Thursday, November 16, 2006

HR and Recruitment

Lance from YourHRguy talks about why HR and recruitment need to work in harmony for the success of an organization.

When unplanned turnover happens, it is often (but not always) avoidable. And when turnover happens, it is a burden on a recruiter (who may already be sitting on several recs). Wouldn't you rather have your recruiter working on new and high worth positions rather than scrambling to replace a guy that you could have retained? Whenever someone is recruited that ends up having avoidable job fit issues, wouldn't you rather that the recruiter be closely aware of the issues and to work with traditional HR to either solve the issue or to move forward with someone else?

The biggest reason is that separating HR and recruiting will lead to mistakes in most organizations. Mistakes that are both burdening on the employee as well as on the company. Not only lost revenue but lost opportunity. And with the success of both HR and recruiting depending so much upon each other, there has to be a strong, departmental team.
One of the reasons why recruitment and HR always ends up having confrontation is the basic approach toward managing and handling prospective employee expectation. Be it the salary, nature of Job, role, career opportunities, technology or domain there always seems to be a mismatch between expectations, which the recruiter may have set at the time of giving employment offer and the actual job reality. With the constant pressure on numbers and ever increasing hiring targets to be achieved this continues to be a reason why recruiters end up being bad at relationship management.

Employees often land up in a situation where they feel like a disgruntled customer who could not get the services offered by the seller. HR being the point of contact once an employee joins the organization, employees expect HR to meet the expectations set at the time of recruitment. I think one of the primary reasons why HR needs to work closely with recruitment is to have a better co-ordination in managing and improving employee’s initial experience with the organization. This will not only help organization achieve better employee satisfaction but ensure a great assimilation of an employee in the organization from day one.

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