The interaction between HR and recruiters must be strong and consistent. This is how businesses may find and retain qualified workers. The relationship between HR and Staffing is important, period.
However, it is sometimes easier said than done.
It can be difficult to establish a link between these two divisions. Especially if each is more accustomed to working alone.
Collaboration, on the other hand, is critical. It has the potential to deliver incredible outcomes and fundamentally change your company’s hiring procedure. In this article, RisePath examines the relationship between HR and staffing.
What’s the Difference Between HR and Recruiting?
Human resources and recruiters both have responsibilities that are comparable. However, the majority of their efforts are dissimilar.
Responsibilities of Human Resources vs. Staffing
You must ensure that these two vital departments can work together. They can find excellent individuals to fill openings at your firm if they work together.
However, you must first establish a thorough knowledge of each position.
Responsibilities of a Recruiter
When looking for qualified individuals, recruiters adopt a proactive approach. The recruiter acts as a liaison between the candidate and the company.
Although many people believe that all recruiters are the same, there are several types.
- A recruiter who has been retained
This is someone who works for your firm on a retainer and with whom others routinely collaborate.
- A recruiter who works on a contingency basis
This is a person who is paid a percentage or a set rate once the applicant is hired.
Candidate and Company-Hired Recruiters
It would be ideal if you were able to recognise the various recruiters. Some recruiters are employed by candidates, while others are engaged by companies.
When a corporation chooses to work with a candidate-hire recruiter, it may appear that a buffer has been established. Interactions can become awkward as a result, and communication can become difficult.
Companies may believe they have no say in the choosing process. This may result in unwelcome consequences.
As a result, many companies refuse to deal with recruiters who are hired by candidates. Most people would rather go with a candidate who has been hired by the organisation.
Knowing that recruiters are looking out for the company’s best interests gives you peace of mind.
The type of recruiter a company works with is entirely up to the company.
Once the hiring process begins, all recruiters’ responsibilities end. The HR process frequently takes over at this point.
Responsibilities in Human Resources
Human resources is in charge of the employee-hiring organisation connection. This could imply that they act as a liaison between a staffing agency and the firm they work for, or that they work directly with their company’s recruiting department after a hire has been made.
Following the employment process, these specialists help employees.
HR responsibilities can include the following:
- Onboarding new clients.
- Developing initiatives to increase employee engagement in the workplace.
- Managing a variety of variable schedule alternatives.
Human resource specialists have a tendency to approach the hiring process in a passive manner. They may advertise employment positions and wait for candidates to apply.
What are the most significant challenges that HR and staffing face?
Communication is one of the most significant issues that Human Resources and recruiters encounter. Whether it’s due to a lack of communication or a misunderstanding, both might result in the loss of key applicants.
Avoid jeopardising these departments’ connections and losing high-potential prospects. Maintain an open and transparent line of communication.
The management of expectations is another key difficulty that can arise. At your organisation, you never want two workers doing the same task. This is a waste of time, money, and productivity.
If both parties are aware of what the other is doing, the likelihood of a breakdown is reduced. Everyone should be aware of what is expected of them. Define who is in charge of which components of the hiring process and make sure both teams are aware of this.
Advice on How HR and Staffing Can Collaborate
The presence of an HR professional does not diminish the need for a recruiter. This is why you must learn how to get them to cooperate.
Working as a team with HR and recruiters necessitates trust. Trust is built with each department, which enhances the hiring process.
HR must provide recruiters with the freedom to do their jobs and vice versa. Each department’s objectives must be defined. They must be in line with the company’s goals.
Companies might think about hiring a recruiter on a retainer basis. HR will be able to work with them more frequently as a result of this. This makes the process of developing a trustworthy relationship go more smoothly.
Constant communication with a seasoned recruiter can aid in the development of a strong working relationship.
Recruiters must take a proactive approach in order to secure top talent. This is a far more straightforward approach than HR’s passive one.
Encourage your human resources department to see recruiters as useful assets. They’re required for the hiring procedure.
Recruiters must also recognise HR as a team that aids in the selection of candidates. HR assists new employees in settling in and forming long-term ties to the organisation.
Recruiters must ask the right exploratory questions to ensure that expectations are clear. For each organisation (or applicant) they work with, they need definitive answers.
The Art of Collaboration for HR and Recruiters
When HR and recruiters work together to improve conditions, everyone benefits. It tends to result in smoother procedures with fewer points of conflict.
One important goal for these two departments is to work together as a unit. A group of professionals who are aware of each other’s responsibilities in order to avoid any overlap.
Recruiters and HR can develop a streamlined hiring policy if they work closely together. A method for determining the optimal manner to collaborate with one another.
This entails debating both sides’ employment requirements. It would be preferable if you discovered each department’s qualifications in order to fulfil the company’s requirements.
Conclusion
HR and recruiters can provide useful information on the hiring and onboarding procedures. It must not appear to be a competition, but rather a collaborative effort.
HR and recruiters should collaborate in ways that benefit both of them.
Many excellent recruiters have worked in HR and can provide useful knowledge. HR can also provide recruiters with information about the company’s requirements for possible applicants.
HR and recruiters may establish a robust process by forming a healthy connection. One that attracts and retains exceptional employees.
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