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.
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