Here I am back but this time with a controversial topic. After working for 3 and half years into Recruitment - I had developed my own hypothesis that Recruitment is no longer a part of HR. Especially in booming service sector where due to high growth & attrition recruitment is considered as a business function instead of just a support function. Some of the examples are IT & BPO industry and war has already started in BFSI & retail sectors.
I will try to first put my points on the basis of actual data available to me through my Jobboard "JobHolic.Com" only. Few days back, I had posted a poll which was basically to categorize educational background of Recruiters and below were the findings -
1. Any Engineer i.e. B.E./B.Tech/M.Tech - 25 votes (27%)
2. Computer Pro i.e. MCA/M.Sc or any computer degree - 9 votes (9%)
3. M.Sc/B.Sc/M.Com/B.Com/M.A./B.A. - 20 votes (21%)
4. MBA - Specialization non - HR (Regular only) - 8 votes (8%)
5. MBA - HR (Regular Only) - 19 votes (20%)
6. MBA - Correspondence (Any) - 11 votes (11%)
Total : - 92 votes
You can derive out many implications out of this poll but the point on which I would like to put emphasis is that there are only 20% regular HR specialist MBAs working as Recruiter. Even engineers with 27% have made their presence felt as recruiter(HR) which is typically regarded as soft-skill intensive job profile. We have very diversified education background of recruiters and most of them are working excellently at their jobs. Hence, I can safely draw a conclusion that it is not essential to have HR concepts & theoretical knowledge to become a recruiter. This is my argument number one.
As a saying goes that Recruiter's job is to 'first sell his company to candidate and thereafter sell candidate to his company or vice-versa". I personally endorse this viewpoint big time and categories myself as a salesperson only. Apart from working as a salesperson (s)he is also required to have basic co-ordination, domain & negotiation skills. In my opinion first skill i.e. selling depends upon the personality type of person whereas other three skills can be learned with on job experience. Here also, I see very less scope of HR's theoretical knowledge....at the max. you can be better off, if you understand the Organizational Behavior & employee's Psychology. So my second argument is that all the main skills which are required for Recruiter can learn with the time.
My third argument is not supports fight against HR but it assumes that till now recruitment is a part of HR only. I feel that recruitment is evolving as a part of HR to become a separate discipline altogether. It is the similar situation like Financial Management subject was basically evolved from "time value of money" concept of economics over a period. The primary connector between HR and recruitment is human factor since both the functions deals with human. But by going this theory even Individual sales/marketing should be part of HR!!...........Just like Operations Management or Material Management; Recruitment should be separate areas of knowledge/discipline altogether which can remain loosely tide with HR.
Disclaimer as usual..............these are just my thought and you know by no means supposed to be correct. I would welcome more arguments whether against or in favor of my hypothesis that Recruitment is no longer a part of HR?
Click Here To SubMit Your Resume
0 comments:
Post a Comment