Breaking into Human Resources (HR) is achievable—even without years of experience. Whether you're a recent graduate, switching careers, or moving into HR from another department, understanding the right steps can dramatically increase your chances of landing your first HR job.
This guide explains how to get a job in HR, the skills employers look for, and practical strategies to stand out in a competitive market.
1. Understand What HR Professionals Actually Do
Before you start applying to HR roles, it’s essential to understand the full scope of Human Resources and what HR teams are responsible for. HR is far more than just hiring—it’s a strategic function that influences employee satisfaction, company culture, and organizational performance.
Core areas of HR include:
- Recruitment and talent acquisition – sourcing, interviewing, and hiring candidates
- Employee relations – managing conflicts, coaching employees, improving workplace culture
- Training and development – organizing onboarding, workshops, and skill-building programs
- Compensation and benefits – handling payroll, benefits packages, and salary structures
- HR operations and administration – maintaining records, compliance documentation, and HR processes
- HR analytics and reporting – tracking turnover, employee engagement, and productivity trends
- Performance management – supporting performance reviews and goal-setting systems
- Compliance and labor law – ensuring workplace policies follow legal standards
When you understand these functions, you can identify which areas align with your skills and craft a résumé that directly matches the needs of HR employers.
2. Choose an HR Career Path
The HR field is broad, and choosing the right entry point helps you focus your job search and develop the right skills. Most beginners start with entry-level or support roles that provide exposure to multiple HR functions.
Common entry-level HR roles include:
- HR Assistant
- HR Coordinator
- Talent Acquisition Coordinator
- Recruiting Assistant
- Onboarding Specialist
- HR Administrator
- Training Coordinator
If you enjoy working with people, you might be drawn to roles in recruiting, onboarding, or employee relations.
If you are detail-oriented and analytical, HR analytics, compensation, or HR operations may be a better fit.
Selecting a path early helps you tailor your learning, networking, and application strategy.
3. Build the Essential Skills for HR
While a degree can help, most HR managers care more about whether you have the right professional and interpersonal skills.
Soft skills every HR professional needs:
- Strong communication and writing skills
- Empathy and active listening
- Time management and organizational skills
- Problem-solving and critical thinking
- Conflict resolution
- Attention to detail and accuracy
Technical skills that make you stand out:
- Experience with HRIS systems (Workday, BambooHR, SAP SuccessFactors)
- Candidate screening and interviewing techniques
- Understanding of ATS systems
- Microsoft Excel for tracking and reporting
- Basic understanding of labor laws and compliance
- Creating reports and HR documentation
Familiarity with modern HR tools and technology gives you an advantage—especially for HR operations and talent acquisition roles.
4. Get Relevant Education or Certifications
You don’t need a master’s degree to break into HR, but having the right educational foundation can significantly improve your credibility.
Helpful degrees for HR:
- Human Resource Management
- Business Administration
- Psychology
- Organizational Development
Beginner-friendly HR certifications that boost your profile:
- SHRM Essentials or SHRM-CP
- HRCI aPHR (perfect for new HR professionals)
- LinkedIn Learning HR courses
- Coursera Human Resources Specialization
- Google People Operations Certificate
Even one well-chosen certification signals initiative and gives you talking points during interviews.
5. Gain Experience—Even Without an HR Job
Breaking into HR can feel challenging if you have no direct experience, but there are many ways to start building relevant exposure.
Ways to gain hands-on HR experience:
- Internships: Many companies recruit HR interns year-round for recruiting, onboarding, and HR operations tasks.
- Volunteering: Nonprofits and community organizations often need help with coordination, training, or documentation.
- Part-time or contract roles: Temporary HR coordinator or recruiting assistant positions often turn into full-time opportunities.
- Internal transfer: If you're already working at a company, ask your manager or HR team whether you can help with tasks such as interviewing, organizing training, or onboarding.
- Freelance recruiting: On platforms like Upwork, you can gain experience with candidate sourcing and screening—even if you’re brand new.
Every bit of HR-related experience you accumulate strengthens your résumé and proves your commitment to the field.
6. Tailor Your Résumé to HR Roles
When aiming for your first HR job, your résumé must clearly demonstrate that you understand HR functions and have relevant skills. A strong résumé can make the difference between landing an interview and being overlooked.
Include the following elements:
- HR-related keywords such as recruitment, onboarding, employee relations, HRIS, and compliance
- Quantifiable achievements that demonstrate impact, like “Screened 50+ resumes weekly and coordinated onboarding for 10 new hires”
- HR tools and software familiarity (Workday, BambooHR, SAP SuccessFactors, applicant tracking systems)
- Communication and administrative strengths, including organization, scheduling, and report generation
- People-facing experience from previous roles that highlights teamwork, customer service, or conflict resolution
Even small HR-related responsibilities from past jobs, internships, or volunteer roles can make your résumé HR-ready and help recruiters see your potential.
7. Optimize Your LinkedIn Profile for HR Recruiters
LinkedIn is often the first place recruiters look for HR talent. A polished, keyword-optimized profile increases your chances of being discovered and considered for HR roles.
Actionable steps:
- Use a clear, targeted headline, e.g., “Aspiring HR Professional | HR Coordinator | Recruiting & Onboarding Support”
- Add HR-related keywords in your About, Experience, and Skills sections
- Highlight HR certifications and courses, such as SHRM Essentials, aPHR, or LinkedIn Learning HR programs
- Request endorsements for skills like recruiting, onboarding, HRIS, or employee engagement
- Engage with HR content—like sharing articles, commenting on posts, or following HR thought leaders
An optimized LinkedIn profile signals professionalism, motivation, and readiness to work in HR.
8. Network with HR Professionals
Networking can dramatically accelerate your HR job search. Many HR positions are filled through referrals or internal recommendations, not just job boards.
Ways to network effectively:
- Connect with HR managers, recruiters, and HR coordinators on LinkedIn
- Attend HR webinars, local meetups, or SHRM chapter events
- Join HR-specific Facebook groups, Slack communities, or online forums
- Request informational interviews to learn about HR roles and career paths
- Follow HR influencers and engage in thoughtful discussions
Consistent networking increases your visibility, expands your opportunities, and often leads to interviews that aren’t publicly advertised.
9. Apply to the Right HR Jobs Strategically
Instead of sending hundreds of applications, focus on roles that align with your skills and career goals.
Tips for strategic applications:
- Target roles where you meet 60–70% of the requirements—you don’t have to be 100% qualified
- Use top HR job boards such as LinkedIn Jobs, Indeed, Glassdoor, SHRM Job Board, and ZipRecruiter
- Apply early—HR positions often get filled quickly, sometimes within days of posting
- Tailor each application, including résumé, cover letter, and skills, to the specific job
Strategic applications increase response rates and reduce wasted effort.
10. Prepare for HR Interviews
HR interviews test both your understanding of HR processes and your interpersonal skills. Employers want to see that you can handle real-world people situations with professionalism.
Common HR interview questions:
- “Why do you want to work in HR?”
- “How would you handle a conflict between two employees?”
- “Tell me about a time you maintained confidentiality.”
- “How do you prioritize tasks under tight deadlines?”
Preparation tips:
- Use the STAR method (Situation, Task, Action, Result) to structure answers
- Highlight examples that show emotional intelligence, problem-solving, and adaptability
- Be ready to discuss HR tools, onboarding processes, and employee engagement initiatives
Being well-prepared helps you demonstrate credibility, confidence, and readiness for the HR field.
11. Show Genuine Interest in People and Workplace Culture
HR is more than policies and paperwork—it’s about supporting employees, improving workplace culture, and ensuring compliance.
Ways to stand out:
- Demonstrate emotional intelligence in your communication
- Show curiosity about employee experience and workplace improvement
- Highlight knowledge of HR compliance and labor laws
- Emphasize your ability to work with diverse teams and handle sensitive information
Hiring managers value candidates who genuinely care about people and the organization’s culture.
Final Thoughts: Getting a Job in HR Is Completely Achievable
Landing your first HR role may seem challenging, but with focus and strategy, it’s entirely possible.
Key steps to success:
- Build foundational HR skills through learning and certifications
- Gain small but meaningful HR experience via internships, volunteering, or freelance projects
- Tailor your résumé and LinkedIn profile for HR roles
- Network consistently with HR professionals
- Apply strategically to roles that match your skills
Once you secure an entry-level HR position, you open doors to growth opportunities in recruitment, HRBP, compensation & benefits, HR leadership, and beyond. With persistence, networking, and continual skill development, a rewarding HR career is within reach.
