The Relationship Between HR and Staffing Explained
The relationship between HR and recruiters needs to be a steady connection. This is how companies can find and keep qualified employees.
But this is often much easier said than done.
The link between these two departments can be a challenge to develop. Especially if each is more familiar with working on their own.
But collaboration is essential. It can produce amazing results and completely transform your company’s hiring process.
What is the Difference Between Human Resources and Staffing?
Human resources and recruiters can have similar responsibilities. However, most of their efforts are different from one another.
Human Resources Responsibilities vs. Staffing
You must ensure these two necessary departments can form a partnership. Together they can land top talent to fill positions at your company.
But first, you need to provide a clear understanding of each role.
Recruiters take a proactive approach when seeking eligible candidates. The recruiter becomes the facilitator between the two — candidate and company.
Although many consider most recruiters to be the same, there are different types.
- A retained recruiter
This is someone who is on a retainer for your company that others frequently work with.
- A contingency recruiter
This is a person paid either a percentage or flat rate after the hiring of the candidate.
Candidate and Company-Hired Recruiters
It would be best if you recognized the different recruiters. Some are candidate-hired recruiters, while others are company-hired.
If a company decides to work with a candidate-hire recruiter, it may seem like a buffer is in place. This can make interactions awkward and communication difficult.
Companies can feel like they have no control over the selection process. This can result in causing unwanted issues.
Thus, many businesses refuse to work with candidate-hired recruiters. Instead, most prefer to go with a company-hired candidate.
There is confidence in knowing that recruiters have the company’s best interests in mind.
The decision of the type of recruiter a company works with is up to the business.
All recruiters’ responsibilities end once the hiring begins. This is often when the HR process takes over.
Human Resources Responsibilities
Human resources manage the relationship between the employee and the hiring organization. This could mean they are the liason between a staffing agency and the company they work for or working directly with their company’s recruiting department once the hire is made.
These professionals assist employees after the hiring process.
HR responsibilities can include:
- Client onboarding.
- Creating workplace engagement activities.
- Overseeing flexible scheduling options.
Human Resource professionals tend to take a passive approach to the hiring process. They may post about job openings and wait for candidates to come to them.
What are the Top Challenges Between HR and Staffing?
One of the most prominent challenges Human Resources and recruiters face is communication. Whether it is from no communication or miscommunication, both can lose valuable candidates.
Avoid damaging the relationships between these departments and losing high-potential candidates. Ensure to keep communication open and transparent.
Another significant issue that can form is the managing of expectations. You never want two people doing the same job at your company. This is a loss of productivity, time, and money.
If both parties understand what the other is doing, it can cut the prospect of a breakdown. Everyone needs to understand expectations. Define who handles what aspects of the hiring process and communicate this to both teams.
Tips on How HR and Staffing Can Work Together
Having an HR person in place does not negate the need for a recruiter. This is why you must learn ways of how they can work together.
Having HR and recruiters working as a team requires trust. Trust with each department and improves the handling of the hiring process.
HR needs to let recruiters do their job and vice versa. The goals of each department need defining. They must fall in line with the business objectives.
Companies need to consider having a recruiter on retainer. This will allow HR to work with them often. This helps with the process of forming a trusting relationship easier.
Constant contact with an experienced recruiter can help build a strong working relationship.
Securing top talent is only possible with an active approach from recruiters. This process is much more straightforward than the passive one of HR.
Encourage your HR team to view recruiters as valuable assets. They are necessary for the hiring process.
Recruiters must also recognize HR as a team that further assists candidate selection. HR helps new employees transition and to form ongoing relationships at the company.
To ensure expectations are clear, recruiters need to ask the appropriate exploratory questions. They must get definitive answers for each company (or candidate) they work with.
HR and Recruiters: The Art of Collaboration
When collaboration between HR and recruiters happens, it improves conditions. It tends to create processes that run smoother and have fewer points of contention.
One significant goal for these two departments is to become a team. A group of professionals that knows what each duty the other performs to avoid any overlap.
Recruiters and HR who work well together can plan a streamlined hiring policy. A process that identifies the best way to work in coordinance with one another.
This involves discussing the job criteria of both parties. It would be best if you uncovered the qualifications of each department to meet the company’s needs.
HR and recruiters can offer valuable insight into the hiring and onboarding processes. It must not look like a competition, instead, a collaboration.
HR and recruiters should use ways that each benefits from using.
As many skilled recruiters come from an HR background, they can provide information. HR can also offer recruiters knowledge about the company’s needs for potential candidates.
By forming a healthy relationship, HR and recruiters can develop a robust process. One that finds and keeps incredible employees.
Matt Shealy is the President of ChamberofCommerce.com. Chamber specializes in helping small businesses grow their business on the web while facilitating the connectivity between local businesses and more than 7,000 Chambers of Commerce worldwide.
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