Transitioning from Talent Acquisition to HR Roles

Explorer539760

October 13,2023 at 1:49PM UTC

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Transitioning from Talent Acquisition to HR Roles

Have any of you transitioned from Talent Acquisition to other roles?

I'm exploring HR Business Partner roles but people won't give me a shot. I'm exploring HR Analytics or taking classes to learn databases so that I could maybe be a HR Analyst.

I did run a diversity initiate for three years in NYC but don't have a SHRM certification yet. ( I do have a diversity cert from Cornell).

If anyone can recommend some other ways to move out of recruitment, I'd be grateful. I have Lupus and I just can't take the stress anymore. My physician and therapist have both recommended a career change.

If any of you have some suggestions, I'd be truly grateful.

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AnonymousOctober 13,2023 at 3:04PM UTC
Similar path, but SHRM cert is going to get you that opportunity. Invest in yourself to make that happen. You can also go into employee relations. You're not ready just with TA background, believe me, you are not. Diversity experience is great, but knowing the business acumen of the company, supporting the leaders leaders in their business decisions and being able to be that influencer with multiple pushbacks until aligned. Are just a COUPLE of areas you will need to learn about. You will benefit with further education or a company that has entry level positions to learn and grow with.
Explorer539760October 13,2023 at 6:33PM UTC
Thank you for both your candor and advice.
I’m Im also planning to get certification in HR analytics. Think that may be an easier transition from Talent Acquisition?
AnonymousOctober 13,2023 at 6:45PM UTC
HR Analytics really requires more experience, knowing how to run and read them are one thing but attaching them to the needs and trends of the business is another. You gotta start somewhere I say, good luck.
Explorer539760October 16,2023 at 8:08PM UTC
Bless you for the reality check. What do you think about Talent Acquisition Operations? I have reviewed and made changes in processes and helped in the review and selection of a ATS for one of my companies. I also helped managers get used to Taleo when it was implemented at Citigroup Long Island City, NY.
Think that might be an easier transition? I have Lupus and can’t face ten more years of nothing more than filling jobs. Hard cold truths are welcome. Thanks for your time
AnonymousOctober 17,2023 at 2:10PM UTC
What about a HRIS certification, example: Workday, and yes I'm familiar with Taleo, but HRIS is a growing area in processes that make it a better experience for not only the end user (applicant) but also the onboarding experiences , etc. ALSO, if you've helped with RFP's (request for proposals) a project manager, that does that is also unique. I think you have many options to explore.
Cierra GrahamOctober 13,2023 at 4:49PM UTC
Hello - I did the opposite. Started in HR, then focused on Talent Acquisition. The primary differences are policy/procedure writing, setting up HR systems, advising managers on their teams, employee counseling, managing complaints, working with General Counsel on potential employee litigation, compensation reviews, performance evaluations and management, and so on.
Pull aspects of your TA background - how strong were you at building rapport with hiring managers? If a new hire was struggling with getting up to speed, did those managers come back to you for advice? That's usually the sign of a trusted advisor even if HR wasn't in your title. Did you oversee projects? Provide input on TA systems? Did you conduct analysis on hiring outcomes, or long-term research tying hiring to business outcomes, like retention rates and promotions? Did you ever partner with HR on business initiatives? There are lots of ways to cross over, but take small steps to get there. Also, usually being an HR Coordinator or Generalist happens before becoming an HRBP. HRBP's usually need certs and years of business experience. Next step after is HR leadership overseeing junior Generalists. That might have changed, but was typical when I started. I hope this helps. It is possible to make the switch. I've seen it often, but by people who can tie specific experiences and outcomes to work most commonly done by core HR professionals. Best of luck!
Explorer539760October 13,2023 at 6:30PM UTC
Thanks you!!! I’ve done all those things you mentioned, and I’ve had I-9 training. What I’m missing is official employee investigations experience. meanwhile Inised to advise talent on the best ways to afsreas issues, the best way to record incidents etc. I’m studying for my SHRM certification so that should help some.
You have no idea how much better you just made feel. I’m much obliged.
AnonymousOctober 18,2023 at 9:31PM UTC
I'd find an entry level HR coordinator, assistant or even generalist role.