Recruiter Vs HR Generalist Job - Which is Better
All people, whether MBA graduates or not, who aspire to work in the HR field, face the question: which job career is better - Recruitment or HR Generalist?
HR Generalist is a term used for a job profile that may vary, ranging from a payroll position to a recruitment role, training and development, time office responsibilities, or a combination of multiple functions. As a Senior Manager Recruitment at an Executive Search Firm, I will share insights on various HR job profiles compared to the recruitment career.
Let's first examine some key job roles that an HR Generalist might undertake as a fresher or with 3 to 5 years of experience:
1. Payroll: Involves maintaining and preparing salary records for employees.
2. Time office: Managing attendance, leave, and related records.
3. MIS: Keeping records of employees, appointment letters, onboarding, resignations, interviews, etc.
4. Onboarding: Managing the joining process of new employees and maintaining records.
5. Staff welfare: Overseeing staff welfare activities or facilities provided to employees.
6. Administration: Managing facilities, transportation, security, canteen, liaising, and some procurement.
Senior level HR Generalist roles include tasks such as:
1. Establishing HR policies and standards.
2. Performance evaluation and appraisal.
3. Training and Development.
4. Managing compensation, benefits, promotions, and incentives.
5. Recruitment.
When comparing the two sets of activities, the initial tasks are typically handled by junior HR professionals, while the latter are reserved for senior HR personnel with extensive experience. Recruitment, however, is commonly assigned at all levels of HR expertise. The foundational HR tasks are often administrative in nature and may not require high qualifications, while the more critical HR roles emerge with experience and management trust.
Now, let's delve into the Recruitment role:
Recruiters are tasked with sourcing, coordinating, and conducting interviews to secure final selections for the company. As talent is crucial for any organization, finding suitable candidates is a pivotal responsibility. Successfully recruiting top talent can elevate a recruiter's importance and garner recognition from both superiors and upper management. While recruitment offers job satisfaction, competitive salaries, and incentives, it can also come with pressure due to performance targets set by some consultancies.
In the early stages of an HR career, individuals should avoid fixating on the term "HR Generalist" without fully understanding the recruitment roles and responsibilities involved. It's essential to thoroughly assess the job role before accepting or dismissing a position.
Feel free to share your insights, opinions, or differing views on this topic, and I am available to address any queries related to the discussion.
From India, New Delhi
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All people, whether MBA graduates or not, who aspire to work in the HR field, face the question: which job career is better - Recruitment or HR Generalist?
HR Generalist is a term used for a job profile that may vary, ranging from a payroll position to a recruitment role, training and development, time office responsibilities, or a combination of multiple functions. As a Senior Manager Recruitment at an Executive Search Firm, I will share insights on various HR job profiles compared to the recruitment career.
Let's first examine some key job roles that an HR Generalist might undertake as a fresher or with 3 to 5 years of experience:
1. Payroll: Involves maintaining and preparing salary records for employees.
2. Time office: Managing attendance, leave, and related records.
3. MIS: Keeping records of employees, appointment letters, onboarding, resignations, interviews, etc.
4. Onboarding: Managing the joining process of new employees and maintaining records.
5. Staff welfare: Overseeing staff welfare activities or facilities provided to employees.
6. Administration: Managing facilities, transportation, security, canteen, liaising, and some procurement.
Senior level HR Generalist roles include tasks such as:
1. Establishing HR policies and standards.
2. Performance evaluation and appraisal.
3. Training and Development.
4. Managing compensation, benefits, promotions, and incentives.
5. Recruitment.
When comparing the two sets of activities, the initial tasks are typically handled by junior HR professionals, while the latter are reserved for senior HR personnel with extensive experience. Recruitment, however, is commonly assigned at all levels of HR expertise. The foundational HR tasks are often administrative in nature and may not require high qualifications, while the more critical HR roles emerge with experience and management trust.
Now, let's delve into the Recruitment role:
Recruiters are tasked with sourcing, coordinating, and conducting interviews to secure final selections for the company. As talent is crucial for any organization, finding suitable candidates is a pivotal responsibility. Successfully recruiting top talent can elevate a recruiter's importance and garner recognition from both superiors and upper management. While recruitment offers job satisfaction, competitive salaries, and incentives, it can also come with pressure due to performance targets set by some consultancies.
In the early stages of an HR career, individuals should avoid fixating on the term "HR Generalist" without fully understanding the recruitment roles and responsibilities involved. It's essential to thoroughly assess the job role before accepting or dismissing a position.
Feel free to share your insights, opinions, or differing views on this topic, and I am available to address any queries related to the discussion.
From India, New Delhi
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