One rule for the rest of the world and another for HR

I agree with Rob Key’s response (Letters, Personnel Today, 17 April) to Jane Coope’s tirade (Letters, Personnel Today, 20 March) against the rant about HR being a closed shop (Rant, Personnel Today, 20 February).

I am currently looking to change jobs to improve my career, experience new challenges and, of course, improve my financial health. Since January this year, I have made more than 200 applications for a variety of HR positions across numerous industries. To date, I have achieved a grand total of zero interviews, and the same number of job offers.

This is highly indicative of HR managers being ‘selective’ in their recruitment process. I have been an HR manager for over six years, working in a highly demanding, fast-paced, customer-orientated industry. Prior to my HR career, I spent six years as a manager of various departments within the same industry, managing up to 200 people in one position. I am fully conversant with employment law and all other HR procedures.

As HR managers, we spout on to our colleagues and interviewees that we readily look for ‘transferable skills’, and that we will invest in and develop our teams, offering them training and qualifications.

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This is apparently only applicable to non-HR staff members.

Sarah Brooks, HR manager