Career Objectives

You can find few samples of "Career Objectives" for the HR position, you can use the below samples and create one that matches your profile.

Sample:1
Human Resources Management Professional seeking opportunities where experience in staffing, internal program development and management,employee relations, and project management will enhance a company’s overall strategic plan and direction.

Sample:2
To obtain a position as an Executive/Manager of Human Resources that will utilize my experience, knowledge and skills to fulfill the needs, goals, vision and mission of the company.

Sample:3
A Post Graduate in MBA (Human Resource-HR & Industrial Management) with 8 years of experience of HR specially in Recruitments, Training, staffing and Headhunting. Seeking a challenging job to deliver best of my skills and make best use of my efforts in gaining experience.

Sample:4
Looking for a stable position in a company as an HR recruiter where I could utilize my target oriented and time management skills for the profitability of the organization.

Sample:5
Human Resources Management Professional seeking opportunities wherein my experience will enhance a company’s overall strategic plan and direction.

Sample:6
My objective is Aiming for a challenging Human Resource Assignment with a leading organization to focus on my abilities so as to work towards achievement of the company’s goal and also to strengthen my skill and learning.

Sample:7
A motivated, results-focused Human Resources professional, seeking an opportunity to utilize expertise, skills, and education to contribute to employer objectives, profitability, and success for a company offering potential for challenge and growth.

Sample:8
-To join a Growth Oriented Organization, where I can contribute my knowledge and skills for mutual benefit and growth with the Opportunities provided.
-I am looking for a position of responsibility in the manufacturing premises, utilizing training and HR profile.

 

10 Questions to Ask When Negotiating Salary

By Dona DeZube, Monster Finance Careers Expert 

 

What you ask for during a salary negotiation doesn’t just influence how much you earn -- it also tells your future employer whether you’re good at negotiating, which is a skill you can put to work for the employer once you’re hired.   

Negotiating salary doesn’t come naturally to many Americans, says Matthew DeLuca, author of Perfect Phrases for Negotiating Salary and Job Offers: Hundreds of Ready-to-Use Phrases to Help You Get the Best Possible Salary, Perks, or Promotion. “Most people in our country are not used to bargaining,” he says, “But if you don’t bargain, you’re not going to get all you should.”

Perfect Phrases explains how to negotiate salary, but DeLuca’s tips also apply to contract and project-based pay negotiations. In both cases, the people on the other side of the salary negotiations are trying to get you for the most cost-effective price.

To win your best salary, continue talking until you get everything you want, whether that’s a higher base, an early salary review or company-paid childcare, DeLuca says.

“There’s always a risk involved with any questions you raise when the offer is made, but it’s better to ask questions then, because if [the company is] uncompromising, that’s not a healthy situation,” he says. “If they have no tolerance for questions, you need to know that up front.”

Think of a salary negotiation as your chance to shine. “The person on the other side of the desk is evaluating you,” DeLuca says. “This is going to show you’re astute in dealing with the outside world. When you get the offer, don’t let your guard down -- you’re still on the firing line. Feel confident, because they’ve come to you with an offer.”

To make sure you get all you deserve, DeLuca recommends asking these 10 questions:

1. “Thanks -- is this a firm job offer?”
Demonstrate that you’re professional, polished and polite by saying thank you, and immediately follow to make sure that you really have just been offered a job.

2. “Is this negotiable?”

Once the salary offer is revealed, it never hurts to ask if they’ll put more money on the table. If they say no, you can move on to negotiate other items.

3. “Is this base only?”

Asking if the figure you’re offered is total compensation or base compensation lets the interviewer know you’re interested in the details of bonuses and stock options, and it opens up other questions about bonus opportunities.

4. “When would you like an answer?”

Never accept a job offer on the spot. In our society, you’re perceived as more effective if you’re thoughtful. Plus, stalling gives you time to consider your negotiation strategy. You can say, “This is a great job, and I really want it, but in my experience, I’m better off thinking about it and coming back to you.” Never say you need to discuss it with your spouse -- you want to appear confident and capable of making a decision on your own.

5. “Will I get the offer in writing?”

Don’t accept an offer that isn’t in writing. Not everyone is honest. If you quit a job based on the verbal promise of a new job that then falls through, you’ll have no job and no recourse.

6. “Will there be a sign-on bonus?”

If they say no, your response is, “OK, I’m just asking.” Just because the pay isn’t negotiable doesn’t mean other aspects of the job aren’t. Ask for flextime, telecommuting or anything else that’s important to you.

7. “What is the start date?”

This is a way to reaffirm that the offer is serious. Most people want you to start immediately but will be disappointed if you agree to do so. If you leave your current employer in the lurch, the concern is that you might do the same to this company someday. If you’re switching jobs rather than coming off unemployment, build in time to close out your existing job and take a vacation.

8. “May I please have a job description?”

This question verifies the job you’re being hired to do is the job described during the interview process -- and is a job you’re capable of doing.

9. “How and when will I be evaluated, and will there be an increase on the basis of that evaluation?”
These questions separate out when you’ll be evaluated and when you’ll be eligible for a raise. Those two events are often, but not always, linked.

10. “Regarding benefits, please provide the details -- when do they start?”

If your current employer’s health coverage will end before you’re covered by the new employer’s plan, you can negotiate for the new employer to pay the cost of extending your old policy.

As you ask these 10 questions, keep in mind that in addition to gathering necessary information, you’re showing your new boss that you’re a good negotiator. “You want them to know they’re smart to offer you the job, but you’re not going to come cheap,” DeLuca says.

3 Ways to Interview Your Interviewer

There’s no better strategy in a job interview than turning the tables on your interviewer (politely) with your own strategic questions. Researching the company and the staff isn’t enough in today’s career environment. To stand out, become the interviewer and use on-the-spot questions to both better your own answers and find out more concretely if a role and a team are a fit for you.

Here are 3 questions that can give you an upper hand:

1. Ask why your interviewer is eager to fill the open position.

Those of us who have been on the hiring side know that, more often than not, teams have been waiting for a long while to fill a staffing need by the time they get to interviewing candidates. Then, there’s the thousands of resumes, phone screens, and trying to find consensus on hiring anyone in particular. It’s a hassle. While that process goes on, the hole in the team that needs a body to fill it is either
                         (1) making someone else ten times busier than they should be or
                         (2) leaving a gap in team and company performance.

So find out why the person across from you is excited to get you on board.

"What work is piling up on them that they’ll be offloading to you?" Ask them,
“What are you, personally, looking forward to achieving when this position is finally filled?”

Turn their answer around to your favor. You can be the person tracking marketing campaigns that are otherwise going unmeasured. You can be the engineer that takes up the internal tools cause. You can be the content marketer that deals with the neglected social media accounts. Tell a story of finally clearing the plate of things keeping your interviewer up at night.

2. Ask about the key decision makers in the organization.

This key question can really help you shape the rest of the interview. If you’re interviewing for a newly created role, there’s likely not a defined set of expectations. You’ll want to know who will be setting them and the managerial style they bring to the table. If you’re interviewing for a role that’s been around, there should be clear answers as to who runs your team -- otherwise, you can be sure of dysfunction.
Further, their answer to this question will reveal the structure of the larger and smaller teams within an organization.

Is this a small startup?
Does the CEO get involved in every decision?
Does the management team care about this department?
Do team leads have autonomy or get micromanaged?

You’ll also get a sneak into how responsibility gets distributed. If it sounds like there are only a few key decision makers and they’re all of the older variety, you’ll know it’s a seniority-based culture. If there are smaller teams with younger project leads, you’ll know that you can take initiative to impress your peers and earn leadership stripes.

3. Ask what weakness could really break someone in the role.

You might not feel comfortable asking this particular question. Another variant is asking

"What would make someone really successful in the role?" -- you’ll have to feel out which question the interviewer would best respond to. While asking about success is a good, safe question, asking about potential weakness can give you serious insights into the team and position.

Their answer should give you a clear idea of what the company values, whether it’s work ethic or results. You might get a hint of how you’ll be managed and the working style of teammates. If you get a good answer to this question, it’ll be all the ammo you need to focus on the right things and impress in your first 90 days -- which is just as important as landing the job.

Sometimes you’ll even get an interviewer that will explicitly address a concern they have with you, which gives you the perfect opportunity to address it (and you should!). Sometimes you’ll get an answer that tells you why others have fallen out of the role in the past. In any case, the answer will give you a very clear peek at what the company values and how it fits you.

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