Jo Thompson, regional director of executive search firm HR Recruit, has noticed a troubling trend in her work: an HR skills gap that starts at the entry level.

Looking at applications for its North American searches over the last 18 months, the firm found that 4 in 5 people pursuing junior HR roles have no demonstrable experience advising on a disciplinary action or formal complaint. That lack of experience, Thompson tells HR Executive, isn't necessarily new, but the demand from clients looking for this experience at junior levels is rising.

"I'm seeing clients expect candidates to have significantly more experience for the salary they are offering," Thompson says. "There has been an increase in what clients expect they can get for their money."

She has also noted increased demand for fixed-term contracts, often to cover parental leave, as well as increased workloads stemming from M&A, layoffs or restructurings.

"This can create an additional challenge," Thompson says, "because employers want someone who can step in quickly and handle the work with relatively little training, even when the salary and level of the role suggest a more junior candidate."

At the same time, HR roles are becoming more specialized, with many entry-level HR professionals working in "defined" teams like recruitment or L&D, which keeps them out of areas like employee relations.

"The result," Thompson says, "is that we may be seeing more candidates who understand the process but haven't actually had the opportunity to own a case."

Another factor depriving some junior talent of such experience is that employers are increasingly risk-averse, showing reluctance to allow entry-level professionals to handle complex employee relations issues.

"The nature of HR has also broadened considerably," Thompson adds, noting that someone can have a solid HR background that encompasses EX, engagement, HR technology and more without hands-on employee relations experience.

"If a client is looking for someone who can independently advise managers, investigate complaints, conduct formal meetings and take a case through to an outcome," she says, "that is a materially different level of experience."

4 strategies to hang on to your entry-level HR pros

Thompson points to several ways HR can retain junior talent in this dynamic environment:

Look beyond salary: Employers should consider the entire employee value proposition, from compensation and benefits to career development and progression. Flexibility is a particularly salient aspect of the EVP for junior HR talent, Thompson says. "Employers have had to move with the times and recognize that flexibility around where and when people work can have a significant impact on retention," she says.

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