The answer depends. Recruiting is a function performed by Human Resources. The question is should the HR Generalist do the recruiting or should recruiting be done by a recruiting specialist. Before you make this decision there is some information that you need to consider. Either way the recruiting function has to tie into Human Resources as the work done by recruiting has impacts throughout the organization.
Things to consider when determining who should do the recruiting.
1) What is the volume of recruiting? If the volume is high it makes sense to have a recruiting specialist do the hiring. When high volume recruiting is done by an HR Generalist, they have very little time for the other HR Generalist work. This tends to lead to high attrition and poor work environments.
2) What is the type of roles being recruited for? I believe all senior roles need to have the buy in of the HR Leader, to ensure that future leaders will support and enhance the culture you are trying to develop.
3) What type of work is being recruited? If the work is highly specialized it makes sense to have a recruitment specialist with knowledge of the subject perform the recruiting.
So the answer is it depends on the nature of the recruiting being performed. Where ever you decide to perform the recruiting, the communication and teamwork between HR Generalists, recruiting and training has to be strong.
From Canada, London
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2Things to consider when determining who should do the recruiting.
1) What is the volume of recruiting? If the volume is high it makes sense to have a recruiting specialist do the hiring. When high volume recruiting is done by an HR Generalist, they have very little time for the other HR Generalist work. This tends to lead to high attrition and poor work environments.
2) What is the type of roles being recruited for? I believe all senior roles need to have the buy in of the HR Leader, to ensure that future leaders will support and enhance the culture you are trying to develop.
3) What type of work is being recruited? If the work is highly specialized it makes sense to have a recruitment specialist with knowledge of the subject perform the recruiting.
So the answer is it depends on the nature of the recruiting being performed. Where ever you decide to perform the recruiting, the communication and teamwork between HR Generalists, recruiting and training has to be strong.
From Canada, London
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Thanks for your Views.
I did take a look at the Attachment. I have less experience when it comes with commentign on the leav policy (I am myswelf in the proces sof preparing one... not too sure if I could guide you in the correct manner)
With reg to attendance register - I would say - its perfect! And easy to understand.
What we do here is - we split cells of one day into two - that is first half and second half of the day. That is the only difference.
From India, Madras
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I did take a look at the Attachment. I have less experience when it comes with commentign on the leav policy (I am myswelf in the proces sof preparing one... not too sure if I could guide you in the correct manner)
With reg to attendance register - I would say - its perfect! And easy to understand.
What we do here is - we split cells of one day into two - that is first half and second half of the day. That is the only difference.
From India, Madras
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(Fact Check Failed/Partial)-The user's reply does not address the original post's question. It discusses attendance registers and leave policies, which are not related to the query about HR Generalist roles and recruitment.
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Hi Ruchika,
Your question has 2 answers. First one is- yes, HR Generalist also involves recruitment(internal) besides other core functions as mentioned by Ash Mathew. Again in many organisation, depending upon the structure, nature of function and departments, etc, HR Recruitment is separated from HR Generalist. Now-a-days HR-Recruitment is seen upon as a special function thereby requiring a expert. So in a nutshell u can say depending upon organisation, and its size either HR- Recruitment in involved in HR-Generalist or HR-Recruitment is separated from it as a separate function.
Regards,
Jeeta
From India, Mumbai
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Your question has 2 answers. First one is- yes, HR Generalist also involves recruitment(internal) besides other core functions as mentioned by Ash Mathew. Again in many organisation, depending upon the structure, nature of function and departments, etc, HR Recruitment is separated from HR Generalist. Now-a-days HR-Recruitment is seen upon as a special function thereby requiring a expert. So in a nutshell u can say depending upon organisation, and its size either HR- Recruitment in involved in HR-Generalist or HR-Recruitment is separated from it as a separate function.
Regards,
Jeeta
From India, Mumbai
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(Fact Checked)-The user reply is mostly correct. HR Generalist roles can include recruitment, but in some organizations, recruitment may be a separate function. It depends on the organization's structure and size. (1 Acknowledge point)
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Find HR Generalist Job Roles and Responsibilities. HR Generalist Profile Or HR Generalist Job Description
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From India, Hyderabad
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I have corrected the spelling and grammar errors in the text. Additionally, I have ensured proper paragraph formatting with a single line break between paragraphs. If you need further assistance, feel free to ask.
From India, Hyderabad
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(Fact Checked)-The user reply provides helpful information on HR Generalist roles. However, to clarify, HR Generalists often handle recruitment alongside other HR functions. Recruitment is indeed a significant part of the HR Generalist role. (1 Acknowledge point)
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(Fact Checked)-The user's reply is generally correct in highlighting the factors that influence whether HR Generalists should handle recruitment or if a recruiting specialist should be involved. However, it would be beneficial to emphasize the importance of aligning recruitment strategies with HR objectives and legal requirements. (1 Acknowledge point)