hrguru

What's Cool About HR

Thu, 03 Sep 2009 15:17:00 -0700

Cool HR readers, this one's for you! I asked a question, "What's so cool about HR?" and you answered.

On the Twitter front,@adowling says making offers to qualified job candidate & letting frustrated employees vent is cool and @beneubanks says it's finding, developing, motivating, rewarding, & retaining talent- this ain't your daddy's personnel department!

There is tons of coolness in the blog comments section too. You can see all of the comments here.

Chris Ferndinandi: What makes HR cool is that, when done right, it distinguishes the good companies from the great ones. Great companies have highly strategic HR departments that know what they need to meet their business goals. They recruit great people. They inspire them through awesome programs. They help managers become better managers. They help people become better performers. And ultimately, we help the company make more money.

Paul Herbert: People are the only competitive advantage today. Therefore, HR is the driver of a company's competitive advantage. Those that understand this survive - those that don't get bailouts.

Jeremy Stone: Want to be cool? Show how a comprehensive strategy for talent management for the whole life cycle of an employee will increase productivity and improve employee engagement.

Trish McFarlane: I view HR as the clock/watch makers of the company. Instead of just looking at the surface to see what time it is, we're the ones who try to open it all up and see what makes it tick.

Creative Chaos Consultant: Strategic decisions made, opportunities provided, and risks managed. Paint a picture that will show those leadership candidates that HR is not just cool, it's AWESOME!

Steve Boese: To me, what makes HR cool are the people... the thousands of caring and insightful HR pros are what makes HR cool to me.

Laurie Ruettimann: You know what's cool about HR, Lisa? I think we're undiscovered gems -- and I think that's kind of cool. When we shine, Lisa, people will notice.

In a recent post, In defense of HR, the HR Maven points out that "most of the people in HR work incredibly hard and care deeply about the work, their employer and employees." Now, that's definitely cool!

On that note, peace out to all of the undiscovered gems - the caring and insightful HR professionals who come to work each and every day to make a difference. And do.

Is Human Resources Fatally Flawed?

Thu, 03 Sep 2009 00:01:00 -0700

Don’t think about it. Just answer me quickly: Is HR fatally flawed?

How many of you answered yes? When I first started writing this in April, I said yes too. Yes, this has been on my mind since April, sitting in my draft folder waiting for me to answer the question. And I can tell you, if I waited until I had a perfect answer, you may never have seen a post. In that time frame, I’ve gone back and forth but I finally come to the conclusion that HR isn’t fatally flawed but it does need some work.
Is The Tide Turning Against HR?

When I wrote this question back in April, I knew my answer but was afraid to post it. So I thought about it over and over again for almost five months. Here’s why I thought HR was through:

1. Most of HR’s value could be outsourced – Heck, it already was in many cases. Everything from talent recruitment and selection to heavy lifting in critical employee relations and benefits matters were being taken care of (or very heavily influenced) by outside agencies and consultants.

2. Unclear goals and ROI – If you are a small to medium sized company, you can’t afford to have an entire department sucking funds from your other profitable departments. At some point, HR will become a luxury department for large Fortune 500 companies (the same one’s that can afford to run advertisements simply to raise “brand awareness”).

3. No input on business direction – You don’t get a seat at the table without having business savvy. You want to know why C-level titles or so inconsistent for HR? A true lack of business courage outside of the talent world. If you have nothing to add about marketing messages, sales forecasts, or budgeting issues, you’re of no use at the table. Let’s just put that to bed.

Is There Hope for a Better Future?

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So I saw all of that and thought that in a decade or so, you won’t see robust HR departments outside of large companies. And even at those companies, HR would be in a precarious position if bad financials started influencing decision making.

Of course, my thinking changed.

The Light At The End Of The Tunnel

When you have a near death experience, one of the common experiences is the light at the end of the tunnel phenomenon. One of the other common experiences was a feeling of warmness, comfort and an almost enlightened state. Now some will tell you that it is your soul going on to its next destination or a series of chemical and electrical responses to your body shutting down. Whatever it is, when people come back from an episode like that, it is one of the few ways humans become permanently rewired.

What’s the connection to HR? I am convinced that HR is going to be transformed due to a soon coming near death experience. It is going to become a fad to integrate high performing HR folks directly with operation groups in organizations (it already has in some forward thinking companies). This will end up reducing HR to a complete administrative function and to the brink of death. People are going to scramble and eventually, a new way of integrating the talents of HR will hit someone and it will become the norm for decades afterward.

We won’t get there until something drastic happens though. People in HR are still too comfortable with the current system.

The New HR

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New HR: Now More Than Ever

HR doubters and haters are reading through this thinking I am just making the case for them. Only in their mind, HR just ends up dying at the end and everybody is happy. HR has heard this for how long, right? Maybe the biggest indictment on corporate inaction is the fact that the HR department you see today is still the best thinking we have on how to best manage our “most important asset.”

So I began thinking about what critical functions of HR I would want to keep if I wanted to put together a minimalistic but effective corporate structure. Here’s what I came up with:

1. Workplace Process and Productivity Expert – I would want someone that could look at a workplace process and figure out all of the issues negatively impacting the productivity. While some would put this under supply chain management, I would want a person that could incorporate supply chain principles with organizational development to give a wide perspective.

2. Functional and Effective Internal Ombudsman – This would be a person that becomes the next generation of employee relations. Someone who would be comfortable (and be given the authority) to call out management and employees on their detrimental actions and be compensated based on solving issues. An internal ombudsman will command respect (but not necessarily agree) because their recommendations and results will be explained and made public to all employees. Hard to wiggle out of that.

More HR Improvements!

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3. Employee Life Cycle Manager – This person would be the guru on how to best integrate new people into an organization, develop careers internally and anticipate and plan exits for any number of reasons. As part of their internal career management, this person would also be in charge of all internal and externally coordinated training and development activities. If you thought of your company’s employees like a giant factory with thousands of moving pieces, this person would know where each piece is at and will be in any given minute.

Those would be the functions I would choose to continue if I had to cut it down to the bare minimum with functions I could track ROI and clear cut goals on. Everything else I could outsource effectively if needed.

Obviously there are people in HR that cover these areas in various ways but I’ve yet to see an HR organization that organizes them around these sorts of functions.

Does this make sense? If it doesn’t, what does? And if you’re happy with how things are currently structured, what’s the argument against trying a different approach if your manager came to you with this idea?

Liked this? Check out other HR strategy articles

Pivot Points for Change: HR Strategies in a Volatile Economy

HR & Finance: A Vital Relationship

Remembering the Humans in Human Resources

Does Leadership Coaching Work?

Wed, 02 Sep 2009 15:29:00 -0700

Tell me about leadership coaching." A simple request and a post is inspired.

Leadership coaching is one of the best professional decisions I made for myself. I started working with a leadership coach while a member of an executive team strategically preparing for company growth. I continued the coaching relationship after changing employers and focused on my leadership. For me, coaching has been invaluable.

Why are coaches used?

Harvard Business Review authors Diane Coutu and Carol Kauffman offer their answer to that question. An executive summary of their article is right here. The coaching industry is on the rise. " Ten years ago, most companies engaged a coach to fix toxic behavior at the top. Today, most coaching is about developing the capability of high potential performers." When the authors asked coaches to explain the healthy growth of their industry, the coaches said that "clients keep coming back because 'coaching works.' " The top 3 reasons coaches are engaged are "to develop high potentials or facilitate transition (48%); act as a sounding board (26%); and address derailing behavior (12%)."

What can a coach do for you?

I am committed to my learning and growth. I was able to achieve a certain level of success and career satisfaction on my own. I felt I had more to offer and needed someone to not only push me but to hold me accountable. A coach can do that for you.

I think - a lot. I think about communication, setting expectations, staff development, team cohesion, and more. I wanted someone with my best interests in mind, to process ideas with, to challenge my thinking, and to offer alternatives. A coach can do that for you.

Try as I might, I tend to get in my own way. We are hard-wired to respond certain ways to certain situations without even realizing it. My coach is able to help me identify when I am doing so and offer me different perspectives, perceptions and ways to respond. The phrase, "can't see the forest for the trees" comes to mind as does, "Oh, I am the problem!" A coach can do that for you.

What makes a successful coaching relationship?

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A successful coaching relationship, as defined in the HBR article, is one where the executive is highly motivated to change; the executive has good chemistry with, and trusts, the coach; and there is a strong commitment from top management in developing the executive.

I started working with a coach in a business context but continued on my own. Regardless, the same elements are necessary for success: motivation to change, good chemistry, and personal commitment.

Are you still unsure if coaching is right about you? Think about this, choosing to work with a coach is a choice to grow (strong).

Meetings: A Necessary Evil

Kerrie Halmi | HRGuru — Tue, 07 Apr 2009 11:45:00 -0700

How much time do you spend in meetings? How much of it is necessary?

Industry Week reports that the estimated cost of wasted time in unproductive meetings exceeds $37 billion annually. Estimate a meeting’s cost by taking the average hourly rate of the participants - a conservative estimate for managers is $40/hour - and multiplying it by the number of people at the meeting and the length of the meeting. You will soon realize how costly each ineffective meeting is.

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Meetings do not have to be this way. I had the opportunity to be in a cross-functional group that had incredibly efficient and effective meetings. I learned many techniques and tips from how we ran our meetings. The overall keys are structure and discipline. Granted, that doesn’t sound like a lot of fun. However, it’s possible to have personality within those meetings and get things done. Most importantly, you’ll have more time to have fun outside of meetings!

To reduce the number of unproductive meetings in your organization, follow the tips on the next page.

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Tips to Reduce Unproductive Meetings

• Always ask: “Is a meeting necessary?” If you can’t clearly articulate an objective for the meeting with a planned outcome, don’t have a meeting.

• Use an action item template to ensure that there are results from the meetings and it is clear who is responsible for what and by when. Many meetings are redundant because nothing was done from the prior meeting.

• Distribute an agenda ahead of time

• Have different roles at each meeting. For example: A facilitator to run the meeting, a timekeeper to keep it on track, and a scribe to take notes.

• Start on time and end on time - if people want to socialize, they can do it before or after the meeting.

• Do not assume a meeting needs to be one hour - some meetings only require 15 to 20 minutes.

• Finally, make sure all participants give feedback at each meeting, answering the following questions: What went well? What could be improved? Were all the right people here? Were there too many people here? Was it run efficiently? Did we need this meeting? What was accomplished?

Start making these guidelines part of your company culture and save time and money by reducing unnecessary meetings.

Prep for the Top 10 Interview Questions

Carole Martin / Monster — Tue, 24 Feb 2009 10:13:00 -0800

Too many job seekers stumble through interviews as if the questions are coming out of left field. But many interview questions are to be expected. Study this list and plan your answers ahead of time so you'll be ready to deliver them with confidence.

What Are Your Weaknesses?

This is the most dreaded question of all. Handle it by minimizing your weakness and emphasizing your strengths. Stay away from personal qualities and concentrate on professional traits: "I am always working on improving my communication skills to be a more effective presenter. I recently joined Toastmasters, which I find very helpful."

Why Should We Hire You?

Summarize your experiences: "With five years' experience working in the financial industry and my proven record of saving the company money, I could make a big difference in your company. I'm confident I would be a great addition to your team."

Why Do You Want to Work Here?

The interviewer is listening for an answer that indicates you've given this some thought and are not sending out resumes just because there is an opening. For example, "I've selected key companies whose mission statements are in line with my values, where I know I could be excited about what the company does, and this company is very high on my list of desirable choices."

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What Are Your Goals?

Sometimes it's best to talk about short-term and intermediate goals rather than locking yourself into the distant future. For example, "My immediate goal is to get a job in a growth-oriented company. My long-term goal will depend on where the company goes. I hope to eventually grow into a position of responsibility."

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Why Did You Leave (Or Why Are You Leaving) Your Job?

If you're unemployed, state your reason for leaving in a positive context: "I managed to survive two rounds of corporate downsizing, but the third round was a 20 percent reduction in the workforce, which included me."

If you are employed, focus on what you want in your next job: "After two years, I made the decision to look for a company that is team-focused, where I can add my experience."

When Were You Most Satisfied in Your Job?

The interviewer wants to know what motivates you. If you can relate an example of a job or project when you were excited, the interviewer will get an idea of your preferences. "I was very satisfied in my last job, because I worked directly with the customers and their problems; that is an important part of the job for me."

What Can You Do for Us That Other Candidates Can't?

What makes you unique? This will take an assessment of your experiences, skills and traits. Summarize concisely: "I have a unique combination of strong technical skills, and the ability to build strong customer relationships. This allows me to use my knowledge and break down information to be more user-friendly."

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What Are Three Positive Things Your Last Boss Would Say About You?

It's time to pull out your old performance appraisals and boss's quotes. This is a great way to brag about yourself through someone else's words: "My boss has told me that I am the best designer he has ever had. He knows he can rely on me, and he likes my sense of humor."

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What Salary Are You Seeking?

It is to your advantage if the employer tells you the range first. Prepare by knowing the going rate in your area, and your bottom line or walk-away point. One possible answer would be: "I am sure when the time comes, we can agree on a reasonable amount. In what range do you typically pay someone with my background?"

If You Were an Animal, Which One Would You Want to Be?

Interviewers use this type of psychological question to see if you can think quickly. If you answer "a bunny," you will make a soft, passive impression. If you answer "a lion," you will be seen as aggressive. What type of personality would it take to get the job done? What impression do you want to make?

Related Articles:

The Six Species of Interviewers

Boost Your Interview IQ: 10 Tips

How to Score a Loan for College

Anne Tergesen / BusinessWeek — Wed, 19 Nov 2008 14:13:00 -0800

With lenders dropping out of the business due to credit-crunch stress, students and their parents should study up on these options…

Families struggling to pay for college need all the help they can get. With lenders spooked by the credit crunch abandoning the business, borrowers seeking loans for the coming academic year may encounter problems, including higher interest rates on some loans, and lenders that balk at lending to any but the most credit-worthy.

Your Loan Choice

Federal Loans

Apply for a Federal Loan

Compare the Benefits

Private Loans

Where to Find Private Loans

Compare Loan Rates

Do You Need a Co-Signer?

Look for Discounts

Set Up a Backup Plan

Refinance Your Loans

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h4. Your Loan Choices

There are two types of college loans. Federally backed loans include the Stafford for students and the PLUS for parents and graduate students. Private loans are not federally backed. For that reason, they tend to be more expensive and should only be used as a last resort. Parents can also borrow using a home-equity loan or line of credit.

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h4. Federal Loans

Because federal loans are less expensive than private loans, borrow up to the maximum you’re eligible for before considering a private loan. With a Stafford loan, an undergraduate can currently borrow up to $3,500 for freshman year, $4,500 sophomore year, and $5,500 annually thereafter, for a total of $23,000. Parents can then follow with a PLUS loan for the balance of what’s owed for tuition, room and board, and fees—or if they choose, up to the full cost of attendance.

Stafford loans charge a maximum fixed rate of 6.8%, while PLUS loans charge 8.5%. These loans have other advantages: Anyone can qualify, regardless of income, and borrowers who encounter financial hardship can request repayments be suspended or reduced.

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h4. Apply for a Federal Loan

The first step is to fill out the paperwork. Start with the Free Application for Federal Student Aid (FAFSA) at fafsa.ed.gov. Even those who don’t qualify for aid should fill it out, since FAFSA is a requirement for government-backed loans. In addition, you’ll have to complete an application for each loan for which you apply.

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h4. Compare the Benefits

Most Stafford and PLUS loans feature at least one of three types of discounts: fee waivers, principal reductions, and interest-rate reductions. To crunch the numbers, use the calculator at FinAid (finaid.org/calculators/loandiscountanalyzer.phtml). It factors in the effect of fee reductions and other discounts and comes up with a “discounted interest rate.”

As a rule, favor discounts that kick in early in the life of a loan and cannot be canceled. Discounts contingent on good behavior—such as paying on time for the first 48 months—are less valuable. Fewer than 10% of borrowers ever qualify.

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h4. Private Loans

Many families use private loans to bridge the gap between the rising cost of college and the maximum students can borrow in Stafford loans. Some choose them over PLUS loans because private loans leave the student, rather than the parent, on the hook for repayment. Private loans generally have variable rates, which now range from 6% to 16%. The rate a borrower will pay depends in part on his or her credit score. Fees on these loans can be as high as 11.5%.

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h4. Where to Find Private Loans

Ask your school’s financial aid office for a recommendation. Some schools negotiate special deals. Then check with state-affiliated nonprofits, such as South Carolina Student Loan Corp. or the Massachusetts Educational Financing Authority (MEFA). Since the credit crisis hit, several of these lenders have suspended at least some student loan operations, but those still making loans tend to offer competitive rates and fees.

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h4. Compare Loan Rates

Don’t simply pick the lender advertising the lowest rate. The percentage all but the most creditworthy consumers pay will be higher than what’s publicized. Fill out applications with more than one lender, but since each new application can reduce your credit score by five points, only apply to three or four lenders total—and do so within a period of a few days.

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h4. Do You Need a Co-signer?

Because the interest rates on private loans depend mainly on a borrower’s credit score, even students with relatively sound credit can typically benefit from having a relative or friend with a more established credit history co-sign the loan’s promissory note. Co-signers should know that they are on the hook for repayment should the student default.

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h4. Look for Discounts

Due in part to the credit crunch, lenders are reducing discounts they offer on rates and fees. But borrowers who agree to make payments while in school may still qualify for a lower interest rate.

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h4. Set Up a Backup Plan

Many lenders have left the business due to the credit crisis. If you have already taken out a student loan, check to see if your lender is still in the business. Have a backup, in case your top choice decides to drop out. Larger banks are least likely to get out of the business since they can rely on customer deposits as a source of funds.

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h4. Refinance Your Loans

Those who want to refinance or consolidate their loans by combining variable-rate federal loans to lock in a fixed-rate loan, should wait until after July 1, when the rates reset. Why? Rates are likely to fall by a significant amount from today’s level. But with lenders representing a large chunk of the consolidation market having left the business, your lender may no longer offer this service. You can always consolidate through the federal government at www.loanconsolidation.ed.gov.

Top 10 Tips for Financial Aid

FastWeb — Wed, 19 Nov 2008 12:24:00 -0800

*Tip 1:*

Prioritize your efforts, starting with the federal government. Then turn to the private sector for additional assistance. Visit www.finaid.org to learn about all your funding opportunities.

*Tip 2:*

Learn all you can about the college financial aid process. Be sure to meet your aid administrator and establish a relationship.

Tip 3:
Submit a FAFSA, even if you don't think you qualify for aid. Being rejected for federal aid is sometimes a prerequisite for private awards.

*Tip 4:*

Apply for aid as soon as possible after January 1. The early bird always gets the worm -- and sometimes the scholarship!

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*Tip 5:*

Inform financial aid administrators about atypical expenses. Certain allowances may be made to assist you.

*Tip 6:*

Take advantage of tuition prepayment discounts. Some colleges offer up to a 10% discount for early payment.

*Tip 7:*

Money from grandparents should be paid in your name directly to the school. This avoids gift tax liability.

*Tip 8:*

Investigate company-sponsored tuition plans. Many employers will invest in the education of their employees.

*Tip 9:*

Apply! You can't win awards or receive funds for which you do not apply, so pay attention to deadlines.

*Tip 10:*

Use scholarship search engines like FastWeb at www.fastweb.com to help you find the private sector assistance you need!

How Much Will an MBA Raise My Salary?

HRGuru and Payscale — Tue, 18 Nov 2008 11:45:00 -0800

In general, more education will result in higher pay, especially when it comes to business. That’s why so many professionals decide to pursue an MBA. MBAs often lead to career acceleration as well as higher salaries. In fact, according to a Graduate Management Admissions Council (GMAC) survey, MBA graduates in 2005 could expect to earn an average salary of $106,000, with some even earning average signing bonuses of $40,000. Many MBAs even find themselves in high demand after graduation with two or more job offers that give them leverage to command a higher salary.

On average, a person with a Master's degree earns $31,900 more per year than a high school graduate—a difference of as much as 105%!

Get on the path to professional success now!

Median Salary by Job - Degree: Master of Business Administration (MBA) (United States)

Compare your salary: Get a free Salary Report

Projected Human Resources Earnings Guide

HRGuru — Tue, 18 Nov 2008 11:26:00 -0800

You've heard that your base salary is largely determined by your education level - but did you ever wonder exactly how much education matters? If you've got enough smarts, it shouldn't matter whether or not you have formal training - right?

Wrong. At least, it might not be so simple. As job scarcity continues to drive more competition to each open position, HR professionals with strong educational backgrounds are the ones scoring high-paying jobs. Because employees with formal training are increasingly preferred, the relationship between compensation and education is becoming even more prominent across different sectors of the economy.

Why Degrees Matter

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• Depending on industry and specialty, pay increase per degree will range from 10% - 82%

• Return on investment of tuition within 3 to 5 years

Education is an essential ingredient on the path to professional success. Employers have increasingly used diplomas and degrees as a way to screen applicants. And once you’ve landed the job you want, your salary will reflect your credentials. Experts say that a bachelor's degree is a good idea no matter what the major because earnings tend to rise as education levels increase.

According to the U.S. Department of Education's National Center for Education Statistics, between 1980 and 2005 "young adults with at least a bachelor's degree consistently had higher median earnings than those with less education." In 2005, male workers ages 25-34 with a high school diploma or GED had a median income of $29,600, while those with a bachelor's degree or higher earned $48,400. Among women with the same characteristics, those with a high school diploma or GED made $23,500, and their counterparts with bachelor's degrees or higher earned $39,500.

Get on the path to professional success now!

Median Salary by Job - Degree: Bachelor of Science (BS/BSc/SB), Human Resources (United States)

Compare your salary: Get a free Salary Report

Sign Up for HRGuru's Weekly Newsletter

HRGuru — Mon, 17 Nov 2008 15:31:00 -0800

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An Important Message from the Editor of HRGuru

Katie Winsor / HRGuru Editor — Mon, 17 Nov 2008 10:18:00 -0800

In today's uncertain economic times, you - like many others - are probably focusing on saving more and spending less. You may be anxious about your job security, salary and employment opportunities. Over the years, I've found the best way to combat stress is to put together a plan and stick to it.

Here at HRGuru we are 100% focused on helping you achieve your career goals. We were acquired by Monster.com a year ago because of our unique insight into the HR industry, and we continue to provide our members with the essential resources they need to successfully manage their careers.

During the next few weeks we'll be sending you important information on how to survive and even excel in a tight job market. In addition to terrific career guides, industry news and job profiles, we've also recently added $220,000 in new scholarship listings so you can get help paying for your degree.

We want you to consider HRGuru your career partner and hope you find the new resources helpful. Please don't hesitate to contact me directly if you have questions or suggestions about additional resources we can provide you with.

Sincerely,

Katie Winsor

Editor, HRGuru

A Division of Monster Worldwide

Advance Your Education: HRGuru Degree Center

HRGuru — Thu, 30 Oct 2008 11:32:00 -0700

It can be difficult to find factual and well-written information about the different educational paths which lead to careers in human resources. What degree is right for the job you want? Which degrees generate real opportunities for job seekers, and which fail to make the cut?

HRGuru has created a comparative degree guide to help you choose your path. We'll assist you in choosing degree programs which are accredited and flexible. The path to a rewarding career in human resources awaits:

Doctoral Degrees in HR	Associate's Degree in HR
Bachelor's Degree in HR	Master of Business Administration (MBA)
Bachelor's Degree in Business Administration	Bachelor's Degree in Public Administration

How to Go to Business School for Free

By Alison Damast | BusinessWeek — Thu, 18 Sep 2008 12:19:00 -0700

Many business school applicants figure their essay writing is done when they learn they've gotten into one of the top business schools. Devin Griffin took the opposite tack when he received his Wharton acceptance letter, sitting down at his computer and writing yet another essay for the admissions committee. His thoughts on leadership would, he hoped, give him a shot at acquiring what he called Wharton's crown jewel of financial aid, the Howard E. Mitchell Scholarship, a two-year, full-tuition scholarship covering Wharton's $80,000 per year tuition and fees.

"After I handed in the application, I was holding my breath every day," says Griffin, who was working at the time at the National Basketball Assn.'s team marketing and business operations group. "There was so much anticipation and so much hope."

His determination paid off a few weeks later when he when he received a phone call from a Wharton admissions officer with good news: He was one of 10 recipients of the Mitchell fellowship in his entering class. "It ended up being a huge weight off my shoulders," Griffin says. "I was looking at $100,000-plus in debt."

With tuition for a top MBA program averaging $150,000 for two years, and nearly 90% of students taking out loans, business school is increasingly becoming a more expensive proposition. The average debt for a student attending one of the top 20 business schools hovers around $80,000, according to Graduate Leverage, a student loan consolidation and debt management company in Boston. Yet every year, a highly selective group of students manages to snag a full-ride scholarship or fellowship. Needless to say, they're among the most competitive awards in the management education sector and many top business schools offer only a handful each year.

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Well-Rounded Superstars

There's very little luck involved in getting a full ride. The students who get them tend to be all-around superstars, outstanding at everything from work to their involvement in the community, says Linda Abraham, an admissions consultant for Accepted.com. And they work their applications to the max.

"I think the trick is you need to kind of do everything that will get you accepted, but on steroids," says Linda Abrahams, "Students who want to get one need to show serious commitment, involvement, and impact. That is critical for getting a full or significant ride."

But even if you are not at the top of your class or on the fast-track to a promotion at work, they are still worth considering, admissions officers say. Nontraditional candidates who may have launched their own startup or done some impressive community outreach can also be strong contenders for the awards, says Sara Neher, director of admissions at University of Virginia's Darden School of Business, which offers several full-tuition fellowships a year.

"I don't think people should think they won't get it if they don't have the highest GMAT. There's no minimum for the fellowships," Neher says.

Regardless of how qualified you are, applying for one can still be a confusing process. At some schools, students are automatically selected for the fellowships during the regular admissions process, while at others students need to apply once they've gotten in. Here are some tips that could result in cutting your tuition bill to zero.

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Get a Running Start

One of the best ways a student can get in the running for a full-ride fellowship is to start planning—early. It's never too soon to think about how you are going to finance your MBA, says Rosemaria Martinelli, associate dean of student recruitment and admissions at the University of Chicago's Graduate School of Business, which offers several full-ride fellowship programs, including the prestigious Distinguished Fellows scholarship. She recommends people start thinking about them two to three years before even applying to business school. This will help students narrow down what school offers merit awards, as well as to help them focus their applications and essays, Martinelli says. Try to take the time to visit each school's scholarship page and learn what merit awards are available, she says. "Most people can't think that far in advance, but those who really do end up capitalizing on these additional awards."

Another thing to keep in mind: Often, the students who get the fellowships are those who apply during the first round, says Darden's Neher. Student can best position themselves by applying early, she says. "It's sort of a natural thing. At the start of the year, all of the fellowships are available, just like all the seats in the class are available," Neher says.

Look for Targeted Fellowships

Students looking to broaden their search should research fellowships that are sponsored not only by schools but also by corporations or a particular organization. Often they are targeted to a particular group. For example, Yale's School of Management awards the Laura Cha Scholarship every other year to a promising MBA student from mainland China with financial needs.

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Elsewhere, the Consortium for Graduate Study in Management, an organization that promotes diversity at business schools, offers merit-based, full-tuition fellowships that students can apply to through their Web site. Other groups, such as the Forte Foundation, a consortium of schools working to increase the number of women in business school, offer similar opportunities through its Forte Fellows Program, which offers students a full tuition waiver at select schools. Keep in mind that for many of these fellowships, students will need to demonstrate they have shown leadership in that group's particular area of focus, says Abraham. "You need to show enormous promise in that particular field and, more than just promise, some leadership contribution that has had some impact," she says.

Highlight Leadership

Admissions officers are on the prowl for students who have demonstrated significant leadership experience, whether at work or in their community, says Judith Hodara, Wharton's senior associate director of admissions. For example, Devin Griffin, the Wharton student who received the Mitchell fellowship, says he used his application essay as a chance to talk about his desire to help more minority students launch careers in the sports management field. It's that type of vision that helps students get noticed by the admissions committee, Hodara says. "These are individuals who had a high impact in their community," she says. "They were not just individual superstars at work or academically, but there is a very strong thread of community engagement and community mentorship."

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At Northwestern University's Kellogg School of Management, recent recipients of full-tuition scholarships include a student who had worked for a nonprofit in Vietnam helping poor families start small businesses, a former army soldier who led a reconnaissance mission in Iraq that resulted in the capture of the members of an insurgent group, and a former operations manager for a pharmaceutical company who was able to save his company $650,000 a year. These students were selected for fellowships because they were able to highlight their leadership experience clearly in their application, as well as to distinguish themselves from the general applicant pool, says Beth Flye, Kellogg's director of admissions and financial aid. "It's the candidate's responsibility to let us know to why they think they would be a model candidate for a certain scholarship," Flye says. "They need to show us those marquee points."

Speak Up

Students who have their sights set on a particular fellowship can note their interest in the award of scholarship during the application process. This can be helpful to admissions officers as they are considering students for the various scholarships doled out to students, admissions officers say. Another way to get the attention of an admissions officer is to encourage the person who is writing your recommendation to mention your interest in the fellowship and how it will help you achieve your career goals. "That is more meaningful than the applicant saying they'd like to be considered for it," Darden's Neher says. "That's not a guarantee, but it doesn't hurt. It certainly shows the recommender that you took the time to get to know the school."

Think Strategically

One way to improve your odds of getting a fellowship is to apply to several schools where your grades and GMAT will be above average. For example, students who are applying to mostly top 10 business schools should also consider schools that are not as highly ranked but still strong in the subject area they want to study. "If you do that, you might end up where you want to be and for a whole lot less money," says Accepted's Abraham. The school's admissions committee might be inclined to give an above-average student a full-ride scholarship because it will help the school improve their overall student body profile, she says. It's a strategy that has worked for some of Abraham's clients, though she says students shouldn't pursue this exclusively.

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For some students, getting a full-ride fellowship can help tip the scales in deciding what school they ultimately decide to attend. That was the case for Jamala Massenburg, a former product design engineer at Ford (F), who is now a second-year student at Darden. She was choosing between Tuck and Darden when she learned that she had been selected for one of Darden's Jefferson Fellowships, a full-ride two-year fellowship. She decided to accept the Darden fellowship, a decision that came with its own responsibilities, she says. As a fellowship recipient, she feels a strong desire to give back to the school. She has gotten involved in the student admissions committee and helping to organize the school's open house events. She plans to help interview potential first-year students this year, as well as to spend several months working on a research paper for the school.

"I want to make sure I deliver on the expectations that the scholarship committee set out on me. It's not an entitlement for me," Massenburg says. "I feel very lucky and I feel as though I owe them also."

Damast is a reporter for BusinessWeek.com.

Use HRGuru to Improve Your Job Search

Katie Winsor / HRGuru Editor — Mon, 25 Aug 2008 15:10:00 -0700

HRGuru's job search capabilities offer a lot more value to those searching for HR jobs than might be noticed at a first glance. We can help you find exactly the jobs you are looking for - this article will help you get the most out of your search for HR jobs.

Seven Secrets: Power Job Searching Awaits

We can help you get into HR, connect you with people who work in HR, and help you get prepared to interview for the jobs you want.

Reading through these seven steps could be the key to your next job.

1. We've Got Experts

2. Take Advantage of Groups

3. Industry Trends

4. Career Resources

5. A Fun, Insightful Way to Gauge Your Skills

6. Education Resources

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We've Got Experts - Care to Meet Them?

On HRGuru.com, you’ve got people. It may be hidden, but our Network Connections feature could be the most powerful help to your job search.

Did you know that when you search for HR jobs on our site, you'll find HRGuru members who work for the companies you are looking to get hired at?

You can add these people to their friends networks, send them messages to learn about their careers, or invite them to join you in a group based on your common interests.

h3. Free Job Posting on HRGuru

Since adding free job posting to the list of services HRGuru provides to users, we've given our members a unique chance to access HR professionals and hiring staffs _before_ other job listings attract other applicants. Learning how to take advantage of this service might get you a long way towards getting hired.

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Be Proactive: Take Advantage of Groups

Using online social networks is an increasingly effective way to personally get in touch with those who will be the first to know about job openings and emerging career paths - of course, we're talking about HR professionals themselves.

Joining HRGuru's groups allows you to band together with other HR pros, enabling you to turn online networking into real-life connections.

If you aren't finding the group you're looking for on our site, create your own, and invite others to join.

Staying in touch could uncover some job information that could make all the difference.

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Industry Trends

Our HR Industry Trends presents many different angles on the best places to work in HR. Some of the angles we have focused on are:

• Top Hiring Industries

• Top Paying Industries

• Top Paying Metros

Our HR Jobs channel hosts many more articles which attempt to inspire you to think about searching for HR jobs differently.

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Career Resources

While searching for jobs, you'll probably have questions about what to do next. Once you find a job you like, what's the best way to apply? Should you attend a job fair? What will your pay scale level be?

Our Career Advancement channel attempts to provide answers to the aforementioned questions, and many more.

We’ve got dozens of helpful articles to help you at every stage of your career journey – from job shadowing and internships to finding a job with an advanced degree. Browse through this section to find the most useful tips to help you put together a killer resume, ace your interview, negotiate your salary, and deal with other steps in the job search process.

If you're just getting started with your search for HR jobs, our exclusive Ten Steps to Becoming an HR Professional guide is highly recommended.

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Quizzes: A Fun, Insightful Way to Gauge Your Skills

We've compiled a set of mini-quizzes to help you discover your true passion in HR. This quiz series will help you match HR careers to your personality and skills set. Use the results from these quizzes to expand your job search in new directions.

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Education Resources

Further your education and improve your chances of getting hired! HRGuru is one of the only websites which provide specific information about how to get the degree you need.

Use the Get Into HR Channel School Finder to help you find the degree you need to qualify for the HR job you want.

Temp in HR

Roberta Chinsky Matuson / Monster — Wed, 13 Aug 2008 12:14:00 -0700

You've been trying to break into HR for a while now, so a friend suggests you contact a temporary placement agency about an opportunity in an HR department. At first, this sounds like a great idea, but now you're having second thoughts. Will this move help or hurt your career? Before you decide, consider the advantages and disadvantages of temporary work in HR.

Advantages

•Because most temporary positions are fairly low-level, you will have the opportunity to learn HR from the ground up. You will get a good sense of the basics, which will be invaluable as you build your career. And you'll gain valuable experience that you can cite when applying for permanent positions.

•You can begin to build your HR network. As you move from job to job, you will meet HR people along the way. Try to stay in touch with these people and network whenever possible. They are in the best position to hear about openings for someone with your skills. If you contact them on a regular basis, they'll be certain to think of you when there are openings in their departments.

•And here's the biggest advantage: Temping is a great way to try out different areas of HR without making a long-term commitment. Exposure to the various aspects of HR will help you narrow down what you truly want to do.

Next Page: Disadvantages

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Disadvantages

•It can be difficult to overcome the stigma associated with temping. You sit in the office answering phones and clutching your MBA, watching less-qualified people interview for HR positions. Regardless of your qualifications, your colleagues may come to view you as just a "temp." And if the company does hire you on a permanent basis, there will always be one or two people who remember you that way. It can be challenging to convince your coworkers you are a qualified professional.

•Placement agencies often charge a substantial fee if a client hires a temporary worker within a certain time period after initiating a contract. These fees can run as high as 30 percent of your salary. Needless to say, many companies would rather hire from the abundant pool of entry-level HR candidates than pay for the privilege of giving someone a position.

•And here's the biggest disadvantage: If you take these assignments, you may get lazy about your job search. It is very easy to get comfortable in your temporary environment, and it's very hard to spend hours after work searching job sites and polishing your resume. Avoid this trap by remaining constantly aware that this is a temporary situation, not a permanent solution to your quest for a satisfying HR career.

•Most positions are very clerical in nature. You may find you are not as challenged as you would like to be, and your work may suffer. If that happens and you are not working at your best, your temporary employer is unlikely to ask you to join its HR team permanently. So stay sharp and do your best, whether you're answering phones or proofreading policy manuals. Remember that this job is not forever -- that's why it's called temporary.

•Taking a position in an HR department will finally allow you to get your foot in the door. It's a chance to show your HR colleagues you have what it takes to be one of them. The staff will get to know you and your skills, and you will have the inside track on upcoming openings.

Gain More Education to Improve Your HR Career

Roberta Chinsky Matuson / Monster — Fri, 08 Aug 2008 16:15:00 -0700

There usually comes a point in your career when you know you need more education to move up in an organization. Deciding to continue your education is the easy part; figuring out the best way to do it is the real challenge. Nowadays, there are a number of choices.

Certifications

Choices include certifications offered by HR professional associations such as the Society of Human Resource Managers (SHRM). SHRM issues the Professional in Human Resources Certification (PHR) and the Senior Professional in Human Resources Certification (SPHR). These certifications require passing the examination and fulfilling other requirements such as a minimum two years of HR exempt-level experience.

Nonprofit educational associations also offer certifications, including the Certified Employee Benefits Specialist (CEBS). This program was designed by the Wharton School at the University of Pennsylvania and is administered by the International Foundation of Employee Benefit Plans. Candidates pursuing this certification must complete 10 courses and pass the CEBS national examinations. Courses are generally offered through colleges and universities.

Related Links

Find a degree in Human Resources

Find a Scholarship for School

Certificates

Some colleges and universities are now offering certificate programs in human resources. These programs generally require a bachelor's degree or relevant experience and can be fairly intense. For example, Penn State's program requires individuals to take six 30-hour courses. They are often noncredit programs, so you won't have credits to apply toward a degree if you choose to go for one later.

Master's Degrees

Many universities offer master's degrees in HR as well as MBAs with HR concentrations. If you are not 100 percent sure you will stay in the HR field, you might be better off pursuing the more general MBA.

If you think earning a master's degree will take too long, look at universities that offer intensified programs that allow you to earn your degree in less time. This may require attending class four nights a week or on weekends to cut the number of years it would normally take in half.

Next: Questions to Ask Yourself

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Ask Yourself the Following Questions

How much time am I willing to commit? Some programs may take several years to complete. Are you willing to commit to that?

Which is more valued in the job market? Look at job postings and help-wanted ads. What type of education do the positions you are most interested in require?

Ask people who are currently working in those jobs about their education. Seek their opinions regarding the programs you are considering.

What will it cost, and will my employer reimburse me? Some programs can be quite expensive and may not be covered by your company's tuition-reimbursement policy, so remember to ask before enrolling.

Related Links

Find a degree in Human Resources

Find a Scholarship for School

Are you really done when you're done? Check to see if the programs you are considering require re-certification. If they do, make sure you know what that entails.

What happens if down the road I decide to pursue a different career? Will the route you have chosen still be helpful to you? Can you apply credits earned to another program? Be careful; some programs provide you with Continuing Education Units, which usually cannot be applied to degree programs.

Once you have taken the time to answer these questions, you will be in a much better place to figure out your next move. Regardless of the route you choose, education is never wasted.

Seven First-Time Resume Concerns

Peter Vogt / Monster — Wed, 06 Aug 2008 17:19:00 -0700

When you're a college student or recent grad and trying to write a resume, especially your first one, you'll face questions you typically won't find addressed in the current blizzard of resume books. That doesn't mean your questions aren't valid; it simply means the resume experts often overlook them, because they generally target mid-career audiences.

As The MonsterTRAK Career Coach, I've seen many versions of the following resume-related questions. It's time for some answers.

1. Should My Resume Be One Page or Two?

If you read enough books or talk to enough people who "know" about resumes, you'll come across a rule stating your resume should be only one page long. It's time to let this myth go, along with the resume handcuffing it spawns.

It's great if you can do this. But if you end up leaving out so much good material that you destroy your interview chances, what good have you done?

Remember: A human will read your resume. Some readers demand your resume be one page. Others will read a two-pager without hesitation. You don't know who's who, but the point still remains –- a one-page rule simply doesn't exist.

2. Should the Education Section Go First or Last?

In most cases, it makes sense to put the Education section at the beginning of your resume, since you're a college student or recent grad. But if you've got a lot of great internship, co-op or work experience closely related to your chosen field, position your Experience section ahead of Education.

Here's another resume area where there's no rule: Put it where it makes the most sense for you and your particular skills and experiences.

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3. Should I Include My GPA on My Resume?

Yes, if it's above a 3.0 (on a 4.0 scale). If not, try to make it look better by highlighting your major GPA instead of your cumulative one or calculating your GPA for the last three or four semesters, for example.

4. Should I List My School Address, Permanent Address or Both?

If in doubt, list both, as long as you can actually be reached at both. If not, use the address where an employer will actually be able to reach you for the next few months.

5. What Can I Put on My Resume If I Don't Have Much Experience?

For starters, don't overlook or ignore the skills you've gained from jobs you've taken simply to get through school. You've also gained valuable experience from:

•Your foreign-language study.

•Alternative learning experiences, like studying abroad or conducting research.

•Your computer and Internet use.

•Extracurricular activities.

6. Should My Resume Include Only Paid Experience?

Employers are interested in your skills, not whether or not you've been paid to learn them. So don't hesitate to highlight nonpaying work and volunteer experiences if they've given you bragging rights.

7. Should I Include Precollege Information on My Resume?

Generally, no; employers aren't likely to care about it much. There are exceptions, of course. Suppose you won a national award in high school, or you accomplished something extraordinary. Then you should highlight it, especially if it's connected to your chosen field.

Remember: Resume writing is much more art than science, so just as you would with an art project, express yourself the way that works best for you and the information you're trying to portray.

Follow Up for the Win

Monster Contributing Writer, Carole Martin — Thu, 31 Jul 2008 14:15:00 -0700

Your follow-up letter could be what sets you apart from other candidates. If you're neck and neck with another candidate, the way you follow up could put you over the top -- or it could sink you.

h4. To Send or Not to Send -- Does It Make a Difference?

Catherine was looking for a business analyst to fill a position that had been open for weeks. She was eager to hire but wanted the right person for the job. She had narrowed the field to three candidates: Jim, Kelly and Steven.

She had promised to call them by Friday, and on Wednesday afternoon she was still vacillating. Each had a strength she was looking for, but each also had some issues that made her hesitate. Jim had held several jobs in the last few years. Would he stick around for the tough times ahead? Kelly was ambitious but didn't have the necessary experience interacting with difficult people. Steven was the quiet type who hadn't revealed enough for her to learn what he could offer, particularly in terms of interfacing with other departments and working under pressure.

When Catherine opened her 42 emails that morning, she glanced over them and thought she saw Jim's name, but didn't take the time to read his email. She had 17 voice mails. There was one from Kelly, but she only listened long enough to hear that she was thanking her for the interview. She hadn't heard from Steven.

That afternoon, Catherine closed her door. She was going to catch up on work before making a decision regarding the business analyst position. First, she opened her mail. In the pile was a letter from Steven. It caught her attention because of the obvious thought that had gone into its composition, so she took the time to read on:

>Dear Catherine,

Choosing the right candidate is not an easy task. I know, because I have been in your shoes before.

Based on our interview, I have done some thinking about the position and how I could bring added value to your organization and address some of the problems you discussed.

There was a spreadsheet included, addressing issues Steven had picked up on during the interview. He not only identified problems, but also showed how he could create solutions based on his past experience. As Catherine read the letter, she became intrigued and liked what she saw. This guy not only heard the issues, but he had also done some thinking and analysis. He looked beyond what was said in the interview, and this was a trait she was seeking. She wanted to talk with him again.

Don't assume the interviewer remembers everything you said or has an accurate picture of who you are. When three candidates are interviewed and compared, some of the highlights you hoped would be considered may be lost or forgotten.

The follow-up letter is more than a nice way of saying, "Thank you for the interview." It's another chance to win someone over. It is one more opportunity to show what you can do for a company, not what it can do for you.

Is HR Right for You?

HRGuru — Fri, 25 Jul 2008 14:55:00 -0700

Considering HR? Your timing is great. Human resources is transforming itself. Once widely viewed as mere tacticians, paper pushers, or in-office enforcers, today’s HR professionals are increasingly seen as integral to their companies’ business success. This growing strategic role means HR now has a place at the table where real business decisions are made, and that offers unprecedented opportunities for those entering the field.

Not only is HR’s stature growing; so are the job opportunities. According to the Bureau of Labor Statistics, the number of HR professions in the U.S. will rise faster than the national average over the next ten years. So while no position is completely recession-proof, HR is well positioned to ride out most economic turbulence.

But there’s an even better reason to hop aboard the HR bandwagon: The work is rewarding and interesting. Human resources spans multiple disciplines and requires you to blend an understanding of human behavior with practical hands-on tasks and hard-core business basics. For the right type of person, that kind of challenge can be irresistible.

As with any growing and desirable field, the competition to land a job can be intense. That means you’ll need a strategy for getting into human resources. HRGuru's 10-Step Guide to Becoming an HR Professional will help you develop one.

h4. "1: Learn about HR":http://hrguru.monster.com/benefits/articles/14-step-i-learn-about-hr

h4. "2: Find out if HR is Right for You":http://hrguru.monster.com/benefits/articles/15-step-2-find-out-if-hr-is-right-for-you

h4. "3: Research Careers in HR":http://hrguru.monster.com/benefits/articles/16-step-3-research-careers-in-hr

h4. "4: Consider Education":http://hrguru.monster.com/benefits/articles/17-step-4-consider-education

h4. "5: Get into an HR Program":http://hrguru.monster.com/benefits/articles/18-step-5-get-into-an-hr-program

h4. "6: Research Salary and Employment Trends":http://hrguru.monster.com/benefits/articles/19-step-6-research-industry-trends

h4. "7: Consider HR Certification":http://hrguru.monster.com/benefits/articles/20-step-7-consider-hr-certification

h4. "8: Expand Your Network":http://hrguru.monster.com/benefits/articles/21-step-8-expand-your-network

h4. "9: Get Hired":http://hrguru.monster.com/benefits/articles/22-step-9---get-hired

h4. "10: Continue Learning":http://hrguru.monster.com/benefits/articles/23-step-10---continue-learning

Next Step
	"1: Learn about HR":http://hrguru.monster.com/benefits/articles/14-step-i-learn-about-hr

The 6 Species of Interviewers

Doug Hardy / Monster — Mon, 21 Jul 2008 16:27:00 -0700

Over the years, I've noticed that people who interview job candidates tend to develop a distinct personal style. If you can quickly read an interviewer's style and establish rapport, you will appear more confident and knowledgeable. Here are six common types to know:

The Absentee

His Style: Sometimes an interviewer isn't mentally in the room. Maybe his boss dropped a big project on him earlier that day, or maybe he's completely unprepared.

Your Best Approach: It's almost impossible to make a strong impression on someone so distracted, so keep it simple. If this person is strapped for time, offer to reschedule. Get your most important message across, and then focus more time on your interview follow-up.

The Buddy

His Style: Smiles, jokes and tells you to relax: "Hey, let's go shoot some pool and talk about the job." There are actually two forms of Buddy I know: inept interviewers who just want to be liked, and expert ones who realize that putting you at ease can get you to reveal a lot of information you might otherwise not mention, like your salary range.

Your Best Approach: Be friendly in kind, but don't be lulled into completely letting your guard down.

The Inquisitor

His Style: Never cracks a smile or diverts from a "show me" attitude. Fires off tough questions about your experience. This is the interviewer you imagine when you say, "I hate to interview."

Your Best Approach: Stay cool, and project respect and confidence. Don't think the tough, poker-faced attitude means you won't get the job. Often, the Inquisitor believes a stressful interview unearths a candidate's hidden qualities. It's also important to remember that the Inquisitor can often become your best advocate throughout the interview process and on into the job.

The Laser Beam

His Style: This interviewer focuses on one topic, such as a sales job's quota. The Laser Beam is a common style for a line manager.

Your Best Approach: Satisfy his judgment, and move on. Save your wide-ranging questions for the HR department.

The Shotgun

His Style: Fires questions all over the place. One minute you're talking about sales quotas, and the next you're discussing company politics. The challenge is that the subjects don't seem connected, and you have no idea how the interviewer is judging you.

Your Best Approach: This is where your careful presentation really pays off, because you can relate your strengths to many different aspects of the job.

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The Silver Bullet

His Style: Believes there's one magic question to ask -- and one magic response that determines whether you're right for the job. The Silver Bullet asks a few perfunctory questions about your skills, then leans back as he says, "Tell me, how do you tie your shoes?" or "If you could have dinner with three people, who would they be?" From your answer, the Silver Bullet decides yes or no.

Your Best Approach: Answer simply, and move on.

Tailor Your Approach to the Interviewer

You step into a position of power when you recognize the interviewer's style and adjust your approach accordingly. As you prepare for the interview, ask yourself, "How might my answers be different for different interview styles?"

With a Laser Beam, for example, you might offer him a choice when you begin answering a question ("Would you like to talk about this aspect of the job or that one?"). An achievement story for a Buddy might focus more on your teamwork skills, and the same story for an Inquisitor might begin by stating the results of your individual work. The more you show your emotional intelligence by understanding the interviewer's objective for that interview, the more likely he'll be to listen to you.

Related Articles:

Prep for the Top 10 Interview Questions

Boost Your Interview IQ: 10 Tips

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How to Go to Business School for Free

Use HRGuru to Improve Your Job Search

Temp in HR

Gain More Education to Improve Your HR Career

Seven First-Time Resume Concerns

Follow Up for the Win

Is HR Right for You?

The 6 Species of Interviewers