If you are one of those gifted with good human relationships, you are a perfect candidate to work in recruitment or human resources.
Although both terms seem similar at first glance, they identify two jobs with different approaches. So if you are applying for one or the other, it is better to know where they differ in order to highlight those skills that best fit the job.
What is HR?
Human Resources (HR) describes a job that focuses on employees within an organization. Although they often intervene in the job interview process for new candidates, most of their professional work focuses on many aspects of the employees working life.
Thus, Human Resources takes care of things such as payroll, company benefits, work culture, inductions, training and in general offering impartial advice to the worker. In addition, that department monitors the progress of employees in the company, keeps confidential performance information up-to-date, and offers a professional opinion to management about its workers.
Examples of HR
Human resources specialists usually work inside a company, assisting their employees constantly to ensure good relations between them and management. They can also work independently serving the needs of several small companies whose infrastructure and number of employees does not require a human resources department.
Although they can also work in recruiting, their functions are much more extensive and require a deep understanding of the company’s operation, its values and its personnel strategy.
What are the differences with Recruitment?
The fundamental difference with recruiters is that they are responsible for identifying and attracting emerging talents and generally valuable workers to a company, based on its needs.
Its mission is to find, recruit and pair the candidates with the best skills to fill the positions that the client (company) needs. They are the link between contractors and candidates, and look after the interests of both parties to achieve the most advantageous solution for both.
On the candidate side, the recruiter is in charge of reviewing the CVs, selecting the most suitable jobs that offer the best professional advantages and being present throughout the job application process. After the hiring is done, they no longer have contact with the hired person, which becomes the responsibility of the human resources department of the client’s company.
Examples of recruitment
It is a much more dynamic type of work, which is generally based on a company or agency that receives the CVs of the available professionals and match them with the needs of the employing companies, which are their natural clients. These agencies work with multiple recruiters that function similarly to a sales agency, with high additional incentives.
They can also operate within the framework of large companies, with the mission of findingthe right people to fill the positions that require new talents. In these cases the recruiter will be much more involved with the management of the company and its daily life.
Both jobs have their advantages and require different sets of skills. A recruiter must be a recruitment and selection specialist, but does not need the skills required to follow up on the worker within the company.
An HR specialist should know about recruitment, but their strength should be focused on following the working life of each employee within the organization.