1 00:00:03,100 --> 00:00:06,000 Welcome to the bringing the human Back To Human Resources, 2 00:00:06,000 --> 00:00:09,100 podcast, the podcast, all about the delicate balance between 3 00:00:09,100 --> 00:00:12,400 people and business. And quite literally reconnecting 4 00:00:12,400 --> 00:00:15,800 the to my name is Tracy Ruben. And I have spent nearly my 5 00:00:15,800 --> 00:00:20,700 entire professional career in HR or stories, opinions, and words 6 00:00:20,700 --> 00:00:23,600 of advice is impeach week. Hey everyone! 7 00:00:23,600 --> 00:00:26,800 This is Tracy Ruben. Welcome back to the bringing the 8 00:00:26,800 --> 00:00:28,500 human Back To Human Resources podcast. 9 00:00:28,500 --> 00:00:33,300 It's officially week 6. So I've been doing this podcast 10 00:00:33,300 --> 00:00:38,600 now for almost 2 months which I'm proud of its exciting. 11 00:00:38,600 --> 00:00:42,000 It's an exciting opportunity for me to you. 12 00:00:42,000 --> 00:00:45,100 No, talk to me. Whatever is on my mind and I 13 00:00:45,100 --> 00:00:46,100 think it gives me an opportunity. 14 00:00:46,100 --> 00:00:50,900 Also to interact with all of you that I really invite you to 15 00:00:50,900 --> 00:00:52,800 reach out. If there's something that you 16 00:00:52,800 --> 00:00:55,600 want to talk about specifically or hear me talk about 17 00:00:55,600 --> 00:01:00,400 specifically and actually it leads me into the point of this 18 00:01:00,400 --> 00:01:03,600 week's podcast. But before I go into it, I want 19 00:01:03,600 --> 00:01:06,700 to give you a quick update on how I'm doing with my 20 00:01:06,700 --> 00:01:12,300 commitments to an improved or achieving a better work-life 21 00:01:12,300 --> 00:01:15,300 balance. And on last week's podcast 22 00:01:15,300 --> 00:01:20,300 episode I said that I would be waking up at 5 a.m. everyday. 23 00:01:20,300 --> 00:01:23,300 I really meant Monday to Friday which I Claire Right on 24 00:01:23,300 --> 00:01:28,400 Instagram, but waking up every day at 5 a.m. getting myself 25 00:01:28,400 --> 00:01:32,400 ready to go for the day can giving back to myself, creating 26 00:01:32,400 --> 00:01:36,200 routine having that suit commute, if you will. 27 00:01:36,200 --> 00:01:40,300 And I am here to tell you that I did just that. 28 00:01:40,300 --> 00:01:45,800 So I'm recording right now while I'm still in that week where 29 00:01:45,800 --> 00:01:50,000 I've committed to making those changes to achieve a better 30 00:01:50,000 --> 00:01:53,600 work-life balance and I actually I had to stay like waking up at 31 00:01:53,600 --> 00:01:57,400 5 which I used to do regularly feels so good. 32 00:01:57,400 --> 00:02:00,700 Again. Like I feel actually more 33 00:02:00,700 --> 00:02:04,000 well-rested, which could be because I'm going to sleep a 34 00:02:04,000 --> 00:02:07,600 little bit earlier. I'm giving myself time to do 35 00:02:07,600 --> 00:02:11,500 anything and everything that's not work-related for like 4 36 00:02:11,500 --> 00:02:16,800 hours before I even touch work. And so it's just a really nice 37 00:02:16,800 --> 00:02:20,200 Improvement so far. So I'm looking forward to 38 00:02:20,200 --> 00:02:22,800 keeping it up and I will continue to check back. 39 00:02:22,900 --> 00:02:27,700 And keep you guys updated. I hope that we all can a Zagg 40 00:02:27,700 --> 00:02:30,100 little Community. Hold each other accountable to 41 00:02:30,100 --> 00:02:33,900 these things so we can have better just experiences 42 00:02:33,900 --> 00:02:37,000 specially while we're mostly. I would imagine most of us are 43 00:02:37,000 --> 00:02:39,900 working remotely. If you're not working remotely, 44 00:02:39,900 --> 00:02:43,300 all the more reason to establish a really good routine because 45 00:02:43,300 --> 00:02:48,100 it's not easy to be working in this environment where this 46 00:02:48,100 --> 00:02:52,200 climate right now. And so taking space for 47 00:02:52,200 --> 00:02:55,900 yourself, I think is still supercritical since you get into 48 00:02:55,900 --> 00:03:00,000 today's topic, I've had a lot of Outreach around this topic for 49 00:03:00,000 --> 00:03:01,600 weeks. Now, pretty much since the 50 00:03:01,600 --> 00:03:05,300 beginning of the podcast and I've touched on it a little bit 51 00:03:05,300 --> 00:03:09,300 here and there but I figured why not dedicate a full episode to 52 00:03:09,300 --> 00:03:14,100 this and it's probably going to result in my bringing on a guest 53 00:03:14,100 --> 00:03:18,800 and a future episode 2, really dive into some actionable tips 54 00:03:18,800 --> 00:03:24,100 and tricks but I wanted to talk about breaking In 2 HRS. 55 00:03:24,100 --> 00:03:29,000 And I've engaged with some of you over DM's on LinkedIn 56 00:03:29,000 --> 00:03:32,700 message her and I've been able to give you some of my advice 57 00:03:32,700 --> 00:03:35,900 and thoughts individually. But I know that there are so 58 00:03:35,900 --> 00:03:38,900 many people who don't reach out and so hopefully if you're 59 00:03:38,900 --> 00:03:42,100 listening this will help you. If you are considering a career 60 00:03:42,100 --> 00:03:45,600 in a jar, I strongly recommend a career in HR. 61 00:03:45,600 --> 00:03:48,600 If you like the following things, people business 62 00:03:48,600 --> 00:03:52,000 strategy, having an impact on people. 63 00:03:52,000 --> 00:03:55,900 So great. You like those things check, 64 00:03:55,900 --> 00:03:58,200 right? However, you have to also know 65 00:03:58,200 --> 00:04:02,500 what you don't like, because HR definitely will challenge you. 66 00:04:02,500 --> 00:04:06,800 If you don't like, the following things, being resourceful and 67 00:04:06,800 --> 00:04:10,600 solutions-oriented feeling comfortable, wearing, many 68 00:04:10,600 --> 00:04:15,000 different hats and being extremely agile, not only day 69 00:04:15,000 --> 00:04:19,600 today and week-to-week but also minute-to-minute things, change 70 00:04:19,600 --> 00:04:22,700 constantly and says that agility and adaptable. 71 00:04:22,800 --> 00:04:25,900 Is really, really important. You have to also have an 72 00:04:25,900 --> 00:04:29,100 appetite for some of the administration piece. 73 00:04:29,100 --> 00:04:33,400 I mean, even in my current role as a director, there's so much 74 00:04:33,400 --> 00:04:38,900 admin work still and we have an admin so you have to be 75 00:04:38,900 --> 00:04:43,600 comfortable with systems and operations and I recognize that 76 00:04:43,600 --> 00:04:49,200 a lot of rolls and jobs call on all of these things that I think 77 00:04:49,200 --> 00:04:54,100 the biggest thing is that if you don't like people and if you 78 00:04:54,108 --> 00:04:57,800 don't like helping people find a different career so you didn't 79 00:04:57,800 --> 00:05:00,600 want to hear the truth today. I'm sorry. 80 00:05:00,600 --> 00:05:03,100 You got it. But that is the truth. 81 00:05:03,100 --> 00:05:06,600 If you don't like people and you don't like helping people, then 82 00:05:06,600 --> 00:05:09,900 this is the the sign you've been waiting for that. 83 00:05:09,900 --> 00:05:14,400 You should not pursue a career in HR certainly, there are parts 84 00:05:14,400 --> 00:05:17,400 of each are that have less and less to do with people like you 85 00:05:17,400 --> 00:05:20,200 know some of the admin stuff your, you could be doing a lot 86 00:05:20,200 --> 00:05:21,800 of manual entry and things like that. 87 00:05:21,800 --> 00:05:24,400 However, once You are a part of an HR team. 88 00:05:24,400 --> 00:05:26,500 People will see you as a resource. 89 00:05:26,500 --> 00:05:29,600 And so if you want to be an individual contributor in the 90 00:05:29,600 --> 00:05:34,300 sense that you have no impact, or no involvement with the human 91 00:05:34,300 --> 00:05:37,500 element, don't come into this career in the first episode, 92 00:05:37,500 --> 00:05:39,500 right? I talk to you guys about how my 93 00:05:39,500 --> 00:05:44,600 undying focus and goal is to destigmatize HR. 94 00:05:44,600 --> 00:05:48,900 And that's because there are people in HR who shouldn't be in 95 00:05:48,900 --> 00:05:52,800 HR, who have stigmatized the career, who don't care about 96 00:05:52,800 --> 00:05:55,400 people, and don't want to help people. 97 00:05:55,400 --> 00:05:59,700 And so, if you are not being honest with yourself, maybe you 98 00:05:59,700 --> 00:06:02,200 think you like people, maybe you think you want to help people, 99 00:06:02,200 --> 00:06:06,400 but every time someone reaches out for help or support and you 100 00:06:06,400 --> 00:06:12,500 get irritated or you can't find the the motivation behind. 101 00:06:13,100 --> 00:06:17,200 You at least should not be in a business partner roll. 102 00:06:17,200 --> 00:06:21,700 Maybe there's an element of HR that you could get into like 103 00:06:21,700 --> 00:06:28,100 maybe you really, really like to do manual work and entering 104 00:06:28,100 --> 00:06:30,000 data. Like maybe it's HR analytics 105 00:06:30,000 --> 00:06:34,800 that could be totally possible, but again, I really think and I 106 00:06:34,800 --> 00:06:39,100 don't know, maybe I'm completely spoiled by the job that I'm 107 00:06:39,100 --> 00:06:42,700 currently in in the company that I work for, but I think that if 108 00:06:42,700 --> 00:06:44,700 you don't like people are, you don't have an appetite for 109 00:06:44,700 --> 00:06:46,500 helping them that it's just not going to work out. 110 00:06:46,500 --> 00:06:49,200 And actually think that's the case for management to do. 111 00:06:49,200 --> 00:06:51,700 I don't know what jobs are out there where you don't have to 112 00:06:51,700 --> 00:06:54,800 work with people. Maybe it's like software 113 00:06:54,800 --> 00:06:58,400 development engineering, maybe I don't know. 114 00:06:58,400 --> 00:07:01,000 Are there jobs out there that don't deal with people? 115 00:07:01,008 --> 00:07:05,900 Hey, maybe not. If there aren't then you better 116 00:07:05,900 --> 00:07:09,400 figure out a way to like people. That's all I have to say but 117 00:07:09,400 --> 00:07:11,300 it's a fundamental part of this role. 118 00:07:11,300 --> 00:07:15,900 HR is a super Superboy Field. It's kind of like saying retail 119 00:07:15,900 --> 00:07:20,200 right like retail could mean anything retail is literally any 120 00:07:20,200 --> 00:07:24,800 consumer product consumer brand company. 121 00:07:24,800 --> 00:07:28,200 That's what retail is right. The ability for someone to 122 00:07:28,200 --> 00:07:30,500 purchase what a company is selling. 123 00:07:30,500 --> 00:07:35,300 And so it's kind of the same with HR, like, what is HR, you 124 00:07:35,300 --> 00:07:37,900 can find a charger, anywhere in education. 125 00:07:37,900 --> 00:07:42,600 Its Personnel in retail is a jar and Tech, its people operations 126 00:07:42,600 --> 00:07:48,800 in medicine is HR to, like they're basically it's all in 127 00:07:48,800 --> 00:07:52,000 one in the same and yet everything is completely 128 00:07:52,000 --> 00:07:55,500 different. So Step 1 find the industry that 129 00:07:55,500 --> 00:07:59,900 you feel, you're best suited for and this can change over time 130 00:07:59,900 --> 00:08:04,000 when I graduated college, my mom was like, this is your first 131 00:08:04,000 --> 00:08:06,300 job. It's not your last job and that 132 00:08:06,300 --> 00:08:11,700 is really good at advice because I think if anyone can relate to 133 00:08:11,700 --> 00:08:15,000 the experience that I had, I was in college, I felt an incredible 134 00:08:15,000 --> 00:08:19,800 amount of pressure, not only to get a job but also almost like 135 00:08:19,800 --> 00:08:23,100 thinking in my mind that it was like the end-all-be-all and it's 136 00:08:23,100 --> 00:08:25,500 not this year has been really challenging. 137 00:08:25,500 --> 00:08:29,600 I'm sure for recent graduates because they maybe have secured 138 00:08:29,600 --> 00:08:33,900 or had a secured their first job and then you know, the pain. 139 00:08:33,900 --> 00:08:36,900 Make it and they either lost their jobs or they were 140 00:08:36,900 --> 00:08:41,299 furloughed or, you know, something potentially through 141 00:08:41,299 --> 00:08:45,200 real wrench into their plan. And I couldn't imagine knowing 142 00:08:45,200 --> 00:08:47,000 the amount of pressure that I put on myself. 143 00:08:47,000 --> 00:08:50,600 When I had my first job, which was Target out of college. 144 00:08:50,600 --> 00:08:55,500 And I didn't like, think past that I almost and I don't know 145 00:08:55,500 --> 00:08:59,800 why, I don't know if I just thought that you go to a job and 146 00:08:59,800 --> 00:09:02,400 you stay there for 30 years because people who work at 147 00:09:02,408 --> 00:09:06,100 Johnson & Johnson do that? Like, I think that that was my 148 00:09:06,100 --> 00:09:09,800 mentality. Now, I mean Studies have shown 149 00:09:09,800 --> 00:09:14,700 that Millennials are more likely to judge Around between jobs 150 00:09:14,700 --> 00:09:18,200 within a year 2 years of tenure and organization. 151 00:09:18,200 --> 00:09:22,900 I wonder how the pandemic will change that people might see 152 00:09:22,900 --> 00:09:25,200 that. Now, there's a bit more added 153 00:09:25,200 --> 00:09:27,800 value. If you spend a longer time with 154 00:09:27,800 --> 00:09:32,400 the company, I personally, I mean, now I've almost four years 155 00:09:32,400 --> 00:09:34,700 of my current company. I spent almost four years at 156 00:09:34,700 --> 00:09:37,000 Target. I haven't had an experience 157 00:09:37,000 --> 00:09:41,000 where I spent less than 4 years at this point with an 158 00:09:41,000 --> 00:09:43,200 organization that I know that it's real. 159 00:09:43,200 --> 00:09:47,400 It's a real thing and recruiters have actually had to change the 160 00:09:47,400 --> 00:09:49,700 way that they look at candidates. 161 00:09:49,700 --> 00:09:53,100 Knowing that Millennials are much more likely to jump around 162 00:09:53,100 --> 00:09:57,000 and that that's not necessarily reflection of their willingness 163 00:09:57,000 --> 00:10:00,300 to be loyal or their loyalty. I should say to a brand sunny 164 00:10:00,300 --> 00:10:03,400 but I digress. First thing is really again 165 00:10:03,400 --> 00:10:09,300 figure out the industry for me. I had an experience in retail so 166 00:10:09,300 --> 00:10:13,800 I knew I liked it when I was In college. 167 00:10:13,800 --> 00:10:17,800 And in high school I had a lot of leadership experience and I 168 00:10:17,808 --> 00:10:21,000 knew that anything in business or management would really 169 00:10:21,000 --> 00:10:22,800 interest me because it's very similar. 170 00:10:22,800 --> 00:10:25,400 Of course, to a leadership experience, you don't 171 00:10:25,400 --> 00:10:29,800 necessarily need to have all like all of those years of 172 00:10:29,800 --> 00:10:32,800 experience, in order to even figure out what you like or 173 00:10:32,800 --> 00:10:35,400 dislike. If you are considering a career 174 00:10:35,400 --> 00:10:38,900 in HR, first start with like the industry, it helps narrow it 175 00:10:38,900 --> 00:10:42,100 down and I think it's a lot easier than just looking for 176 00:10:42,100 --> 00:10:46,900 entry-level roles across all Industries because there 177 00:10:46,900 --> 00:10:48,700 actually are a lot but it's really overwhelming. 178 00:10:48,700 --> 00:10:51,400 I don't know that it's necessarily time. 179 00:10:51,400 --> 00:10:55,500 Well spent to apply to every single entry level job if you 180 00:10:55,500 --> 00:10:57,900 don't have HR experience, just because it's a job. 181 00:10:57,900 --> 00:11:01,200 Okay, so now you've narrowed down the industry, maybe you 182 00:11:01,200 --> 00:11:04,900 have select three industries that you would really be 183 00:11:04,900 --> 00:11:07,800 interested in working it. Now, you should really think 184 00:11:07,800 --> 00:11:11,600 about, okay? What area of HR interests me 185 00:11:11,600 --> 00:11:15,500 most, so, It's payroll, maybe it's benefits. 186 00:11:15,500 --> 00:11:20,600 Maybe it's compensation analytics, people or business 187 00:11:20,600 --> 00:11:25,900 partnering Administration, recruiting when you take a look 188 00:11:25,900 --> 00:11:30,000 at all of those different facets of HR and certainly there are 189 00:11:30,000 --> 00:11:33,500 more and there is subsets and we can go on and on think about 190 00:11:33,500 --> 00:11:35,700 what it is that you like and what you don't like. 191 00:11:35,700 --> 00:11:39,200 So for example, recruiting requires a lot of talking, a lot 192 00:11:39,200 --> 00:11:46,200 of patients, a lot of listening if you don't really like to meet 193 00:11:46,200 --> 00:11:50,300 tons and tons of people that are going to be really good 194 00:11:50,300 --> 00:11:53,200 candidates, really bad candidates and everything in 195 00:11:53,200 --> 00:11:57,000 between, maybe you don't even appreciate so much speaking on 196 00:11:57,000 --> 00:12:01,700 the phone or FaceTiming, it's probably not going to be the 197 00:12:01,700 --> 00:12:06,100 right facet of hr4u conversely. If you really like numbers and 198 00:12:06,100 --> 00:12:11,000 you like strategy and analytics, payroll benefits compensation 199 00:12:11,000 --> 00:12:14,900 Analytics. Those things actually, really 200 00:12:14,900 --> 00:12:16,800 might interest. You pay roll. 201 00:12:16,800 --> 00:12:20,500 I have met people who love people, payroll, and I have met 202 00:12:20,500 --> 00:12:24,100 people who hate payroll. Actually, I am one of those 203 00:12:24,100 --> 00:12:27,400 naysayers, the payroll. I knew after having my 204 00:12:27,400 --> 00:12:30,500 experience at Target where I was a generalist really like, an HR 205 00:12:30,500 --> 00:12:34,000 Manager, HR generalist. I had that payroll experience 206 00:12:34,000 --> 00:12:37,300 and I knew that it did not motivate me. 207 00:12:37,300 --> 00:12:41,300 And so for me, I was like, okay, I know I'm not going to do that, 208 00:12:41,300 --> 00:12:44,800 but I also knew that I loved interacting with people. 209 00:12:44,800 --> 00:12:48,800 I loved connecting with employees helping them solve 210 00:12:48,800 --> 00:12:51,700 their problems. You know, applying different 211 00:12:51,700 --> 00:12:55,100 strategies on the people and operation side of things. 212 00:12:55,108 --> 00:12:58,200 So is very easy for me to realize that being a business 213 00:12:58,200 --> 00:13:02,000 partner were, you know, being like a head of HR, one day would 214 00:13:02,000 --> 00:13:04,100 be what I really wanted to go after. 215 00:13:04,100 --> 00:13:08,000 So kind of likes, think about what it is that your strengths 216 00:13:08,000 --> 00:13:11,300 are what are your opportunities? What don't you like, what 217 00:13:11,300 --> 00:13:15,300 motivates you that's there. We should help and then. 218 00:13:15,300 --> 00:13:18,400 So now, you have your industries, you have your likes 219 00:13:18,400 --> 00:13:21,300 and dislikes. Now you can get to applying to 220 00:13:21,300 --> 00:13:24,800 jobs. How do you do that first? 221 00:13:24,800 --> 00:13:27,800 Is reach out to your networks? I'm sure you've heard this a 222 00:13:27,800 --> 00:13:30,500 million times over. It's all about who you know 223 00:13:30,500 --> 00:13:33,000 right. Like we hear that probably from 224 00:13:33,000 --> 00:13:36,900 a very young age and it's really true like there's no denying it 225 00:13:36,900 --> 00:13:43,700 people and those connections and who you know really matter and 226 00:13:43,700 --> 00:13:46,600 it might not necessarily mean that you get the job because of 227 00:13:46,600 --> 00:13:50,900 who you do, but it's certainly can me and that you avoid the 228 00:13:50,900 --> 00:13:54,900 paper pushing and bureaucratic process of job application 229 00:13:54,900 --> 00:13:57,400 referrals. For example, if you have someone 230 00:13:57,400 --> 00:14:01,500 who works at a company that you really want to work for or that 231 00:14:01,500 --> 00:14:04,800 has a job posted, that you're really interested in reach out 232 00:14:04,800 --> 00:14:06,600 to someone that, you know, maybe you spoke with them. 233 00:14:06,608 --> 00:14:10,300 Ten years ago, maybe you spoke with him 2 days ago, reach out 234 00:14:10,300 --> 00:14:13,000 and say hey do you have an internal referral? 235 00:14:12,900 --> 00:14:16,000 Process because this is the job, I'm really interested in. 236 00:14:16,000 --> 00:14:20,000 Can you refer me? I would love and really 237 00:14:20,000 --> 00:14:23,700 appreciate an opportunity at this you know organization. 238 00:14:23,700 --> 00:14:27,000 If you're not that close with the person you're reaching out 239 00:14:27,000 --> 00:14:29,800 to one of the ways that I would suggest reaching out if you 240 00:14:29,800 --> 00:14:32,200 don't really know the person. But you're familiar with who 241 00:14:32,200 --> 00:14:35,500 they are, or maybe it's a friend connecting you to one of their 242 00:14:35,500 --> 00:14:40,400 friends, have an authentic and real conversation first Reach 243 00:14:40,400 --> 00:14:42,500 Out. Say Hey, you can we grab a 244 00:14:42,500 --> 00:14:47,300 coffee and a non covid World, maybe stay safe and we FaceTime, 245 00:14:47,300 --> 00:14:50,400 I'd love to pick your brain on your experience. 246 00:14:50,400 --> 00:14:53,800 That is a really, really great way of building a network. 247 00:14:53,800 --> 00:14:57,400 But also not just saying, hey I'm hitting you up because I 248 00:14:57,400 --> 00:15:00,900 want a referral kthxbai, this is an opportunity for you to 249 00:15:00,900 --> 00:15:04,900 actually like building that work or connection on your own 250 00:15:04,900 --> 00:15:10,100 through the connection that you have or previously had with this 251 00:15:10,100 --> 00:15:12,600 person and it makes them feel good. 252 00:15:12,900 --> 00:15:18,300 I appeal to them, be strategic, be authentic, but also use that 253 00:15:18,300 --> 00:15:20,900 as a way to ultimately get what you want. 254 00:15:20,900 --> 00:15:24,800 So now you have some of those tools in your tool belt, Riley, 255 00:15:24,800 --> 00:15:30,900 picking up the industry, picking out the likes and dislikes or 256 00:15:30,900 --> 00:15:33,300 the things that you really want for a career. 257 00:15:33,300 --> 00:15:36,800 And then, the third is leveraging, your network with 258 00:15:36,800 --> 00:15:41,700 the forces that your resume needs to reflect the skill, set 259 00:15:41,700 --> 00:15:44,900 that the role requires. If you're applying to a 260 00:15:44,900 --> 00:15:49,900 recruiting position, you need to be able to reflect on your 261 00:15:49,900 --> 00:15:54,500 resume that you have some kind of skill set or experience with 262 00:15:54,500 --> 00:15:58,600 interpersonal communication communication skills in general. 263 00:15:58,600 --> 00:16:02,700 How you bring people together how you keep networks and 264 00:16:02,700 --> 00:16:07,200 connections alive, if you're in a sorority or fraternity, that's 265 00:16:07,200 --> 00:16:11,400 not working, right? So high like that really focus 266 00:16:11,400 --> 00:16:16,300 on the skillset be. Cuz if you have even one year of 267 00:16:16,300 --> 00:16:21,000 establishing or generating maintaining a skill set, that 268 00:16:21,000 --> 00:16:23,400 can be applicable or transferable to the job that 269 00:16:23,408 --> 00:16:27,400 you're applying to knowing how to talk to it is really 270 00:16:27,400 --> 00:16:29,000 important. Okay? 271 00:16:29,000 --> 00:16:31,800 So let's take it way back to say, I'm at back in college. 272 00:16:31,800 --> 00:16:35,400 I went to Binghamton University in New York and I had 273 00:16:35,400 --> 00:16:40,200 internships every summer and usually during the winter also, 274 00:16:40,200 --> 00:16:45,400 and those internships I didn't necessarily have as much as a 275 00:16:45,408 --> 00:16:47,800 strategy for. I thought I was going to go into 276 00:16:47,800 --> 00:16:53,500 some sort of government work or environmental work. 277 00:16:53,500 --> 00:16:56,500 Like I studied English and I got a minor and environmental 278 00:16:56,500 --> 00:17:01,200 science, so, clearly like, that's not HR, that's not 279 00:17:01,200 --> 00:17:04,000 business, right? But I also know, we was able to 280 00:17:04,000 --> 00:17:09,500 translate my skill-set from what I gathered as a student and in 281 00:17:09,500 --> 00:17:16,800 my education and Basically transfer that into a career with 282 00:17:16,800 --> 00:17:20,000 Target in management. Like how do you do that, right? 283 00:17:20,000 --> 00:17:23,700 You do it in talking about your skill-set, making sure your 284 00:17:23,700 --> 00:17:27,300 resume reflects the experience that you have had. 285 00:17:27,300 --> 00:17:30,800 That's irrelevant to the job that you're applying to when I 286 00:17:30,800 --> 00:17:34,800 was a senior in college. I went to a job fair that was on 287 00:17:34,800 --> 00:17:41,300 campus and historically, the the vendors, or the recruiters who 288 00:17:41,300 --> 00:17:43,900 were at the college fair. We're really looking for like, 289 00:17:43,900 --> 00:17:48,000 Finance and Accounting students engineering students, pre-law 290 00:17:48,000 --> 00:17:54,400 poli-sci and so it could have easily deterred me from going. 291 00:17:54,400 --> 00:17:56,800 But I was like, I said, there could be someone interesting 292 00:17:56,800 --> 00:17:57,600 there. Let me go. 293 00:17:57,600 --> 00:18:01,500 And I went and certainly there was someone interesting there 294 00:18:01,500 --> 00:18:05,300 and her name is Target and they were speaking to me about my 295 00:18:05,300 --> 00:18:08,000 leadership experience in a sorority. 296 00:18:08,000 --> 00:18:11,500 So I was, I held a few chair position. 297 00:18:11,700 --> 00:18:13,600 Enzyme leadership positions in that sorority. 298 00:18:13,600 --> 00:18:17,300 I was an RA. I was a tour guide, like I was a 299 00:18:17,300 --> 00:18:21,100 very involved and I was a student leader on campus. 300 00:18:21,100 --> 00:18:23,600 And so, I was able to take all of that experience and 301 00:18:23,600 --> 00:18:28,200 translated into what ended up becoming my first real 302 00:18:28,200 --> 00:18:33,700 out-of-school manager experience and I had an interview the next 303 00:18:33,700 --> 00:18:37,400 week, the following week the following week and then I think 304 00:18:37,400 --> 00:18:40,500 I went through like maybe six or seven interviews and then by 305 00:18:40,500 --> 00:18:43,400 Halloween of my senior year, I had a job lined up. 306 00:18:43,400 --> 00:18:47,200 It was the best Halloween weekend probably of my life. 307 00:18:47,200 --> 00:18:51,200 I won't go into too much detail because this is an HR podcast 308 00:18:51,200 --> 00:18:55,100 not a party podcast but nevertheless it was a really 309 00:18:55,100 --> 00:19:00,300 wonderful way to feel secure and stable and it doesn't always 310 00:19:00,300 --> 00:19:04,500 happen that way I get that. My point is really that I didn't 311 00:19:04,500 --> 00:19:08,400 have manager experience. I had leadership experience. 312 00:19:08,400 --> 00:19:12,600 I had experience running events Bringing people together, 313 00:19:12,600 --> 00:19:16,400 networking. I had all of those transferable 314 00:19:16,400 --> 00:19:20,900 skills test from my IRA job on campus where I was managing 315 00:19:20,900 --> 00:19:24,500 people in a different way but also in a way that translates 316 00:19:24,500 --> 00:19:26,000 for the role that I was applying to. 317 00:19:26,000 --> 00:19:30,700 So, if your resume doesn't currently speak to the job that 318 00:19:30,700 --> 00:19:34,500 you want, and it only speaks to the job that you have, you are 319 00:19:34,500 --> 00:19:38,300 missing opportunities. So, take this, as a piece of 320 00:19:38,300 --> 00:19:41,200 advice that you should go into your resume, get yourself 321 00:19:41,200 --> 00:19:45,300 prepared for interviews, with your resume, with your stories, 322 00:19:45,300 --> 00:19:48,600 getting everything going, so that you can really talk about 323 00:19:48,600 --> 00:19:53,200 what it is that you are able to do or what you will be able to 324 00:19:53,200 --> 00:19:56,200 do based on the experiences that you have. 325 00:19:56,200 --> 00:20:00,600 You no retained and achieved over the course of however many 326 00:20:00,600 --> 00:20:01,900 years. That you've either been a 327 00:20:01,900 --> 00:20:05,600 student or in the career that you might currently be in. 328 00:20:05,600 --> 00:20:10,300 And so if you are not a student and you're looking to make a 329 00:20:10,300 --> 00:20:14,500 switch into the Industry. It's really all kind of the same 330 00:20:14,500 --> 00:20:19,400 advice in that your resume should reflect the job that you 331 00:20:19,400 --> 00:20:22,900 want, or the job that you're applying for, and not the job 332 00:20:22,900 --> 00:20:24,800 that you're currently in. The key. 333 00:20:24,800 --> 00:20:27,600 There is that, of course, your resume is going to say all of 334 00:20:27,600 --> 00:20:29,000 the things that you currently do. 335 00:20:29,000 --> 00:20:32,300 But you have to frame it in a way that doesn't necessarily 336 00:20:32,300 --> 00:20:35,700 speak to the past or the present, but speaks to the 337 00:20:35,700 --> 00:20:37,500 Future. So if you're in a current role 338 00:20:37,500 --> 00:20:41,700 or current industry, that is an HR and you want to kind of get 339 00:20:41,700 --> 00:20:45,100 into or break into the industry. Take a look at your resume 340 00:20:45,100 --> 00:20:47,100 first. Take a look at your networks. 341 00:20:47,100 --> 00:20:50,700 It's all the same messaging. Write all of the same advice 342 00:20:50,700 --> 00:20:53,900 that I have for you as I do for a recent graduate or a current 343 00:20:53,900 --> 00:20:58,500 students, think about how you can interview and get those 344 00:20:58,500 --> 00:21:01,900 stories out. So someone asks you, what why do 345 00:21:01,900 --> 00:21:04,600 you want to make the switch from x2hr? 346 00:21:04,600 --> 00:21:08,800 You have to be able to really speak to the wise and also 347 00:21:08,800 --> 00:21:11,500 talked about the challenges that you know will be there. 348 00:21:11,700 --> 00:21:15,600 So one of the questions that I usually ask people on interviews 349 00:21:15,600 --> 00:21:19,300 is what is an opportunity that you have that we need to be 350 00:21:19,300 --> 00:21:23,000 aware of so we can support you and your first like 30 60, 90 351 00:21:23,000 --> 00:21:26,900 days, for example, or maybe even a little bit different. 352 00:21:26,900 --> 00:21:29,900 What is it that you are going to struggle with that? 353 00:21:29,900 --> 00:21:33,400 We need to be aware of and it's a question that can throw some 354 00:21:33,400 --> 00:21:35,600 people off. But really what I'm looking for 355 00:21:35,600 --> 00:21:40,100 is an awareness of the challenge of the role and transparency 356 00:21:40,100 --> 00:21:45,100 into opportunities, just stop with the, my biggest opportunity 357 00:21:45,100 --> 00:21:46,700 is that. I care too much. 358 00:21:46,700 --> 00:21:50,500 That's not an opportunity. That's a strength. 359 00:21:50,500 --> 00:21:55,500 Let's be real here. Get yourself prepared for a real 360 00:21:55,500 --> 00:22:00,400 interview and a real window or providing a real window into 361 00:22:00,400 --> 00:22:03,100 your interest. And I think that it's all in 362 00:22:03,100 --> 00:22:07,200 that authenticity and the transparency and awareness that 363 00:22:07,200 --> 00:22:09,800 can make the interview just be that much better. 364 00:22:09,800 --> 00:22:13,700 Obviously, there's a lot to break down And I I'm going to, I 365 00:22:13,700 --> 00:22:16,400 know, I keep promising this, but I'm going to spend time on an 366 00:22:16,400 --> 00:22:21,500 episode talking about interview skills, and how you can best set 367 00:22:21,500 --> 00:22:23,600 yourself up for that changing industry. 368 00:22:23,600 --> 00:22:26,600 But it really, it all comes back to that. 369 00:22:26,600 --> 00:22:30,800 For those of you who are already in your careers, switching into 370 00:22:30,800 --> 00:22:35,400 HR is the hardest thing for you. It's going to be hard as for 371 00:22:35,400 --> 00:22:38,000 those of you who are already in your careers, it's not going to 372 00:22:38,000 --> 00:22:40,300 be as hard for someone who doesn't have experience. 373 00:22:40,300 --> 00:22:44,800 And it's because when your 8 when you get into HR and you 374 00:22:44,800 --> 00:22:49,200 finally break in, you are starting from the ground up and 375 00:22:49,200 --> 00:22:53,000 while yes I've been talkin about transferable skill set, that's 376 00:22:53,000 --> 00:22:57,300 definitely going to help you. The HR has its own Acumen, 377 00:22:57,300 --> 00:23:03,300 industry-specific and knowledge, and things that can make it more 378 00:23:03,300 --> 00:23:07,300 challenging for someone who has not had their career in HR, and 379 00:23:07,300 --> 00:23:10,700 isn't just starting out. So I caution you there, however, 380 00:23:10,700 --> 00:23:14,000 I think The most important thing for someone who's already in 381 00:23:14,000 --> 00:23:16,500 their career is to Leverage. The Network's first. 382 00:23:16,500 --> 00:23:22,000 Anyone, you know, at any company is going to be a better way for 383 00:23:22,000 --> 00:23:24,900 you to break into the room. They're going to be your best 384 00:23:24,900 --> 00:23:26,800 bet. My other piece of advice is that 385 00:23:26,808 --> 00:23:32,600 you talk to your current manager and your current HR partner and 386 00:23:32,600 --> 00:23:36,400 express your interest is one of the best things that you can do. 387 00:23:36,400 --> 00:23:41,100 And actually, I think it's a lot easier to break into HR in the 388 00:23:41,100 --> 00:23:45,700 company or for the company that you're currently at because they 389 00:23:45,700 --> 00:23:48,700 know who you are, they know how you perform and there's no risk 390 00:23:48,700 --> 00:23:52,300 or there's less risk when you apply for an external 391 00:23:52,300 --> 00:23:54,700 opportunity. Not only are they taking a risk 392 00:23:54,700 --> 00:23:57,700 and not knowing what your performance is like, and how you 393 00:23:57,700 --> 00:23:59,300 work? They're also taking a risk 394 00:23:59,300 --> 00:24:01,600 because you don't know the industry, and you don't know the 395 00:24:01,600 --> 00:24:05,800 role, my suggestion will always be Breakin 2 HR at the current 396 00:24:05,800 --> 00:24:07,900 company or the current organization that you're with 397 00:24:07,900 --> 00:24:12,400 and then make a move. I hope that those pieces I swear 398 00:24:12,400 --> 00:24:17,100 helpful for you, I know that 30 minutes is not enough to really 399 00:24:17,100 --> 00:24:21,600 like break down every single thing that can be helpful or 400 00:24:21,600 --> 00:24:23,500 every single thing that you should keep in mind. 401 00:24:23,508 --> 00:24:28,000 But I'm, I'm always here for outreach if you guys have any 402 00:24:28,000 --> 00:24:31,400 questions or if you want to dig in a little bit more on any of 403 00:24:31,400 --> 00:24:34,500 the points that I have drawn out on this week's episode. 404 00:24:34,500 --> 00:24:39,000 You also can actually email me. I set up an email its podcast at 405 00:24:39,000 --> 00:24:42,400 HR tracy.com. So if you have a lengthier 406 00:24:42,400 --> 00:24:45,600 question or something that you'd really like to dive into, 407 00:24:45,600 --> 00:24:49,300 whether it's on this topic or another topic, please shoot me 408 00:24:49,308 --> 00:24:52,100 an e-mail. I'm happy to engage in a lengthy 409 00:24:52,100 --> 00:24:55,600 or conversation. So, in the coming weeks, I am 410 00:24:55,600 --> 00:25:01,900 going to have probably one or two guests on, I'm still working 411 00:25:01,900 --> 00:25:05,300 on it. If there's someone in this HR 412 00:25:05,300 --> 00:25:09,100 space or business space, or maybe a completely different 413 00:25:09,100 --> 00:25:12,000 industry that you'd really like to hear from, please let me know 414 00:25:12,008 --> 00:25:15,200 whether it's through that email, like I said, podcast that HR 415 00:25:15,200 --> 00:25:19,600 tracy.com or through my social networks, please let me know. 416 00:25:19,608 --> 00:25:22,800 I'm excited about the people that I'll be interviewing this 417 00:25:22,800 --> 00:25:26,200 coming week. I don't know when the podcast 418 00:25:26,200 --> 00:25:30,600 will launch with their interviews but I know that the 419 00:25:30,600 --> 00:25:34,400 conversations are going to be really exciting and kind of 420 00:25:34,400 --> 00:25:37,500 touch on some of these things that we talked about today and 421 00:25:37,500 --> 00:25:41,800 previous on previous episodes. So, nevertheless, I thought I 422 00:25:41,800 --> 00:25:46,600 would share a story that I think is really sweet when I travel to 423 00:25:46,600 --> 00:25:51,200 Japan with one of my friends back in 2016 for solids, the 424 00:25:51,200 --> 00:25:54,900 most amazing beautiful. Incredible country. 425 00:25:54,900 --> 00:25:58,200 So if you get the chance, once this pandemic is over and it 426 00:25:58,200 --> 00:26:02,800 safe to travel again, you really should make make moves get to 427 00:26:02,800 --> 00:26:04,000 Japan. It's incredible. 428 00:26:04,000 --> 00:26:12,100 But when we were there, we went to a American Style Diner. 429 00:26:12,100 --> 00:26:16,900 So was basically like American food but it was Japanese and it 430 00:26:16,900 --> 00:26:22,900 was called bills and I think it was in Harajuku and when we were 431 00:26:22,900 --> 00:26:27,000 sitting there and we were eating breakfast, I saw these two young 432 00:26:27,000 --> 00:26:31,700 women who were taking like I guess I guess I'll see you or a 433 00:26:31,700 --> 00:26:35,100 picture with their phones and they had this incredible like 434 00:26:35,100 --> 00:26:39,100 attachment on the front facing camera or no I'm sorry the back 435 00:26:39,100 --> 00:26:44,600 facing camera and I used Google Translate to say I think I even 436 00:26:44,600 --> 00:26:46,500 said to my friend like oh my gosh that's so cool. 437 00:26:46,500 --> 00:26:51,600 They're basically able to use the fisheye lens on their phone 438 00:26:51,600 --> 00:26:56,000 for their pictures and I used Google Translate to tell them 439 00:26:56,000 --> 00:27:00,100 that I really liked their phone camera and it sparked a 440 00:27:00,100 --> 00:27:05,900 friendship and actually, they traveled to New York and we all 441 00:27:05,900 --> 00:27:10,300 stayed in touch and we went to Chelsea Market and we showed 442 00:27:10,300 --> 00:27:13,800 them around there and we got pizza and they did not speak 443 00:27:13,800 --> 00:27:15,600 English. And we did not speak Japanese 444 00:27:15,600 --> 00:27:20,500 and I don't know if anyone from Google is listening, It was a 445 00:27:20,500 --> 00:27:22,500 commercial. It was such an incredible 446 00:27:22,500 --> 00:27:27,200 experience to connect with them without speaking their language. 447 00:27:27,200 --> 00:27:31,700 And without them speaking hours through Google translate, just 448 00:27:31,700 --> 00:27:35,400 to have like a little chat, we ended up taking a picture and 449 00:27:35,400 --> 00:27:39,700 yeah, like I said, they came to New York and we all got together 450 00:27:39,700 --> 00:27:45,000 and we still speak to this day. I actually recently, I think it 451 00:27:45,000 --> 00:27:49,800 was probably over the summer had like a little FaceTime with one 452 00:27:49,800 --> 00:27:52,900 of our friends that we met during that whole experience. 453 00:27:53,600 --> 00:27:58,100 I call her my pen pal, and she learned English, and it was 454 00:27:58,100 --> 00:28:00,200 actually really easy to speak with her. 455 00:28:00,200 --> 00:28:04,500 And I share this, because she reached out to me on Instagram, 456 00:28:04,500 --> 00:28:08,400 which we, we are connected on on Instagram already, like, on my 457 00:28:08,400 --> 00:28:12,300 personal account. But she also follows my HR, 458 00:28:12,300 --> 00:28:16,300 Tracy, Instagram, and I followed her back, which I did for pretty 459 00:28:16,300 --> 00:28:18,500 much everyone because I realized I actually have to follow 460 00:28:18,500 --> 00:28:22,800 someone in order to see if they tagged me in a story, if they're 461 00:28:22,800 --> 00:28:24,900 private. So, I pretty much followed 462 00:28:24,900 --> 00:28:28,300 everybody that followed me, but she messaged me on Instagram and 463 00:28:28,300 --> 00:28:31,200 she said, I'm so excited that you followed me from this 464 00:28:31,200 --> 00:28:34,100 Instagram account. I listen every week and 465 00:28:34,100 --> 00:28:38,300 actually, I know that she listens because I see in the 466 00:28:38,300 --> 00:28:41,600 metrics for every episode, like the location. 467 00:28:41,600 --> 00:28:44,600 And I see Japan. And actually, there are like 468 00:28:44,600 --> 00:28:48,300 three or four listeners in Japan, which is really cool. 469 00:28:48,300 --> 00:28:52,400 And I just thought it was an exciting way to share that. 470 00:28:52,400 --> 00:28:55,100 The, the world is so Much smaller than we realize. 471 00:28:55,100 --> 00:28:58,500 And she learned how to speak English and she's still 472 00:28:58,500 --> 00:29:02,400 learning. And she has hopefully learned 473 00:29:02,400 --> 00:29:06,300 some new words and idioms, but she listens every weekend. 474 00:29:06,300 --> 00:29:10,900 It just warms my heart to see her message and know that I'm 475 00:29:10,900 --> 00:29:15,400 reaching her on a topic that might not even like matter. 476 00:29:15,400 --> 00:29:18,200 So much even though she has her own embroidery business. 477 00:29:18,200 --> 00:29:23,000 And that's super cool, but it was just an exciting story that 478 00:29:23,000 --> 00:29:26,000 I thought I'd share and hopefully also warms your heart. 479 00:29:26,000 --> 00:29:30,400 So when I hope that we can all see each other soon, as always, 480 00:29:30,400 --> 00:29:34,800 I remind you to please rate, review And subscribe, if you 481 00:29:34,800 --> 00:29:38,800 haven't already, wherever you're listening to this podcast, you 482 00:29:38,800 --> 00:29:41,800 can send me an email at podcast at HR Tracy. 483 00:29:41,800 --> 00:29:45,400 Cam, you can follow me on Instagram at HR, Tracy, of 484 00:29:45,400 --> 00:29:46,500 course. That's Tracy with. 485 00:29:46,500 --> 00:29:50,100 And I, you can also connect with me on LinkedIn or you can go to 486 00:29:50,108 --> 00:29:53,300 my website and do all of that without even having to having to 487 00:29:53,300 --> 00:29:55,900 think of They going to HR tracy.com. 488 00:29:55,900 --> 00:29:59,000 Thank you so much, please see you next week. 489 00:29:53,500 --> 00:29:58,300 They going to HR tracy.com. Thank you so much, please see 490 00:29:58,300 --> 00:29:59,000 you next week.