Hi All,
Well, the seniors and forum members who know me will understand why I am posting this topic :) but I actually needed to know the reason behind this trend that I have come across and maybe others may not have, or the potential HR professionals may come across...
Off late, I have been wondering, is Recruitment synonymous with HR in the industry, or is it the most important aspect of HR, or the only scale to measure an HR's potential? The reason I will tell you is that whenever you come across any job posting for potential HR professionals (0 to 3 years), the posting says needed HR Executive/Recruiter, or even if the ad has HR Executive as the header, the job description spoils it.
Further to add to my belief, the other day my HR manager and I were discussing filling in some positions where I expressed that I am not enjoying this part of the job, to which his reply was, "Dear, Recruitment is HR!" Though I shouldn't have taken it seriously considering that he is a technical background person, I was left wondering, "To excel in the industry, do you think it is necessary to specialize primarily in one section of it?"
Please let me know your opinion on this, and if I am wrong, do correct me.
Warm Regards,
Geeti
From India, Bangalore
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Well, the seniors and forum members who know me will understand why I am posting this topic :) but I actually needed to know the reason behind this trend that I have come across and maybe others may not have, or the potential HR professionals may come across...
Off late, I have been wondering, is Recruitment synonymous with HR in the industry, or is it the most important aspect of HR, or the only scale to measure an HR's potential? The reason I will tell you is that whenever you come across any job posting for potential HR professionals (0 to 3 years), the posting says needed HR Executive/Recruiter, or even if the ad has HR Executive as the header, the job description spoils it.
Further to add to my belief, the other day my HR manager and I were discussing filling in some positions where I expressed that I am not enjoying this part of the job, to which his reply was, "Dear, Recruitment is HR!" Though I shouldn't have taken it seriously considering that he is a technical background person, I was left wondering, "To excel in the industry, do you think it is necessary to specialize primarily in one section of it?"
Please let me know your opinion on this, and if I am wrong, do correct me.
Warm Regards,
Geeti
From India, Bangalore
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Hi Geeti,
This problem is faced by many HR personnel.
Recruitment is not synonymous with HR, but yes, it is surely a very important function of HR.
Until you recruit a good candidate, you won't be able to perform other functions of HR effectively. If a good candidate is selected for a job, half the battle is won, but I believe that Manpower planning is a more valuable function than recruiting.
It is only with half-knowledge in the HR field that people start considering recruitment as the core of HR. No, if we focus solely on recruitment, what will happen to all the other major functions? You cannot neglect them:
- Manpower planning
- Budgeting
- Selection
- Induction
- Performance Management
- Training & Development – it has become a separate area of focus now, indicating its increasing importance in recent years.
- Management development
- Career Planning and Development
- Appraisals, OD, Change Management, OB, people management, retention, WLB, etc.
The list is extensive; you can't just recruit a person and then forget about it. The real work of HRM begins after the selection process.
I encourage others to contribute as well.
Cheers,
Archna
From India, Delhi
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115This problem is faced by many HR personnel.
Recruitment is not synonymous with HR, but yes, it is surely a very important function of HR.
Until you recruit a good candidate, you won't be able to perform other functions of HR effectively. If a good candidate is selected for a job, half the battle is won, but I believe that Manpower planning is a more valuable function than recruiting.
It is only with half-knowledge in the HR field that people start considering recruitment as the core of HR. No, if we focus solely on recruitment, what will happen to all the other major functions? You cannot neglect them:
- Manpower planning
- Budgeting
- Selection
- Induction
- Performance Management
- Training & Development – it has become a separate area of focus now, indicating its increasing importance in recent years.
- Management development
- Career Planning and Development
- Appraisals, OD, Change Management, OB, people management, retention, WLB, etc.
The list is extensive; you can't just recruit a person and then forget about it. The real work of HRM begins after the selection process.
I encourage others to contribute as well.
Cheers,
Archna
From India, Delhi
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Hi Archna,
Thank you for providing the details and reaching a consensus with me on this. I still want to know, do you also feel the way I do, that currently, the trend is HR = Recruitment...?
Warm Regards,
Geeti
From India, Bangalore
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Thank you for providing the details and reaching a consensus with me on this. I still want to know, do you also feel the way I do, that currently, the trend is HR = Recruitment...?
Warm Regards,
Geeti
From India, Bangalore
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Hi Geeti,
Nice to see you back in action.
As usual, Archna is correct and there's no dispute at all. Recruitment is the primary function of HR from where all other functions like selection, development, and separation emerge. At present, there is a misconception among many that only Recruitment or Training & Development are treated as the only HR functions. A lot of fragmentation has taken place as a result of which this kind of misconception has taken place. In another thread going around in the forum, I clearly stated that due to recruitment frenzy, some organizations and HR personnel have almost started ignoring the function of antecedent check and checking of credentials properly. As a result, many candidates are getting employed without being properly relieved from their previous organizations, resulting in dual employment which goes against the terms and conditions of service or the standing orders.
HR as a whole has a lot to do other than recruitment or training, provided you have the right kind of management coupled with a congenial environment.
Thanks,
PRADEEP
From India, Hyderabad
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Nice to see you back in action.
As usual, Archna is correct and there's no dispute at all. Recruitment is the primary function of HR from where all other functions like selection, development, and separation emerge. At present, there is a misconception among many that only Recruitment or Training & Development are treated as the only HR functions. A lot of fragmentation has taken place as a result of which this kind of misconception has taken place. In another thread going around in the forum, I clearly stated that due to recruitment frenzy, some organizations and HR personnel have almost started ignoring the function of antecedent check and checking of credentials properly. As a result, many candidates are getting employed without being properly relieved from their previous organizations, resulting in dual employment which goes against the terms and conditions of service or the standing orders.
HR as a whole has a lot to do other than recruitment or training, provided you have the right kind of management coupled with a congenial environment.
Thanks,
PRADEEP
From India, Hyderabad
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Hi Pradeep,
Thanks for the reply. Yes, I am getting back in action :)
I am in agreement with you on the fact that reference checks and credentials checks are not given importance in the hurry to recruit. The latest case to support this would be the bulk sacking of employees at Wipro after more than 2 years of service. I faced a similar situation in my organization recently. We had a false acceptance by a candidate for one position. Interestingly, the same candidate mistakenly sent his resume for a different position, and the resumes we received were completely different but with the same contact details. Initially, reference checks were a part of our recruitment process, but the rush to recruit candidates led to the avoidance of the same.
After deviating from the main issue, I still haven't received responses from many members in the forum who work in the same line, believing that "Recruitment equals HR in the current industry."
Warm Regards,
Geeti
From India, Bangalore
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Thanks for the reply. Yes, I am getting back in action :)
I am in agreement with you on the fact that reference checks and credentials checks are not given importance in the hurry to recruit. The latest case to support this would be the bulk sacking of employees at Wipro after more than 2 years of service. I faced a similar situation in my organization recently. We had a false acceptance by a candidate for one position. Interestingly, the same candidate mistakenly sent his resume for a different position, and the resumes we received were completely different but with the same contact details. Initially, reference checks were a part of our recruitment process, but the rush to recruit candidates led to the avoidance of the same.
After deviating from the main issue, I still haven't received responses from many members in the forum who work in the same line, believing that "Recruitment equals HR in the current industry."
Warm Regards,
Geeti
From India, Bangalore
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Dear Seniors, Your opinion & advices are needed kindly throw some light on this topic... Warm Regards Geeti
From India, Bangalore
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From India, Bangalore
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Hi Geeti,
I think recruitment is definitely an important aspect of an HR's role because once an HR understands the recruited profile, it becomes easier to comprehend the further needs of the recruited person, such as their training and development needs. Basically, when a person is recruited by the HR, a relationship is already established between the candidate and the recruiter, creating a comfortable situation. However, recruitment alone will not address all needs; it must be supported by resolving employee grievances, fostering a good and healthy working environment within the company, and enhancing development activities. If these issues are not properly addressed, even the best candidate recruited will not reduce attrition in the company. Therefore, all facets of HR work hand in hand.
Regards, Pooja
From India, Pune
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I think recruitment is definitely an important aspect of an HR's role because once an HR understands the recruited profile, it becomes easier to comprehend the further needs of the recruited person, such as their training and development needs. Basically, when a person is recruited by the HR, a relationship is already established between the candidate and the recruiter, creating a comfortable situation. However, recruitment alone will not address all needs; it must be supported by resolving employee grievances, fostering a good and healthy working environment within the company, and enhancing development activities. If these issues are not properly addressed, even the best candidate recruited will not reduce attrition in the company. Therefore, all facets of HR work hand in hand.
Regards, Pooja
From India, Pune
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Dear Ms. Geeti,
As far as my knowledge goes, the reason why people consider recruitment as the main job for HR is because we are the individuals responsible for every good or bad aspect. The most important thing behind it is that everyone, except HR, thinks that we have no work at all. We are perceived as being paid just to recruit people and manage their salaries, etc.
There is a need for a change in this attitude. I sincerely believe that we, as HR professionals, are capable of solving many significant problems but often fall short in presenting ourselves and articulating our importance.
If you believe I am mistaken, please let me know.
Santosh Iyer
From India, Pune
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As far as my knowledge goes, the reason why people consider recruitment as the main job for HR is because we are the individuals responsible for every good or bad aspect. The most important thing behind it is that everyone, except HR, thinks that we have no work at all. We are perceived as being paid just to recruit people and manage their salaries, etc.
There is a need for a change in this attitude. I sincerely believe that we, as HR professionals, are capable of solving many significant problems but often fall short in presenting ourselves and articulating our importance.
If you believe I am mistaken, please let me know.
Santosh Iyer
From India, Pune
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I agree with Archna and Pradeep that recruitment is not the only paramount responsibility for an HR Manager. It definitely is one of his prime responsibilities, considering that the only way an organization can prosper and grow is through the strengths and capabilities of its people, and to recruit the right people is very important.
But just think a little. Why is recruitment becoming so important?
First of all, the younger generation has very little responsibilities towards their employers. The moment they get a better paying job, they walk out without a second thought, leaving the organization at wit's end to get a replacement as fast as possible.
Why is this happening? Organizations are not paying enough attention to motivating and retaining the people they need. Motivation and job enrichment must be such that employees should WANT to stick around. Retention policies like extended responsibilities, promotional prospects, self-development, training and development, non-quantifiable benefits like house and vehicle loans, etc. also play a critical role.
Recruitment itself is being done haphazardly. Not many HR Managers really have in-depth discussions with functional heads to find out why people are leaving, nor do they analyze job descriptions and job content to check whether these are attractive enough to pull in candidates, nor do they spend sufficient time on the actual recruitment process to ensure that the right candidates are selected.
As Geeti pointed out, if you hurry recruitments, you make mistakes ... like not checking references or facts provided.
And what HR Managers also fail to realize is the hidden cost of recruitments. When a vacancy occurs, HR Managers have to spend time, trouble, and effort on
* analyzing and if necessary, redesigning job descriptions and job content
* advertising/going to recruitment consultants
* spending time on going through applications and testing their veracity (correctness)
* interviewing those found suitable
* negotiating terms and giving letters of appointment
* waiting for them to actually join after serving out their notice periods (unless they are unemployed)
* giving them induction training
* waiting until they start producing.
And looking for a replacement if they suddenly decide to leave.
And during all this time, the functional heads are fuming because their work is being held up!
So, a lot of in-depth thought has to be given to these problems, and steps to rectify matters taken at the earliest if matters are to improve.
What do you think?
Jeroo
From India, Mumbai
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But just think a little. Why is recruitment becoming so important?
First of all, the younger generation has very little responsibilities towards their employers. The moment they get a better paying job, they walk out without a second thought, leaving the organization at wit's end to get a replacement as fast as possible.
Why is this happening? Organizations are not paying enough attention to motivating and retaining the people they need. Motivation and job enrichment must be such that employees should WANT to stick around. Retention policies like extended responsibilities, promotional prospects, self-development, training and development, non-quantifiable benefits like house and vehicle loans, etc. also play a critical role.
Recruitment itself is being done haphazardly. Not many HR Managers really have in-depth discussions with functional heads to find out why people are leaving, nor do they analyze job descriptions and job content to check whether these are attractive enough to pull in candidates, nor do they spend sufficient time on the actual recruitment process to ensure that the right candidates are selected.
As Geeti pointed out, if you hurry recruitments, you make mistakes ... like not checking references or facts provided.
And what HR Managers also fail to realize is the hidden cost of recruitments. When a vacancy occurs, HR Managers have to spend time, trouble, and effort on
* analyzing and if necessary, redesigning job descriptions and job content
* advertising/going to recruitment consultants
* spending time on going through applications and testing their veracity (correctness)
* interviewing those found suitable
* negotiating terms and giving letters of appointment
* waiting for them to actually join after serving out their notice periods (unless they are unemployed)
* giving them induction training
* waiting until they start producing.
And looking for a replacement if they suddenly decide to leave.
And during all this time, the functional heads are fuming because their work is being held up!
So, a lot of in-depth thought has to be given to these problems, and steps to rectify matters taken at the earliest if matters are to improve.
What do you think?
Jeroo
From India, Mumbai
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Hi,
I do agree with Jerry and all the others. Even if the HR Manager makes all the innovations in the workplace, it is ultimately the functional head who is the boss (the employee reports to the functional head). And as we know, people leave the managers, not companies (as has been repeatedly pointed out in the forum).
HR Managers are under constant pressure from the Functional Heads to provide them with manpower faster. So, does the HR Manager have the time to check all the credentials of the new recruits? Basically, only the technical background is checked, none of the HR angles.
Lastly, to answer the question raised in the forum, "Recruitment is not the only thing in HR." It is the perspective of your boss/HR Managers as to how they look at HR. I believe recruiting is part of HR but not all of HR in today's environment.
Regards
From India
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I do agree with Jerry and all the others. Even if the HR Manager makes all the innovations in the workplace, it is ultimately the functional head who is the boss (the employee reports to the functional head). And as we know, people leave the managers, not companies (as has been repeatedly pointed out in the forum).
HR Managers are under constant pressure from the Functional Heads to provide them with manpower faster. So, does the HR Manager have the time to check all the credentials of the new recruits? Basically, only the technical background is checked, none of the HR angles.
Lastly, to answer the question raised in the forum, "Recruitment is not the only thing in HR." It is the perspective of your boss/HR Managers as to how they look at HR. I believe recruiting is part of HR but not all of HR in today's environment.
Regards
From India
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