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Human resources internship job growth summary. After extensive research, interviews, and analysis, Zippia's data science team found that:
The projected human resources internship job growth rate is 0% from 2018-2028.
About -5,200 new jobs for human resources interns are projected over the next decade.
Human resources internship salaries have increased 11% for human resources interns in the last 5 years.
There are over 410,547 human resources interns currently employed in the United States.
There are 88,826 active human resources internship job openings in the US.
The average human resources internship salary is $32,702.
Year | # Of Jobs | % Of Population |
---|---|---|
2021 | 410,547 | 0.12% |
2020 | 375,646 | 0.11% |
2019 | 376,788 | 0.11% |
2018 | 366,142 | 0.11% |
2017 | 357,582 | 0.11% |
Year | Avg. Salary | Hourly Rate | % Change |
---|---|---|---|
2025 | $32,702 | $15.72 | +4.4% |
2024 | $31,326 | $15.06 | +2.6% |
2023 | $30,540 | $14.68 | +2.3% |
2022 | $29,852 | $14.35 | +1.2% |
2021 | $29,504 | $14.18 | +2.4% |
Rank | State | Population | # of Jobs | Employment/ 1000ppl |
---|---|---|---|---|
1 | District of Columbia | 693,972 | 295 | 43% |
2 | Vermont | 623,657 | 142 | 23% |
3 | Delaware | 961,939 | 192 | 20% |
4 | North Dakota | 755,393 | 150 | 20% |
5 | Wyoming | 579,315 | 113 | 20% |
6 | South Dakota | 869,666 | 168 | 19% |
7 | New Hampshire | 1,342,795 | 236 | 18% |
8 | Alaska | 739,795 | 123 | 17% |
9 | Montana | 1,050,493 | 166 | 16% |
10 | Massachusetts | 6,859,819 | 1,009 | 15% |
11 | Minnesota | 5,576,606 | 753 | 14% |
12 | Nebraska | 1,920,076 | 271 | 14% |
13 | Maine | 1,335,907 | 183 | 14% |
14 | Rhode Island | 1,059,639 | 144 | 14% |
15 | Iowa | 3,145,711 | 409 | 13% |
16 | Virginia | 8,470,020 | 1,009 | 12% |
17 | Oregon | 4,142,776 | 493 | 12% |
18 | Kansas | 2,913,123 | 353 | 12% |
19 | Idaho | 1,716,943 | 214 | 12% |
20 | Connecticut | 3,588,184 | 379 | 11% |
Rank | City | # of Jobs | Employment/ 1000ppl | Avg. Salary |
---|---|---|---|---|
1 | Juneau | 3 | 9% | $38,631 |
2 | Annapolis | 3 | 8% | $32,883 |
3 | Dover | 3 | 8% | $33,037 |
4 | Lansing | 3 | 3% | $32,665 |
5 | Atlanta | 9 | 2% | $28,679 |
6 | Grand Rapids | 3 | 2% | $32,631 |
7 | Hartford | 3 | 2% | $37,196 |
8 | Phoenix | 10 | 1% | $33,525 |
9 | Washington | 9 | 1% | $38,229 |
10 | Indianapolis | 7 | 1% | $27,834 |
11 | Denver | 6 | 1% | $35,414 |
12 | Boston | 4 | 1% | $37,259 |
13 | Orlando | 4 | 1% | $26,053 |
14 | Sacramento | 4 | 1% | $37,918 |
15 | Wichita | 4 | 1% | $29,202 |
16 | Des Moines | 3 | 1% | $29,215 |
17 | Fort Wayne | 3 | 1% | $28,851 |
18 | Chicago | 5 | 0% | $29,877 |
University of Maine
California Polytechnic State University-San Luis Obispo
The University of Tennessee - Martin
Saint John Fisher College
University of Colorado at Colorado Springs
Oklahoma State University Institute of Technology - Okmulgee
University of Rhode Island
San Jose State University
Siena College
Metropolitan State University of Denver
University of the West
University of Arizona
University of Scranton
Billy Obenauer PhD: Invest in yourself. You will likely change employers several times over the course of your career. You need to focus on continuous self-improvement and ensuring that you will have value in the job market. No matter what an employer wants you to believe, there is limited job security in today’s workplace. You own responsibility for your own career.
Billy Obenauer PhD: In my human resource management class, we discuss skills that cannot be easily substituted by technology. We are consistently seeing technology take over tasks previously filled by humans. Think about things like self-checkout kiosks, HR interfaces where employees elect benefits, chatbots, and warehouses where packages are picked by machines. Technology will continue to take over tasks, but humans should continue to hold unique abilities to connect with each other, inspire, empathize, etc. These soft skills will be particularly relevant to a graduating class that spent so much time in isolation during their developmental years. Graduates who can skillfully interact with others in the workplace will have an advantage.
Billy Obenauer PhD: This may sound oversimplified, but your initial salary negotiation will have a significant impact on your earning potential. While laws banning questions about salary history have led to some deemphasis on the initial negotiation, this initial negotiation will set the basis for future negotiations within that company, where they will know your salary history. You also want to think about cost of living and merit raises as compounding interest. Higher salaries lead to higher raises. Therefore, the initial salary that you negotiate will influence subsequent raises and negotiations. In many ways, you never have more power than when you don’t have a job, but have several suitors. Know your worth by understanding the value that you can bring to an organization and use this knowledge when negotiating salary for your first job.
California Polytechnic State University-San Luis Obispo
Business Administration, Management And Operations
Wes Love: Look for companies that want to see you grow. Sure, you have to earn it, but too often companies are focused on their bottom line, not the salary or growth potential of their people. It always amazes me that the traditional first interaction after the interview process is the extension of an offer where the company is trying to get the most skill for the least amount of money. Using the relationship metaphor again, could you imagine trying to date someone with the same line of thinking: “What is the bare minimum I can give you so that you will say ‘yes’ to me?” And then it’s the haggling process. And what are we haggling? The value of that person and the work they will be doing! Then once the offer is accepted, we want people to perform above and beyond, go the extra mile, and yet the whole relationship started with trying to get the most for the least amount. It is ridiculous when you say it that way, isn’t it? Look for an organization that is enthusiastic about not only what you can do for them but also who you can become because of them.
Wes Love: Communication, change management, and the full suite of human skills are and will continue to be paramount. But above all, self-awareness. I have a personal value of “don’t take yourself so seriously.” This value helps me constantly realize that in any and all circumstances, I have an opportunity to learn and grow. Under no circumstances should I approach any situation without curiosity. Every single person in my life has something to teach me, and feedback is a gift, not a value judgment. Author and speaker Simon Sinek has an amazing talk called “If you don’t know people, you don’t know business,” and he is correct. Skills can be learned, knowledge can be gained, and experience can be earned. But if we don’t take time to understand ourselves first and then seek to understand others, we are missing the point of not just business but life. Invest time in getting to know yourself, what drives you, what your purpose is, and seek out your blind spots. The rest will follow.
Wes Love: Bottom line, up front: Don’t chase a paycheck. You deserve more. Be intentional and selective about where you choose to work. The average person spends a third of their life (half of their conscious existence) at work. You deserve to work for a place that adds more to your life than just a paycheck. Money is important, no doubt. However, when you are considering employers, look for organizations and leaders who want to enable your growth both personally and professionally. That is not something you earn; that is something you are owed. Deciding where to work should be like deciding whether to date or marry someone. Your relationship with your employer will have very few differences from any other significant relationship in your life. The content may (hopefully) look very different, but context-wise, it will be very similar: shared values, aligned goals, good communication, reciprocal appreciation, a desire to see each other succeed, and trust.
The University of Tennessee - Martin
Business Administration, Management And Operations
Dr. Sean Walker: Human Resources is a broad career path that provides many enriching and fulfilling options. Starting off, especially for smaller organizations, you can plan on doing a lot of things in HR. My best advice is to be patient and find your passion.
Dr. Sean Walker: Problem solving and conflict resolution will be crucial skills in the next 3-5 years. HR professionals need to help organizations operate effectively and efficiently while dealing with increased conflict in the workplace.
Dr. Sean Walker: Find skills that make you more marketable and invest in yourself through formal education or advanced certifications. Possessing additional knowledge and skills will make you a more attractive candidate.
Ron Sicker: The skills that will be important in the next 3-5 years will not vary widely from those now. Good communication skills both oral and written, critical thinking or problem-solving skills, and collaboration skills are all essential now and will all continue to be in the future.
Ron Sicker: Be day one ready! That means be professional, motivated, and hard working. Capitalize on the opportunities given to you and take advantage of every opportunity.
Ron Sicker: Hard work. Starting salaries are just that, starting. Once you prove yourself with hard work, learning, self-improvement, intelligence, motivation, and taking advantages of your situation the salaries will increase. I have always said, 'concentrate on the work, and the money will follow.'
Jill Bradley-Geist PhD: Stay connected with your university network of faculty and fellow students through online tools like LinkedIn as well as in-person events like alumni networking socials, career fairs, and local Society for Human Resource Management (SHRM) meetings. Not only does networking help with job search, your network can provide mentoring opportunities and answers and support to questions you encounter in your work. If you are still a student, you can get a great discounted rate on a SHRM membership which allows you access to articles, data, templates, and newsletter updates with important HR information in specific areas related to your particular function/area within HR, such as compensation and benefits, workplace safety, or employee relations. Your employer might also pay for your SHRM membership.
Jill Bradley-Geist PhD: HR data analytics is increasingly important and of interest to employers; at a broad-level, HR analytics uses data to inform organizational decision-making, so research skills and logical thinking/ability are important. Understanding of, and ability to utilize, AI effectively is another key area for the foreseeable future. Artificial intelligence in HR already has applications and is continuing to influence and change the practice of HR, from talent acquisition to compensation and rewards decisions, to analysis of employee surveys of workplace culture and individual satisfaction, engagement, and well-being. Communication skills, interpersonal and cultural skills, and the ability to adapt also will remain important, if not increasingly so.
Jill Bradley-Geist PhD: Having prior experience, whether through internships or entry-level HR positions, likely helps with starting salary. Certification, such as through SHRM or HRCI (https://www.hrci.org/), also can help greatly in landing a job in HR and increasing one's compensation. Research the position, the organization, and local/regional compensation before you interview. Some states, like Colorado, now require employers to post salary ranges in job advertisement postings.
Dr. Heather Yates CPC: This isn’t your last job. Look for a good match with your personality and the company culture. It is about culture, not money. Look for a mentor. Watch the leaders you work for as they can be great examples or terrible warnings, both are valuable.
Dr. Heather Yates CPC: Your soft skills that you display in an interview and hiring process are essential to maximizing your salary. This could include communication, how you sell yourself and salary negotiations.
Dr. Heather Yates CPC: The industry is a bit split on this answer. Some would say Technology, AI, and others would say the basics of construction will always be the most important skills. One thing that we all agree on is that your technical skills get you the interview and possibly the job, your soft skills get you the promotion.
Dr Gary Kayakachoian: A person should continually add to their skill set. Keeping current in a rapidly changing world is essential as well.
Dr Gary Kayakachoian: A graduate will have the opportunity to explore new countries and cultures. Take advantage of such opportunities!
Dr Gary Kayakachoian: Skills in accounting, Human Resources management, imports and exports, and supply chain management will all be very useful over the next 3-5 years.
Dr. Erin Woodhead PhD: My advice is to think broadly about how a psychology degree applies to many different types of fields. Employers are increasingly considering the impact of 'soft skills' which means that a potential employee is aware of how groups interact, how to effectively engage coworkers interpersonally, and other skills and knowledge that are typically included as part of a psychology degree. These skills can be valuable in settings such as tech and human resources.
Dr. Erin Woodhead PhD: Don't devalue the skills that you bring to the table with a Psychology degree. Focus on what you can add to a team with the skills you've learned in Psychology courses.
Dr. Erin Woodhead PhD: Definitely the soft skills are becoming increasingly important as we transition back to in-person work amidst the many tragedies happening in the world. It will become increasingly important to know how to dialogue with coworkers who have different views and life experiences.
Erin Liggett: The responses were provided by Erin Liggett, Assistant Director of Career Services & Student Employment at The University of Akron.
Erin Liggett: The responses were provided by Erin Liggett, Assistant Director of Career Services & Student Employment at The University of Akron.
Erin Liggett: The responses were provided by Erin Liggett, Assistant Director of Career Services & Student Employment at The University of Akron.
Dr. Eric Landis: Vet the company that you are interviewing with as hard as they are vetting you to see if you fit with their culture and values. Check into the company morale and culture to see if it is a healthy work environment.
Dr. Eric Landis: Research the average salary for the position that you are interviewing for. Know how much money that you need to be paid in order to cover your living expenses and share that information with the person interviewing you. Do not negotiate salary during your interview rather negotiate salary after they have given you an offer.
Dr. Eric Landis: Critical thinking skills and interpersonal communication skills. Continue to educate yourself in technology.
Siena College
Management Sciences And Quantitative Methods
David Liebschutz JD/MPP/BCC: Salary equals value. If you can prove to be a valuable employee by going the extra mile and taking on additional mission-critical assignments, you will be paid fairly and, more importantly, be given interesting work.
David Liebschutz JD/MPP/BCC: Human resource management is going to be a crucial skill given the large turnover in the workforce as the baby boomers start to retire in large numbers. Also, the management of the hybrid and flexible workspace will also be crucial to those starting out in the workforce. Things like how to make a good impression on your colleagues when you are not in the office is going to be even more important.
David Liebschutz JD/MPP/BCC: Given that management is a generalist degree, I think that students can land in a number of places in business and industry and the nonprofit world. I advise students to be flexible about the subject matter and open with a first job and seek out good mentoring early on.
Aaron Richmond Ph.D.: This is a great question that is ever-changing. I was involved in the American Psychological Association’s development and creation of The Skillful Psychology Student. The SPS is a list of 17 skills that emerged from searching over 10,000 job ads that students with a psychology undergraduate degree are eligible for. Some of the more lasting skills that will exist in 3-5 years are analytical thinking, information management, judgment and decision making, self-regulation, either oral or written communication. What will likely change are some of the more “soft skills” like technological flexibility or familiarity, or service orientation. However, all of these skills are taught in psychology education, the trick is getting students to recognize and hone these skills.
Aaron Richmond Ph.D.: I think there are several ways students can do this when entering the market place. First, get experience during their undergraduate education. Whether this is through an internship, working as an undergraduate research assistant or teaching assistant, working as a work study at the college/university, volunteering, or a part-time job. Experience is the cornerstone of leverage. Second, understand and leverage the SPS skills and knowledge that students have gained in their education. For example, create a portfolio that demonstrates how they have manage teams, or lead groups, or collaborated with others, or have managed information, etc. Third, try to job shadow. Some colleges and universities have great programs set up to allow students to witness different jobs/professions and learn the needed skills and knowledge necessary to succeed in these fields. Once students have done this, they can begin to really hone the necessary experiences and skills to maximize their salary.
Aaron Richmond Ph.D.: I would give the advice early. Meaning, in their second/sophomore year, I start discuss career plans. Psychology and Human Development and Family Studies applies to 100s if not 1000s of different careers that do not require a graduate degree. They could be specific jobs like a Child Life Specialist, or more general jobs like human resources. The key is understanding the skills and knowledge that students learn while pursuing their undergraduate degree and how to leverage these skills to apply for positions. I advise and teach my students to be problem-solvers. To be able to adapt to situations and think out of the box.
Dr. Ale Kennedy: As long as there are humans working, Human Resources is needed. This is a great time to enter the Human Resources field because Human Resources is the nucleus to many initiatives- the people. There are also so many different areas of Human Resources, which require different skill sets… ranging form project management, strategic planning, talent acquisition, compensation, records, customer service , training, to conflict management.
Dr. Ale Kennedy: The majority of time is spent listening to customers and providing service, whether it is hiring, classification, training, and/or a difficult employee. Human Resources is relied on heavily to provide guidance during difficult situations and through processes.
Dr. Ale Kennedy: Customers enjoy the service and expertise they receive from Human Resources; however, at times many may be frustrated because Human Resources provides guidance on policies, which at times is not what some want to hear.
Shannon Ahrndt: I would say don't be afraid to ask questions to learn more on the job. Lots of employees are afraid to look stupid but asking questions shows curiosity and eagerness to learn more about the field. Don't be worried if you don't get your dream job or salary straight out of college...you need to start somewhere and you never know what opportunities might unfold by taking a position - you have lots of years to work and it's common to change what you want to do as you grow in your career. Make sure to network with coworkers and try to find a mentor. Learning from someone you look up to who is a few stages ahead of you in your career can be invaluable.
Shannon Ahrndt: As we are using technology more and more, it's important to be proficient in online communication platforms such as MS Teams, Zoom, Slack, etc. Knowing the etiquette of communicating virtually and digitally is important -- such as having clear, efficient (concise!), and organized written communication. Being responsive is also an underrated trait – for example, getting back to people within 24 hours or less if possible always leaves a good impression. Following through with what you say you are going to do and taking initiative are also skills that employers appreciate.
Shannon Ahrndt: The more experience you can get in your field before graduating, such as through internships, volunteering, and involvement in student organizations or professional organizations might give you a boost when it comes to negotiating your first salary. Getting involved in all of these ways can also help you get to know people in your industry, which could make it easier to get a better-paying job or get multiple offers.
Timothy Egan M.S. Marketing: -Research the company well for your first job as it will impact the way you feel about full-time employment.
-Your first job won't be your last job. Use it to learn about yourself and an environment you can thrive in
-Don't be afraid to move for a job opportunity or a second one for the first few years. Because if you want a spouse/partner, children, pets and a home it will be harder to explore the world with all those responsibilities.
-If you want to work 100% remotely that can be good/flexible for a young professional, but you make yourself vulnerable to layoffs and disconnection. Having face time with management and coworkers builds an important rapport. Hybrid is better than remote
Timothy Egan M.S. Marketing: -Understanding finance and how it impacts the operations of where you work, can help you have great insight into new opportunities or see the writing on the wall in tough times.
-Don't be afraid to learn new technologies, especially ones that collect data. Enhance your tech-based skills as that will increase your value to the organization where you work and the business community at large.
-Learn Spanish. While globalization may have you think about learning an Asian language, the Spanish speaking market is the faster growing in the US and has been since 2010.
Timothy Egan M.S. Marketing: -Under promise and over deliver.
-Know your value, self-assess your skills, your knowledge and your role. Understand when and when not a company can give increases.
-Build an internal support system. Make sure you have people who will go to bat for you when you want to move up internally.
-After succeeding don't be afraid to ask for an increase.
-And remember, stay humble. The minute you think you know everything; you haven't learned anything.
Edward Ferguson: The skill sets I feel that would be most needed to and prevalent in the next 5 years will be:
Hands on experiences with animals of all species.
Knowing animal behavior and body language
Computer skills for many aspects of the business world but also how to collect, review, and learn from data taken about productivity, breeding, sales, etc.
Being adaptable/open minded. Don't be afraid to try new things and think outside the box
Know common life skills/problem solving
Internships throughout their years of higher education, nothing is better than experience.
Edward Ferguson: I would recommend to a student beginning their career to not focus primarily on income as a determinant for employment. I know this can be difficult in their mind, but beginning your career you will be much more adaptable and versatile in terms of where they may need to move to and flexibility in working hours. In the beginning, I would recommend take the employment offer that provides you with the best experiences and skill accumulation. I would not look for the most pleasant job, closest to home. This is a time in your life where you can be flexible and the single most important thing you can do in the beginning is gain as valuable work experience as possible. Very few people graduate from college with all the hands-on skills needed to excel at work immediately. But, if a young professional is willing to travel where the best experiences are, and can gain and master many of the skills necessary to succeed and advance in their career path they are more likely to be able to pick and chose where and when they work later on in life when those things become even more important (when they have a family and other depending on them for time and attention).
Edward Ferguson: I think the most important thing a young professional can do is to expand their skill set - this means volunteering for jobs and opportunities others may not want. When a young professional expands their abilities and shows initiative in the process supervisors will notice this and begin to form a subconscious opinion of the persona as a hard-working, dedicated professional that is motivated to being the best they can be. This will directly lead to being assigned more duties and responsibilities which will ultimately come with increased salary and better opportunities for professional growth. Also, another important component to being promoted and increasing your salary potential in the work place is being able to demonstrate consistently good "people skills" learning how to listen to others, take constructive criticism, and being able to demonstrate conflict resolution will go a very long ways to improving your chances of moving "up" at a company and thereby increasing your salary. I think if someone looks at the situation as how much money do I want to earn, what kind of person earns that level of income and then what can I do to make myself one of those people - that individual will be way more likely to achieve their end goal.
Sara Moore MBA: In the next 3-5 years, employers will gravitate towards candidates with three vital skills: communication, problem-solving, and collaborative teamwork. Communication skills are essential as professionals navigate complex interactions with diverse stakeholders, effectively express ideas, and cultivate meaningful connections. Additionally, problem-solving and critical thinking abilities will be in high demand as the field faces new challenges and explores innovative solutions. As the landscape of human development continues to evolve, collaborative teamwork will grow in importance, reflecting the trend towards interdisciplinary and diverse approaches. Professionals who excel in these three skills will be well-equipped to manage emerging issues, propel positive change, and make meaningful contributions to society.
Sara Moore MBA: Maximizing salary potential, when starting a career in this field requires proactive strategic planning. First, research industry standards and salary ranges for entry-level positions to understand your market value based on your skills and qualifications. Additionally, pursue experiential learning opportunities during your education, such as internships or relevant part-time jobs, as this will make you stand out from the competition. Networking with professionals, attending career fairs, and leveraging online platforms can also open doors to lucrative opportunities. Furthermore, always be able to confidently articulate why you are the best candidate and perhaps negotiate your offer package (salary, benefits, etc.). Lastly, it may be beneficial to consider your geographical location, job outlook /demand, and opportunities for advancement to maximize your salary potential throughout your career journey.
Sara Moore MBA: Networking is a crucial aspect to build a successful career in the human development field, extending far beyond your first job placement. It's a life-long endeavor that involves intentionally seeking mentorship and connecting with other professionals in the field who can offer valuable guidance, support, and specific advice based on their own experiences. As you engage with mentors and peers, remain open to diverse opportunities that align with your skills, interests, values, and career aspirations. A Bachelor of Science in Human Development provides many career path opportunities, including social services, research, healthcare, education, advocacy, and policy analysis. Create your dream career journey by defining your short- and long-term goals, crafting a clear action plan, setting milestones, tracking progress, and adjusting to stay on course.
Prof. Jane Halonen: I just chaired a committee for the American Psychological Association on what skills a psychology student should be able to do upon graduation. Those skills involve 1) knowing and applying psychological content; 2) scientific inquiry and critical thinking; 3) communication and psychological literacy; 4 values in psychology (appreciating empirical evidence; supporting the promotion of working with diverse people); and 5) professional development. Encouraging students to check out the document and think about how their classes have been preparing their skills would be a good idea. That document can be found at https://apps.apa.org/CommentCentral2/attachments/Site97-Undergrad%20Guidelines.pdf. Psychology students should be highly effective in evaluating claims about behavior, which is going to be valuable in any field they enter. Teamwork is another element that employers look for. Skilled technology use to clarify communication and manage data will also be increasingly important.
Prof. Jane Halonen: Psychology may be the most versatile undergraduate major you can have but the trick is knowing how to find jobs that focus on the skills that psychology majors have. So don't be shy about finding a mentor (a faculty member, someone in the career center, or a professional in the field) who can give you some pointers about what the life is like and whether your skills and attributes fit with the job you have in mind. To those ends, when I teach the capstone class in psychology, I find out what career the student hopes to pursue and I match them with someone who is successful doing that career for an hour-long conversation in which the student describes why they are ready to graduate and why they would be a good match to the profession. Students tell me it is a great opportunity to practice their job seeking skills and in some cases they have been offered jobs as a result of how well they presented what they can do.
Prof. Jane Halonen: This is a tough question because most students who go into psychology-related positions in human services are not going to be able to do much about negotiating a bigger salary. Often budgets in nonprofits are not very flexible. However, where students can hope to apply their psychology skills in business settings (e.g. human resources), salaries are going to be higher and there may be more leeway to leverage up salary. If you do attempt to renegotiate an offer, do so on the basis of having a clear and compelling success at the interview. Prepare for the interview by doing your homework on the nature of the company. Regardless of what you know already, be sure to ask intelligent questions of those who interview you. Dress to match how employees look in the work setting or a notch above. And whatever you do, don't take your parents along. Apparently, this is a growing trend for GenZ students and it doesn't play well. But another important note to keep in mind, entry level salaries are entry level salaries. Do great work and the overlords are likely to notice. In summary, psychology majors do an amazing range of professional activities with a psychology degree. The vast majority of majors enter the workforce rather than going on to graduate school; however, the skills students learn position them well to make great contributions in all kinds of workplace settings.
Timothy Ottusch Ph.D.: For folks graduating with a degree in Human Development and Family Science, first I would recommend just figuring out what they want to do. A degree in human development is broad, which is beneficial but also can be stressful with the amount of options. If they want to work right away, applying even before graduation is helpful, as they might be able to have a job lined up that by the time they officially graduate they have the ball rolling in a hiring process, so the delay in work is not too bad. Overall, it is finding a job in the area they think they would like, get their foot in the door, and see where it goes. Sometimes you see then if you like it, and if you like it, what training (MSW, counseling, etc.) might you need to keep moving up the latter.
Timothy Ottusch Ph.D.: I think the skills needed now and similar to what will be important soon. So much of it comes down to a foundational mix of accurate understanding of human development (as opposed to misunderstandings through myths, etc.), good critical thinking skills, and communication skills.
Timothy Ottusch Ph.D.: This one I'll less confident in asking, aside from advocating for yourself in the interview process for pay
Dr. Paul Datti PhD, CRC, HS-BCP: In my experience as Program Director of Scranton’s Counseling and Human Services Program, as well as being a board member of the Council for Standards in Human Services Education (the only accrediting body for human services educational programs), I can tell you that it's really about helping others. That’s what we do! Our students tend to gravitate towards the care of others, and they appreciate that they have been trained well. Part of our program’s mission is to train self-reflective practitioners, competent caregivers, and community leaders, and we believe we are successful at that. Some potential downsides can include long and/or unpredictable work hours, large caseloads, and potential for burn out. For the latter, however, it should be noted that our program (as well as others), train students on how to not only help others to recognize, prevent, and address burnout, but themselves as well.
Dr. Paul Datti PhD, CRC, HS-BCP: Human services practitioners provide services to clients in a wide variety of settings, such community mental health agencies, rehabilitation programs, adoption agencies, and residential programs (including for individuals with disabilities, homeless shelters, and those for at-risk youth), among others. They often assist clients and families in identifying and obtaining monetary and other benefits, social and community services, and other resources, as well as assist with developing and implementing programs to prevent and address social issues and individual client problems. Depending on the job and site, they may assess clients' psychosocial and/or physical needs, determine appropriate interventions, visit individuals and families in their homes, or assist in group settings, among other things.
Dr. Paul Datti PhD, CRC, HS-BCP: Graduates of The University of Scranton’s Counseling and Human Services program, as well as other similar educational programs, tend to have significant success upon graduation. At Scranton, typically about half to two-thirds of our graduates go on to graduate school, mainly in professional counseling or social work, but some also go on to programs in public administration, applied behavior analysis, child life care, and even law school. The remainder tend to soon get jobs in the field, in positions such as behavioral health technician, community health assistant, rehabilitation aide, child advocate, psychiatric or mental health technician, social work assistant, and more. According to OnetOnline and the Bureau of Labor Statistics, jobs in this area are expected to exponentially grow over the years and are considered “bright outlook” occupations.