Key differences between the roles of HR and Recruiters
HR personnel and recruiters are both integral components of any sustainable business. While the two roles are not the same, they collectively contribute to workplace morale, reporting with stakeholders and overall efficiency. To better understand how each can benefit your business, it is essential to understand what each role entails and identify the differences between HR personnel and recruiters.
A recruiter is principally responsible for replacing former staff as employees leave and finding new staff as a company grows and opens new roles. The recruiter’s job is to carry out all necessary interviews with prospective employees while liaising with the hiring manager to recommend the most suitable candidate. Recruiters may be required to research past work to develop a job description and then actively promote the role to new candidates. The recruiter must also assess the market to ensure the offer and salary are competitive and attractive to the right candidates. The recruiter must then evaluate each candidate’s skill set in line with the role and workplace requirements to determine the right fit for the company. This can include reviewing resumes and cover letters and completing reference checks with past employers.
Human Resources Officer
While recruiters are often outsourced and typically only join the HR team for the duration of the hiring period, HR personnel are often permanent members of a company. Following the recruitment process, HR is then responsible for onboarding new employees and this includes making sure they are settling into their role comfortably and performing well.
HR personnel work to a long term strategy that involves helping the company retain employees, and they are responsible for providing staff opportunities for career development. Their role is to discuss and assess wages and ensure pay raises and bonuses are issued fairly.
Moreover, HR personnel are considered leaders of an organisation and are responsible for building an environment where all team members are achieving the best possible outcomes for the company and their own personal progression. Corporate health and wellbeing activities are a key part of their role as well as handling disputes and mitigating conflict within teams.
3 reasons why recruiters are beneficial for businesses
- Recruiters save valuable time for businesses. Drawing from their expertise and established network, recruiters can work to tight deadlines and ensure fast turnarounds without substituting vital attributes required of the candidate. There is no sure way for a business to predict how long it will take to fill a role, whereas recruiters have more control over this. Employers who decide to put on the recruiter hat themselves to reduce expenses must consider how much business and productivity they can afford to lose in the long run, as this can become very costly. Better yet, you are at a far lower risk of hiring the wrong person with the help of a professional. Getting it right the first time will save businesses time and money.
- Recruiters have an extensive network of candidates. They have access to a vast web of candidates that cannot be found nor reached through advertising alone. A precious attribute of any recruiter is the trust they have built over time with their network, which can significantly benefit businesses in attracting prospective employees.
- No one knows the process better than they do. Just as you wouldn’t typically cut your hair or fix household plumbing issues on your own, businesses can benefit from hiring a professional to handle the recruiting process. Without this support, businesses are more likely to encounter team morale and efficiency disruptions. Recruiters offer peace of mind for employers by allowing them to stick to business as usual while the rest is taken care of for them.