Human Resources Human Resources 2016: What do young recruiters earn?

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For many, the HR department is a long-term goal. For others, an employment in the human resources department is only possible during the course of studies or after a few years in the job. Compensation Partner has determined the entry-level salaries for the "Human Resources" area. Starting salaries in human resources 2016: What do junior recruiters deserve? einstiegsgehaelter-in-personalmanagement-2016

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Academic career starters in human resource management

In spring 2016, we also looked at the composition of employees in the human resources department, as well as the academic background of most HR professionals.

We were able to analyze data sets of academic employees with less than three years of professional experience. With the average salary, recruit recruiters are ranked first in our rankings. At the beginning of your career, you can expect roughly 46.000 Euro gross per year.

Further personnel are employed in personnel development (45.121 Euro) and in personnel consulting (40.483 Euro). The average annual salaries for beginners are for 39.897 Euro traders, 37.183 Euro employees and 35.828 Euro staff members.

HR entry containers with completed vocational training

We also looked at the wages of newcomers who start their careers with a completed vocational training in the HR field. Here too, speakers for personnel procurement and personnel development are ranked first in the ranking. However, and that is the difference, we can make a salary difference of around 10.000 Euro annually:

The salaries for young apprentices in personnel procurement are an average of 37.795 Euro, which is under development at 36.663 Euro. This is followed by a professional entry-level apprentice (30.546 Euro), personnel consulting (30.546 Euro) and trainer (29.264 Euro). Personaldisponenten, with an average of 28.395 Euro, also received the comparatively lowest salary at the beginning of vocational training.

It is not uncommon for employees in human resources management to decide to supplement their own specialist knowledge by means of a supplementary course of study, for example personnel management or business administration, after completion of vocational training. It is also possible to continue training as a personnel manager. As a result of this, employees are more likely to expect management to be taken over, and accordingly, higher salaries. Even an entry into the management level is possible.

Academic career starterQ1MedianAverageQ3
Personnel consultant, procurement38.188€43.577€46.080€49.824€
Personnel development, further education39.350€43.734€45.121€48.853€
Trainer (Behavioral / personality trainer)27.535€38.749€39.897€48.396€
personal planner29.900€35.157€35.828€39.204€
Vocational trainee with vocational trainingQ1MedianAverageQ3
Personnel consultant, procurement29.652€35.236€37.795€42.189€
Personnel development, further education29.835€35.297€36.653€42.465€
Trainer (Behavioral / personality trainer)21.464€26.138€29.264€35.481€
personal planner23.740€27.507€28.395€31.200€

Size as an important factor in salary

A further important factor in the influence on the amount of the salary is the company size.

Little one Company With fewer than 100 employees, their academic entry-level employees pay an average of 39.089 Euro. Employees with a staff size between 101 and 1.000 employees pay graduates of universities and colleges around 42.816 Euro. HR beginners in corporations or large companies (more than 1001 employees) even get around 48.300 Euro at the beginning of their careers.

With regard to the size of the company, entrance fees for graduates of vocational training are also significantly lower: in small companies, they reach an average of 28.534 euros, while in medium-sized businesses they average 32.954 euros. The annual salary of professional graduates with completed training is in large companies with more than 1001 employees with an average value of 35.386 Euro per year.

Difference in salary depending on company size

Academic career starterQ1MedianAverageQ3
Small <101 Employees (MA)30.800€36.737€39.089€43.721€
Medium 101 - 1000 MA37.000€42.426€42.816€46.484€
Large> 1001 MA39.366€43.835€48.322€53.823€
Vocational trainee with vocational trainingQ1MedianAverageQ3
Small <101 MA23.489€27.400€28.534€32.459€
Medium 101 - 1000 MA26.714€30.481€32.954€37.367€
Large> 1001 MA28.345€33.193€35.386€42.352€

Academic part in human resources

In an analysis from the May 2016, we have also determined, using 4.462 data sets, whether and which academic backgrounds have employees in the human resources sector: In this case, we were able to establish a fairly large heterogeneity:

We found the largest share of academics (55 percent) in the "Personnel Development" profession, closely followed by the Personnel Referee with a share of 49,4 percent. Surprisingly, according to the study, only 43,2 percent of the person's lectures have a university degree. This shows that even without an academic background, a career is possible in the top personnel level.

Psychotherapists: Psychology and jurisprudence are not a rarity

If HR employees have an academic degree, this does not always have to be a subject-related degree in "HR Management". We were able to conclude that 48 percent of the employees had a degree in economics. This is not surprising, as a large number of economics courses offer the "human resources" focus.

9,9 percent of the workforce was registered for "legal science" before the start of the profession, while another 9 percent for a course of studies in the "social sciences". One of the most frequent studies of employees in the human resources sector is 8 percent, also called "psychology".

The following are followed by postgraduate students (6,7 per cent) and students with a degree in language and cultural sciences (4,7 per cent) and engineering sciences (2,3 per cent).

Further education as a useful supplement

All in all, career trainees have quite good chances to make a career in human resources - at least in recruiting as well as in applicant management. Previous knowledge in communication and coaching as well as business management are definitely an advantage. Administrative tasks or topics with a labor law focus, however, often require specific specialist and application knowledge that employees do not always acquire in the "learning on the job". In such cases, workshops and further training are recommended.

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  1. Competencepartner

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