Recruiting vs. Human Resources: A Different Genetic Makeup

In today’s leaner economy, companies are attempting to use all their resources to their fullest without waste. As a result, one combined resource that has become commonplace is Human Resources including the function of recruiting or vice versa. I say “combined” because they are two distinctly different functions that, if working successfully, require two completely different types of personalities and mindsets working independently.

Great recruiters will never want to be the VP of HR. The VP of HR will never want to do recruiting as a sole function.

It is the same thing as wanting your best Cold Caller/ Sales person to be in the office creating marketing materials. Or the same as wanting your best Financial Analyzer to be the one entering debits and credits. Or perhaps the same thing as purchasing a new camera that takes 20 hours of video as well. There will always be one function that is stronger than the other and that function should not be compromised – it should be cultivated into the best it can be. Recruiting vs. Human resources - every person has a higher ability to perform one or the other. The ability comes from their genetic makeup.

HR and Recruiting are two VASTLY different functions.

Recruiting typically takes a combination of business sense and sales skills and not administration or process skills. Recruiting is not an HR function nor is HR a recruiting function. Great recruiting is most often the result of significant sales type efforts and competencies – building networks, cold calling, competitive intelligence gathering, strong relationship management, working job boards, prioritization of tasks, negotiation, leaving voice mails that get a call back, getting around the gatekeeper, etc. These are not HR skills – benefits management, employee retention, internal interviews, scheduling, and processing. Very seldom do the skills required to be great at recruiting and the skills required to be great at HR intersect. And that is something we need to get to know better.

The Constant State of Recruitment & Staffing: Be Aggressive, or Be Gone

Employers always feel the pinch for GREAT talent and can't just wait, wait, and wait to make a move. They have to emphasize active sourcing, capitalize on aggressive recruiting agencies, tap into referrals, and snap up top candidates at the first opportunity.

With staffing agencies on nearly every street corner in the Washington, DC area, all are being fed, mainly by the government, however, the caviar of candidates is still a desired find. These candidates are not going to be found on job boards, unless it’s the first day they post their resume. Consequently, they will be found through active referrals, networking, and from staffing agencies that make this and a sense of urgency priorities in their practices.

And agencies and recruiters need to train their clients and hiring mangers to act fast in order to secure and retain top talent, or they will be feeding on Stove Top Stuffing rather than caviar.

As the economy is beginning to pick up, so are the jobs, particularly in the DC area, and as a result, recruiters are working harder to fill them and the competition is getting fierce for the best. The aggressive style of third-party recruiters always takes some getting used to, which can be challenging. Corporate HR/Recruiting leaders are not often able to stomach the behaviors of staffing agencies that actually get results. But they need to remember, in the end, they will look like the stars as well because the job will get done - effectively.