t’s one of the most asked questions via the Society for HR Resource Management’s (SHRM’s) the social media networks.

“How can I get an entry-level position in HR?”

With a number of college HR programs available and executives taking more notice of the workforce in the context of strategic assets you’d think more organizations and college career centers would be able to map out straight paths to HR in the same way as SHRM has. While some schools have been effective at helping their graduates to enter the HR field, a few HR professionals have said that the efforts of other schools have not been successful.

The society offers an Certificate of Learning to HR students who have passed an SHRM Assurance of Learning Assessment. It also provides an accepted benchmark for traditional and nontraditional students with no or little working experience in HR, this certificate shows that they’ve gained the fundamental knowledge required to become a successful human resources professional. This can also give them an advantage over the other HR professionals who are entry-level.

Certain schools don’t tailor their placement and academic programs to the realities of the human resources world, a lot of HR professionals told. Additionally, some companies fail to communicate what it is they want their HR roles to accomplish in the initial place.

In those businesses that have clearly defined expectations for HR, expectations can vary dramatically. For some companies, the department reports to the CEO. It’s also part of the portfolio of the chief financial officer. Certain organizations have HR departments that are responsible for only administration, while others view the workforce as a vital component of the company’s success. So, how students are able to get an entrance point may vary between companies.

“There’s an unclear path because HR’s so broad,” said Catherine E. Preim, SHRM-CP, HR manager at Philadelphia-based Consulting firm SYSTRA USA. The role encompasses every aspect of the benefits process from administration diversification to workforce planning and technology.

In general there are three avenues that could lead to an entry-level position within the field:

• A college degree in HR.
• A degree in a related subject, like business or industrial/organizational psychology, then applying those skills to HR by earning appropriate certifications.
• Over the course of several years, I worked as an operating manager at an organisation, before transitioning to HR.

Here are some typical strategies to get the attention of HR’s top hiring executives.

Have a go

You need on-the-job experience, even if your major was HR. “Don’t believe that simply because you’ve got a degree and you’re qualified to fill the role,” warned Jessica Miller-Merrell, SHRM-SCP, chief executive of Xceptional HR in Oklahoma City and the founder of Blogging4Jobs.com.

“You have a lot of confidence in your knowledge in HR,” explained Tracy Burns CEO of the Northeast Human Resources Association in Concord, Mass., which is a chapter of SHRM. “You have to … transfer what’s been learned in your classroom to the real-world.” With all the employment laws, regulations and compliance issues that go along with it, HR can be “a career that is risky, that’s why you need to understand what you can and should not do.”

So how do you acquire this experience?

Sharlyn Lauby who is the president of South Floridian-based ITM Group, a training consulting company ITM Group and creator of the blog HR Bartender, suggested three approaches:

• Internships that not only provide hands-on opportunities, but also give exposure to potential employers.
• Becoming involved with a student chapter, which she described as “a fantastic way to build relationships with practitioners and providers.”
• Explore opportunities with HR service providers who “have huge HR expertise within-house.”

“Internships are No. number one in importance” Miller-Merrell said. “If you’re able to gain one year of work experience while studying, you’ve got an an advantage.”

Establish Relations

“HR employees are excellent networkers and like helping people achieve, so take benefit of their abilities,” advised Mike Kahn, SHRM-SCP, executive senior partner of Human Resources Search at the Lucas Group in Houston. “Network like crazy. Since organizations have many different ways of approaching HR, it’s important to understand how to enter a company.”

That leads to the question of how to make connections. Though some answers may be obvious–reach out to alumni, attend meetings of the local SHRM chapter and get involved with other professional associations–Miller-Merrell went a bit further. “Whether it’s the SHRM chapter, a specific conference or a state council meeting, go where your bosses would be,” she said. “If you’re only a college] senior there, you’re only competing with your own.”

A lot of students, she said do not reach out to the experts who could aid them. While she is a part of several HR student organizations, Miller-Merrell stated, “I’d say I’ve had one student contact me over the past five years. There’s a lot of opportunities to establish connections.”

Consider yourself a Business Person

Understand that human resources is at the very core an administrative function. If you believe it’s just for you because you’re the type of “people kind of person” your on the wrong path.

“It’s about understanding business and applying the strategies of people,” said Caliopie Walsh as vice president of HR at Experian Marketing Services in New York City. “During interviews, a lot of employees say that they like HR because they love people. That’s the worst answer they can give. In the end, a good HR professional is knowledgeable about the business and is able to apply strategies for people to make it more successful.”

“Companies want strong business people who have HR expertise,” Kahn said. “They are looking for business acumen as well as the ability to analyze data and develop systems.” In reality most people believe that the most effective practitioners are those who’ve gotten prior experience in business, and then made a lateral move into HR.

It’s not an entry-level path. After years of learning and gaining expertise in business, these professionals typically are at a more advanced level. Furthermore, Miller-Merrell emphasized that this career path can be challenging “because there are lots of HR nuances one must understand.”

Furthermore, said Tameka Renae Stegall HR manager at the energy services firm Schlumberger in Houston individuals who are coming in from other fields often confront resistance from HR’s managers. “The issue is that when people check out resumes, and they’re completing boxes,” she said. “So they’re not saying “This person’s had a managerial experience. They could be able to adjust to HR.’ Or they see an older person who will cost more money and they choose to hire a student who’s less expensive.”

Manage Your Expectations

Additionally, it’s essential for applicants at an entry level to control their expectations. Even though it’s often not the way, there are graduates who aren’t pleased at the type of work they’re expected by the time they first start their career. “In HR, you earn an education of four years and the first job feels administrative. But that’s the place where the profession began,” Burns said.

Additionally, the work is “foundational,” Stegall said. “You need to be flexible and willing to start from the bottom because that’s how you’re likely learn to appreciate all the pieces. HR is a big set of moving parts.”

Preim has summed it up well: “It’s like any other job. It’s unrealistic to believe you’ll be able to get a job as an HR manager without prior experiences. You must get your feet immersed.”