HR = Human Resources. There are a number ways to interpret that. On one hand, you can look at a company’s HR department as the one that focuses on the needs and concerns of the employees already there. The “human” aspect of HR is considered a highlight because, after all, employees are people. They have feelings, problems and issues that require resolving on a human level.
On the other hand, you can look at a company’s HR department as the one responsible for locating other humans as resources. The “resources” aspect of HR is often looked upon unfavourably. In fact, on Forbes.com, Liz Ryan lumps HR people in with lawyers, parking enforcement officers, used car salespeople, real estate agents, debt collectors and bouncers as professionals who have a bad rap.
Fair or not, HR people don’t always have the best reputations.
“People working in these professions have mistreated a lot of other people!” Ryan contends, “You can brand yourself as a different kind of recruiter — one who cares about her candidates. Let people say what they want to say about recruiters in general. Let those comments roll off your back.”
Ryan’s advice to HR people who hate recruiting may not necessarily be enough to help them enjoy that particular facet of the job. In truth, many HR people hate recruiting because they are more “human” than they are resourceful. To be specific, they do not at all enjoy having to tell candidates they were unsuccessful in securing a job. They’d much prefer focusing their attention on employee relations.
A major HR responsibility is employee relations.
“Employee relations is the HR discipline concerned with strengthening the employer-employee relationship through measuring job satisfaction, employee engagement and resolving workplace conflict,” explains Ruth Mayhew on Chron.com, “Labour relations functions may include developing management response to union organizing campaigns, negotiating collective bargaining agreements and rendering interpretations of labour union contract issues.”
Mayhew also lists such responsibilities as handling compensation and benefits, job safety and training and development as belonging to HR people. In doing so, she highlights another reason those who work in HR hate recruiting so much. It stretches them too thin! It can be incredibly time-consuming and tiresome to have to add writing job postings, sourcing candidates, screening applicants and conducting preliminary interviews to the above-mentioned tasks of the job.
Recruiting is closer to sales and marketing than it is human resources.
Because so many HR employees prefer to handle people-related activities over talent acquisition, they often have hard times with the recruitment aspects of the jobs. Investopedia.com reveals research conducted by The Conference Board found six key people-related activities that HR must effectively do to add value to a company.
They include managing people effectively; tying performance appraisal and compensation to competencies; developing competencies that enhance individual and organizational performance; increasing the innovation, creativity and flexibility necessary to enhance competitiveness and applying new approaches to work process design, succession planning, career development and interorganizational mobility.
Improving staffing was last on the list. And most HR people prefer it that way. It’s best to leave recruiting to recruiting experts! For expert recruiting help, please don’t hesitate to give Hire Value Inc. a call.