this transition is not easy. With many segments of the HR market already saturated, it’s crucial to carefully choose which parts of HR to transition into.

Understanding the Challenge:

A career transition can sometimes take years, often involving bridge roles, studying, and extensive networking, which are all very time-consuming. Before you start on this journey, ensure that HR is truly the right path for you. During this period of reflection, consider alternative career options. Are there any other areas you have an interest in? Don’t transition into HR just because it seems like the obvious choice. The space is fiercely competitive, so you need the desire to make it happen.

Where Should You Target?

If you’re 100% sure you want to transition into HR, the next question is which area to target. The natural step for TAs has traditionally been Talent Management & Learning and Development. However, this area has also been heavily affected by market conditions and technological disruption.  

Growth Areas in Niche HR:

Opportunities in HR vary based on individual backgrounds and skill sets. However, the following niche HR areas are experiencing growth and face talent shortages:

• HR Data & Payroll

• HR Analytics

• HR System Projects

• Compensation & Rewards

Growth Area’s in Core HR

If you’re aiming to move into core HR, then HR Generalists and HR Business Partners are in demand. However, many HRGs and HRBPs are perplexed by the narrative of talent shortages in this space, as they too are finding it challenging to move roles. The reason for this is Market Segregation that I touch on a lot on my newsletter. Right now, the true demand lies in industries focusing on Employee Relations (ER), where skills in leading disciplinaries and grievances are highly sought after. 

Does this mean you need to drop everything and find opportunities to gain ER experience? Obviously not, as we know ER is like Marmite, people either love it or hate it.

It’s great to be aware of market trends, but pursuing an area purely for financial gain will most likely leave you unfulfilled. You need to think about what gives you energy, what do you enjoy, where are your strengths, and then closely analyse this next to a number of career paths.

Steps to Transition into HR:

If you are certain you want to pursue your transition then here is a practical step-by-step guide to help:

1. Evaluate Your Current Skills: Identify what experience you have that translates into the new area. Expand on this in your CV. Think carefully about any exposure or projects you might have been involved in.

2. Identify Key Skills You Are Missing: Consider bridge roles to gain these skills, even if they involve short-term sacrifices like less pay, a temporary contract, or a longer commute.

3. Build Your HR Knowledge: Enrol in HR courses relevant to your desired area. Short courses, modules, and certificates are fine—they signal intent and help realign your CV.

4. Attend Workshops: Increase your knowledge and expand your network by attending relevant HR workshops.

5. Gain Broader HR Experience: If you’re currently employed, seek opportunities to work on projects outside of talent acquisition. Openly discuss your career goals with your manager to gain new exposure. Consider volunteering for cross-functional HR initiatives.

6. Seek Mentorship: Find people who have successfully made the transition and ask for their advice. Use your search skills to locate these individuals, reach out, and explain your intentions.

7. Networking Opportunities: Join HR professional networks and associations to connect with peers. Use LinkedIn to find networking events and connect with attendees.

8. Tailor Your CV: Ensure your CV clearly shows your intentions. Tailor the wording and include an objective statement at the top, such as: “I am looking to utilize my extensive experience in Talent Acquisition, where I have developed in A, B, and C, to transition into an HR role within the X sector.” 

Conclusion:

Transitioning from Talent Acquisition to core HR requires careful planning and strategic actions. By following these steps, you can systematically increase your chances of a successful career transition. The journey may be long, but with persistence and the right approach, you can achieve your career goals.

Are you on your HR transition journey? Share your thoughts and experiences in the comments below!