Q&A with HR professional Patricia Kamau

Could you share your journey into the Talent acquisition role?

My name is Patricia Kamau, and I am a registered HR professional. My journey into HR started unexpectedly in 2019. I was working in sales and applied for a role as a sales manager. Funnily enough, my degree was in Natural Resource Management, and since it sort of sounded like Human Resource Management, I was shortlisted. It wasn’t until the interview that the panel realized, ‘Wait a minute… this isn’t HR!’ But here’s the twist: they saw potential in me and offered me an HR role instead! That’s where I picked up most of the skills I use today. Honestly, gaining experience on the job has been an incredible experience, and I think it shaped me even more than a traditional academic path would have. After three years in the field, I knew HR was my thing, so I went back to school and officially graduated last March. And here I am!

How do you approach different levels of candidates in interviews?

When it comes to interviews, I approach candidates based on their experience level because, let’s be honest, a recent graduate and a seasoned exec are very different! For entry-level and junior candidates, I like to kick things off with a casual phone call, what I call a ‘vibe check.’ Why? Because most of them either get super nervous (as if i am about to grill them) or come in ready for a full-on debate. And then, there are those who just… don’t show up. I always remind them: If you’ve been shortlisted, it’s because we see potential in you! Just showing up and keeping me in the loop if you're running late goes a long way. Mid-level candidates are a different ballgame. They usually have some experience, so I focus on assessing their adaptability, problem-solving skills, and potential to grow within the role. Interestingly, senior-level candidates tend to be the easiest to recruit! Sure, the process has more stages, but they know how to carry themselves, communicate well, and handle interviews like pros. Makes my job a whole lot smoother!

What qualities do you look for when hiring for the green industry?

In the green industry, adaptability isn’t just a bonus, it’s a must! The field evolves fast, and what’s trending today might be outdated a year from now. So, I look for candidates who stay curious, eager to learn, and always on top of industry shifts. When hiring, I also keep an eye out for team players. Many green jobs, like regenerative practices, impact assessment, and monitoring & evaluation, involve working closely with other departments. So, being a people person is just as important as having technical know-how. If you’re adaptable, curious, and can collaborate like a pro, you’re already ahead of the game

How can recent graduates gain experience in the industry?

Start with internships and attachments! Many companies (ours included!) offer these programs, and while they might not come with a dream salary, they’re golden opportunities to gain hands-on experience. Fun fact: A lot of the people I’ve hired started as interns! Some were absorbed into full-time roles, while others were referred by fellow HR pros who saw their potential. Even if you’re not the ‘perfect’ fit right away, showing a willingness to learn and grow can open big doors. So, apply, show up, and make the most of it

How should candidates approach salary negotiations?

Salary negotiations can feel like walking a tightrope, but here’s my take: know your worth and own it! From the first round of interviews, I like to ask candidates how much they think they should earn. No, quoting too high won’t get you kicked out, and going too low isn’t a shortcut to getting hired. It’s all about self-awareness! If you’ve been crushing it with extra skills like analytics or project management, don’t sell yourself short. But what if you underquote? That suggests a lack of confidence in your worth. Do your research, be honest, and back up your ask with what you bring to the table

How important is a candidate's online presence?

When I’m hiring, I’ll check out your LinkedIn profile. Are you engaging with industry content? Sharing insights? Writing about what excites you? That tells me you’re passionate and involved. Now, don’t worry; I’m not here to judge your beach pics or weekend adventures. But if your public profile is sending out negative vibes (publicly criticizing HR – not a great look), it might not be the best fit. And hey, even if you’re not posting original content, staying active and sharing valuable insights still helps! But an empty LinkedIn? That’s like showing up to an interview with a blank résumé- missed opportunity! So, put yourself out there!

Last word to young professionals?

Your journey is yours alone, so embrace it! Just because someone landed their dream job at 19 doesn’t mean you’re behind. Success isn’t a race; it’s about growth, learning, and staying consistent. Take those baby steps, and trust that you’ll get to where you’re meant to be.