What new entrants to HR want

The first half of 2011 has witnessed a steady increase in the number of HR roles available to entry-level candidates. And whilst a recent report published by the CEBR found that 52% of current graduates are either unemployed or working in non-graduate roles, the need for companies to attract and retain high calibre individuals remains paramount. Indeed, with the recent upturn in activity across this level of the market, prospective employers face increasing competition to secure high potential candidates. Key to this is providing career opportunities that match both the candidates' expectations and the needs of the business.

So what are entry-level HR professionals looking for?

For many seeking to take their first step onto the HR ladder, long term career progression features high on the list. Realistic in acknowledging that the majority of their responsibilities will revolve around the day-to-day administration and co-ordination of the HR function, entry-level candidates are looking for the opportunity to build on their knowledge base and gain exposure to as wide a range of HR issues as possible.

Candidates today are keenly aware of the importance their first HR role will have in shaping their subsequent career paths. As such, they look for employers who will provide them with the training and development necessary to further their careers. Whilst this is of course largely dependent on the candidate's ability to master their basic role responsibilities, potential for progression is a key factor in the decision to join a certain employer.

Progression, however, is not simply another word for promotion. Whilst attaining a promotion is inevitably the long-term goal, most candidates at this level highlight the importance of working within a challenging environment where HR is aligned with the wider business. Not only do they seek to learn the necessary technical skills and know-how to succeed in their roles, candidates are increasingly looking to join commercially minded HR teams who strive to deliver a value added service to their clients. Similarly, they seek to join teams whose genuine interest in and passion for HR matches their own and where they have the opportunity to learn from proactive and forward thinking individuals both within HR and the business as a whole.

More pragmatic considerations must also be taken into account when discussing the expectations of entry-level candidates. An increasing amount of these candidates seek to undertake the CIPD within the first few years of employment and, though the majority to date will have funded their own qualifications, questions surrounding the possibility of sponsorship are becoming more and more common. Most not only view a professional qualification as an investment in their own futures but as a way in which to contribute positively within their current roles. Above all, candidates are looking for employers who will value and encourage such input and initiative and who recognise the need and importance of nurturing the next generation of HR talent from an early stage.

Perhaps surprising is the fact that many candidates at this level place less of a premium on salary, sector and company reputation. When questioned about remuneration, the majority of candidates will outline their salary expectations before explaining that it is largely about finding the right role. This same justification applies to sector with many candidates demonstrating interest in gaining experience in a wide range of industries across the private sector. More specifically, when considering the merits of working for a particular employer, they are often more concerned with the company’s graduate branding than with their general reputation in the wider market. Strong graduate branding is seen as evidence of heavy investment in the training, development and progression of entry-level HR professionals, all of which are key contributors to the successful attraction and retention of high calibre individuals.

Adeline Beek and Jennifer Martin, Consultants, Frazer Jones, London Office
E: adelinebeek@frazerjones.com or jennifermartin@frazerjones.com
T: +44 (0)20 7415 2815

"The need for companies to attract and retain high calibre individuals remains paramount."

"Entry-level candidates are looking for the opportunity to build on their knowledge base and gain exposure to as wide a range of HR issues as possible."

"Candidates today are keenly aware of the importance their first HR role will have in shaping their subsequent career paths."