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Kind souls who successfully exited to Google,
Would you be kind enough to refer me to a role at Google!
Came across a role that's a good fit. Would ideally like to target it through a referral and not by applying through the career site.
Would also love to maybe take you for a meal or alike to thank you for it :) Google
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Cleveland job opportunities?
What are your thoughts on talent intelligence?
What does our bowl picture here mean?
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Two thoughts:
1) This is not a silly question - in fact in my view this is the very purpose of an app like this. None of us have all the answers, and all of us are seeking some info or some 'thing'. Never be hesitant about inquiring about something you want to know. I made that mistake earlier in my career and it impacted me
2) I personally consider recruiting and talent acquisition as more of the HRM or human resource management side of things, and OD as more of the HRD or human resource development side (existing processes/day to day functions versus changes focused on org improvement). This can be kind of broad, but it may be possible to start or get involved with projects or initiatives in your existing functional area, and then leverage that experience into an OD role.
For example, a project that focuses on the efficiency of the recruiting process, or educating hiring managers on job description development and candidate evaluation which results in quicker acquisition, or collaboration with other departments that that results in a more beneficial onboarding experience, etc.
All of these are just general examples, but they are areas in which you can leverage your existing knowledge and skills into more experience, which can then be leveraged into an OD role.
There are also a number of certifications and methodologies that can be elaborated on and one can grasp. I've gotten some of these and appreciate their value, but in my experience real world application is where true value is realized. You can attain a cert, but if the organization or job you are seeking is not receptive to it, it's just a label.
Just my perspective.
Thank you for your input. It looks like my first step would be to get into an in-house opportunity to get myself in that situation. I’ll look at certs as well, although as you mentioned, professional experience would be ideal - but a resume buff never hurts! Thank you for your input
A good first step would be to bolster your development experience. The best way to do that is to step into a role such as corporate training and development. Also when I worked in OD having and using executive coaching skills was critical. I would investigate opportunities for yourself to take an executive coaching program and gain that credential.
Also there might be an opportunity to enhance the onboarding experience and that would give you talent / org development experience. We are always looking for people with great project management experience as well. Good luck!
I agree leveraging your current experience is a good way to move that direction. In terms of the OD world we are looking at the big picture longer term so how can you expand your horizon of connecting the hiring strategy to to corporate strategy? Can you help with workforce planning? Provide input on what talent is needed in the future, what skills, what structures? The more you can think and apply the big picture and make connections the more you will be moving towards the OD direction.