As someone just entering the workforce from 15 years of being a SAHM and no HR experience I think having an aPHR is a plus. I have that acronym at the end of my name and can present myself as an HR professional. And it lets people know that I’m committed to this career path and ready to start from the bottom. But yeah, definitely once I get a year or two under my belt I’m going for the SHRM-CP!! I’m glad I’m catching this early. Thank you!!
You're so right, the biggest reason I am not a fan of aPHR is because I have always wanted to grow my career and I did not want to pay or study for two different exams. I hate exams. Personally, I used a targeted tailored resume and networking which was much cheaper and less time consuming. I created an entire video on options from SAHMs and none of these options include getting certified at all. Here's the link: ruclips.net/video/aTwQKKnNT14/видео.html
@@HeyyyHR yesssss finally!!!!!!!! This is me, I hate exams, hate that I will always have to go take one in stage to prove I’m climbing the ladder. I hate that!
I say this with respect but having zero years of HR experience means you’re not a professional. The reasoning behind the aPHR is for those just entering the HR profession and are working towards advancing their career.
respectfully disagree :-) aside from providing great foundational HR knowledge, the aPHR certification can make you stand out when competing for entry level jobs. It shows that you are genuinely interested in HR/have some level of commitment. It's a great certification for those applying to HR Assistant and HR Coordinator roles.
I completely agree with you. There's no one size fits all for this because people are different and different things work for them. I pulled this short video from a longer video where I gave 11 other ways to do the same thing without getting certified at all. Here's the link: ruclips.net/video/a3mO6qub0DY/видео.html
I have a PHR. I had never studied for something so hard in my life. If that certification is entry-level, I'd hate to see what the advanced-level looks like.
I disagree regarding the HRCI being easily distinguish based on which cert you obtain with that exception of the aPHR (which I agree is a waste). Correct me if I am wrong but SHRM grandfathered HRCI cert holders when they initiated the CP/SCP which tells me (at one point) they considered them equals. There are plenty of SHRM cert holders who only have their cert because of being grandfathered. Also, I thought SHRM actually lowered the standards to become eligible for their exams a few years back? In fact, per SHRM, you only need 3 years experience to sit for the SCP. You need minimum of 4 years with Masters or 5years with bachelor’s for SPHR. I could have sworn you needed at least 5 years, give or take experience/degree, for the SCP. For the CP, you don’t even need to have a HR title or experience as it stands. To me, it sounds much like the aPHR. However, they recommend having some involvement within HR operational manner. Honestly, I am a bit surprised at how easy it is to become eligible for SHRM exams. As for the international cert, an executive with their GPHR or SPHRi can be worth their weight in gold. I say the same for those with their PHR-CA. My biggest criticism of HRCI are the micro-credentials. It’s them just taking people’s money.
SHRM didn’t consider them equals, that used to be their ONLY source, but back then HRCI only had 3 options (PHR, SPHR & GPHR). They added more a few years after SHRM created CP & SCP. SHRM required HRCI holders to review a 20 min PowerPoint to get the SHRM cert for the folks who already had HRCI bc they didn’t want folks to retest or spend money. SHRM’s standards has always been the same. Never changed. Both of SHRM’s cert covers global info so both are just as accepted as GPHR or any of HRCI “I” cert. Gosh I feel old bc I’ve been in my career since before SHRM has their own cert. 😳🥴🤣🤣
@@HeyyyHR SHRM standards for test eligibility are not the same. Years ago, To test for the CP, you needed professional HR experience or a combination of education and experience. I know this because back in 2018ish, I was on the fence about obtaining my PHR or CP ( the eligibility for both exams were fairly equal) and ultimately went with PHR because they didn’t have testing windows. You can take the exam anytime throughout the year. Today, they are not equal whatsoever in terms of candidate expectations. SHRM no longer requires any experience just like that aPHR. You can even take the CP while still an undergrad. You can review prior and current testing eligibility online. HRCI still requires professional HR experience for the PHR. It seems that SHRM made these changes after HRCI offered the aPHR. As for the 20 minute powerpoint to be grandfather your S/CP, that is nothing compared to actually sitting for the exam. At the very least, they could have offered to waive app and exam fees. If you stand by your test, make people earn it. They grandfather HRCI cert to boost their SHRM credential numbers. There are some excellent HR pros with their S/CP credential. I know a few and would go to them in a flash for their expertise (interestingly enough, they have both certs) but SHRM has diminished the prestige of their exam with these recent changes.
What if im currently entry level? I'm a human resources coordinator with 2 yrs experience and I'm still learning as I go. Would a aPHR and SHRM be a good combination?
I'm wondering the same thing.. I'm making a career change, only been loosely involved in HR projects from an Administrative team, but I want to move into HR/People Ops...what did you decide in the end?
@@notliketoast8074 I'm actually going to start school this fall to work on my business administration certification and then apply to graduate school for my MBA in management and MS in Human Resources Management.
There's no one size fits all answer for this. I took this video from a longer video and I'm going to add the link. I recommend looking at how you want your career to go. Is HR temporary for you or a long term career? Are you ok with staying in an entry level position until retirement? Either way, a targeted, tailored resume with networking can get you a job much faster than a certification that literally shows you as an entry-level professional. I believe I created this short from this video: ruclips.net/video/a3mO6qub0DY/видео.html
I would say think to yourself: 1. Do I want a higher position than what I currently have or am I ok with retiring in recruiting? 2. Do I want to work in a different industry? 3. Am I okay with the compensation growth that my current position provides? That will tell you if you need one at all. If you're fine in your current role, I say only get it if the company (your employer) is paying for it. Unless you enjoy standardized tests and have money to spend for the exam, then I would say no need.
As someone just entering the workforce from 15 years of being a SAHM and no HR experience I think having an aPHR is a plus. I have that acronym at the end of my name and can present myself as an HR professional. And it lets people know that I’m committed to this career path and ready to start from the bottom. But yeah, definitely once I get a year or two under my belt I’m going for the SHRM-CP!! I’m glad I’m catching this early. Thank you!!
You're so right, the biggest reason I am not a fan of aPHR is because I have always wanted to grow my career and I did not want to pay or study for two different exams. I hate exams. Personally, I used a targeted tailored resume and networking which was much cheaper and less time consuming. I created an entire video on options from SAHMs and none of these options include getting certified at all. Here's the link: ruclips.net/video/aTwQKKnNT14/видео.html
@@HeyyyHR yesssss finally!!!!!!!! This is me, I hate exams, hate that I will always have to go take one in stage to prove I’m climbing the ladder. I hate that!
@@chinenyeike5029 I feel the same way so doing it twice for the same purpose is a no-go & that’s what I was emphasizing in this video.
I say this with respect but having zero years of HR experience means you’re not a professional. The reasoning behind the aPHR is for those just entering the HR profession and are working towards advancing their career.
respectfully disagree :-) aside from providing great foundational HR knowledge, the aPHR certification can make you stand out when competing for entry level jobs. It shows that you are genuinely interested in HR/have some level of commitment. It's a great certification for those applying to HR Assistant and HR Coordinator roles.
I completely agree with you. There's no one size fits all for this because people are different and different things work for them. I pulled this short video from a longer video where I gave 11 other ways to do the same thing without getting certified at all. Here's the link: ruclips.net/video/a3mO6qub0DY/видео.html
I have a PHR. I had never studied for something so hard in my life. If that certification is entry-level, I'd hate to see what the advanced-level looks like.
PHR or aPHR?
@@Exodus004 PHR
@@pashanoble9359 PHR is not at all entry level. Definitely a very intense exam to prepare for. aPHR is the entry level one
@Exodus004 I know. The video says it's entry-level. I was astonished.
@@pashanoble9359 this video is referencing aPHR, not PHR. You took a higher exam than the cert that this video is referencing.
I disagree regarding the HRCI being easily distinguish based on which cert you obtain with that exception of the aPHR (which I agree is a waste).
Correct me if I am wrong but SHRM grandfathered HRCI cert holders when they initiated the CP/SCP which tells me (at one point) they considered them equals. There are plenty of SHRM cert holders who only have their cert because of being grandfathered.
Also, I thought SHRM actually lowered the standards to become eligible for their exams a few years back? In fact, per SHRM, you only need 3 years experience to sit for the SCP. You need minimum of 4 years with Masters or 5years with bachelor’s for SPHR. I could have sworn you needed at least 5 years, give or take experience/degree, for the SCP.
For the CP, you don’t even need to have a HR title or experience as it stands. To me, it sounds much like the aPHR. However, they recommend having some involvement within HR operational manner.
Honestly, I am a bit surprised at how easy it is to become eligible for SHRM exams.
As for the international cert, an executive with their GPHR or SPHRi can be worth their weight in gold. I say the same for those with their PHR-CA.
My biggest criticism of HRCI are the micro-credentials. It’s them just taking people’s money.
SHRM didn’t consider them equals, that used to be their ONLY source, but back then HRCI only had 3 options (PHR, SPHR & GPHR). They added more a few years after SHRM created CP & SCP.
SHRM required HRCI holders to review a 20 min PowerPoint to get the SHRM cert for the folks who already had HRCI bc they didn’t want folks to retest or spend money.
SHRM’s standards has always been the same. Never changed.
Both of SHRM’s cert covers global info so both are just as accepted as GPHR or any of HRCI “I” cert.
Gosh I feel old bc I’ve been in my career since before SHRM has their own cert. 😳🥴🤣🤣
@@HeyyyHR SHRM standards for test eligibility are not the same. Years ago, To test for the CP, you needed professional HR experience or a combination of education and experience. I know this because back in 2018ish, I was on the fence about obtaining my PHR or CP ( the eligibility for both exams were fairly equal) and ultimately went with PHR because they didn’t have testing windows. You can take the exam anytime throughout the year. Today, they are not equal whatsoever in terms of candidate expectations. SHRM no longer requires any experience just like that aPHR. You can even take the CP while still an undergrad. You can review prior and current testing eligibility online. HRCI still requires professional HR experience for the PHR. It seems that SHRM made these changes after HRCI offered the aPHR.
As for the 20 minute powerpoint to be grandfather your S/CP, that is nothing compared to actually sitting for the exam. At the very least, they could have offered to waive app and exam fees. If you stand by your test, make people earn it. They grandfather HRCI cert to boost their SHRM credential numbers.
There are some excellent HR pros with their S/CP credential. I know a few and would go to them in a flash for their expertise (interestingly enough, they have both certs) but SHRM has diminished the prestige of their exam with these recent changes.
@@metorphoric awesome! Have a great day 💜
What if im currently entry level? I'm a human resources coordinator with 2 yrs experience and I'm still learning as I go. Would a aPHR and SHRM be a good combination?
I'm wondering the same thing.. I'm making a career change, only been loosely involved in HR projects from an Administrative team, but I want to move into HR/People Ops...what did you decide in the end?
@@notliketoast8074 I'm actually going to start school this fall to work on my business administration certification and then apply to graduate school for my MBA in management and MS in Human Resources Management.
So what do you recommend?
There's no one size fits all answer for this. I took this video from a longer video and I'm going to add the link.
I recommend looking at how you want your career to go. Is HR temporary for you or a long term career? Are you ok with staying in an entry level position until retirement?
Either way, a targeted, tailored resume with networking can get you a job much faster than a certification that literally shows you as an entry-level professional.
I believe I created this short from this video: ruclips.net/video/a3mO6qub0DY/видео.html
Im 2 almost 3 years as a recruiter, would you recommend I get the aPHR
I would say think to yourself:
1. Do I want a higher position than what I currently have or am I ok with retiring in recruiting?
2. Do I want to work in a different industry?
3. Am I okay with the compensation growth that my current position provides?
That will tell you if you need one at all. If you're fine in your current role, I say only get it if the company (your employer) is paying for it. Unless you enjoy standardized tests and have money to spend for the exam, then I would say no need.