Why Understanding "HR Is Not Recruitment" Matters

Recruitment and Selection are often major subjects in university human resource programs, but it’s essential to recognise that, in the real world, these topics deserve their own dedicated focus. HR professionals juggle a multitude of responsibilities, and recruitment is a complex discipline that demands considerable time and effort to achieve success.

In practice, treating recruitment as a distinct field is more reflective of the demands it places on HR specialists. It allows professionals to delve deep into the intricacies of finding, evaluating, and hiring the right talent, a skill that’s crucial for any organisation’s growth and success. This separation acknowledges that while HR encompasses a broad spectrum of tasks, recruitment stands out as a specialised area deserving individual attention.

Why do I believe?this??

Drawing from my nearly two decades of experience as a recruiter, I’ve observed numerous issues, particularly in organisations that blend HR and recruitment into a single entity. I consider the initial step towards success to be the separation of these two departments.?

This division allows HR to concentrate on critical facets that are their responsibilities in the first place, like:

• Compensation and Benefits
• Human Resource Management
• Compensation and Benefits
• Training and Development
• Labor Relations
• Performance Management
• Organisational Behaviour
• Diversity and Inclusion
• Employment Law
• Strategic HR Management
• Employee Relations
• Human Resource Information Systems
• and more.?

Essentially, HR focuses on guiding an employee’s journey from signing the employment contract, through onboarding, and throughout their employment, up to their departure.

Conversely, recruitment kicks off much earlier in the employment journey. While both recruitment and HR should collaborate on building an exceptional company culture and promoting an enticing employment brand, the responsibility of communicating this to the wider society, especially to potential talents unfamiliar with the company, falls more on the recruitment side. They play a crucial role in reaching out to individuals who may not yet be acquainted with the company but possess the potential to become valuable assets.

In my practical experience, I’ve encountered numerous individuals who mistakenly refer to recruitment as HR. It can be quite frustrating to repeatedly explain the distinction, especially when even some recruiters identify themselves as HR professionals.?

This common misperception often signals that the recruiter might not have a comprehensive understanding of their role, potentially due to inadequate training from more experienced colleagues. In some cases, recruiters may focus on aspects that do not align with their primary responsibility: facilitating teams in achieving their objectives by bringing in the right talent. However, it’s crucial to recognise that there’s a lengthy process involved before the right talent becomes an integral part of the team and actively contributes to achieving these goals.

Another issue contributing to the blurring of lines between HR and recruitment is the prevalence of so-called online “recruitment experts” or “superstars.” These individuals attract potential clients by hosting virtual or in-person workshops and tend to reiterate well-known advice that can easily be found with a bit of effort on Google. Unfortunately, many of these influencers appear to prioritise building their personal brands over genuinely imparting knowledge to professionals to help them achieve their goals.

Among this sea of influencers, there are a select few who truly grasp the intricacies of recruitment. I’d like to mention Jan Tegze as an example. He is a recruiter who has made a meaningful contribution to the recruitment field, and I mention his name without seeking permission, as he genuinely embodies what a valuable recruiter should be. Notably, there’s no indication of a desire to position himself as a superstar. It’s a pattern that we see with individuals who command respect through their actions and behaviour rather than self-promotion. Unfortunately, the recruitment field seems to be rotten by individuals attempting to convince the wider society of their knowledge. Ironically, many of these individuals tend to categorise themselves as HR professionals.

Furthermore, the issue extends to untrained individuals who pose as recruiters but are, in essence, spammers. These individuals tarnish the reputation of recruiters who are dedicated to their roles and genuinely care about people. Frustrated by this, I authored an article titled “A True Recruiter” for a broad audience of candidates to help them distinguish between true professionals who genuinely care about their careers and those who lack a fundamental understanding of recruitment.

In today’s world, it’s essential for every dedicated recruiter to study and gain a deep understanding of the roles they are recruiting for. This knowledge not only empowers recruiters but also benefits both the company and job seekers. It’s concerning that many individuals still misconstrue the fundamental responsibilities of a recruiter.

As you read this, consider the dynamics of recruitment and HR. Who should be held accountable for the ongoing confusion? Is it the deluge of spammers, the self-proclaimed recruitment superstars, or perhaps a deeply ingrained tradition that lumps recruitment together with HR? With your valuable insights, let’s engage in a discussion about the necessity of separating these two realms and improving the recruitment process. Share your thoughts and experiences on this matter, and together, we can drive positive change in the industry.