Talent management and recruitment, or really any of HR’s core functions, can be one of the most rewarding professions out there. It comes ready with excitement, positive challenges, and constant opportunities to learn. It is this sense of fast-paced, interesting work (with people, you do enjoy working with people, right?) that appeals to so many young professionals and is a contributing factor as to why the field can often be a difficult career to break into. However, as with any profession, those already entrenched in the war for talent have their own share of difficulties.
Within the ranks, it can often seem that opportunities to advance are rare. Outside forces dictate the how and why of advancement and everything from market demands to internal perception of the function to closed-door politics can come into play. Outside of building a strong resume and giving the proverbial 110 percent, moving up the corporate ladder is an undertaking that falls outside most talent professional’s locus of control.
As difficult as it may be for established employees, those trying to break into the field are too often left with the feeling that they are just butting their head against a wall, looking for the well-kept secret that has prevented them from landing that first all-important gig. Establishing, building, and maintaining a career in the talent management arena can be without a doubt a frustrating endeavor.
A quick tete-a-tete over drinks, on a professional message board or at a networking event, will often show that talent management professionals, often reserved in the workplace, hold no qualms about airing their grievances off site amongst their peers. Whether in a classroom setting working toward a graduate degree, attending a professional certification prep class, or simply kicking back after a long day — those working in field, the people listening to and fixing problems all day long, have their own fair share of issues.
Some of the more commons complaints I’ve heard over the years from talent pros (and others in the HR field) include: keep reading…