Discover the difference between HR and External Recruiters

Unless you’ve spent time working in either field, it can be hard to realise the differences between human resources and external recruiters and understand the responsibilities of each. Many seem to believe that one is identical with the other or that one can substitute the other within a firm. However, this is not the case there are several distinctions between the two and it’s essential to have them both.

1. They have different job functions

While sometimes there are overlaps, external recruiters and HR professionals are usually responsible for completely different processes within a company. In simple terms, recruitment means finding new people to join a certain team, and while HR generalists often have recruiting duties too, HR usually means everything that makes employees stay.

Job roles of a recruiter can include (not limited to):

    • Establishing the specific requirements of the position the organisation needs filled, understanding timelines, and defining specifics of the role – where Via Resource helps provide industry knowledge and a better understanding what they can achieve in a certain budget.
    • Sourcing candidates for the position, reviewing each profile or resume for skills, experience, availability, and culture fit
    • Conducting pre-interviews before passing the profile onto the organisation
    • Introducing the top candidates to the management
    • Supporting management with market knowledge
    • Mediating the offer and acceptance process
    • Constant contact with the management and the candidates throughout the process

Using a dedicated recruiter at Via Resource for your next career move can provide several benefits in helping you land the role you want. If you want to find out the best ways for getting the most out of your recruiter relationship read here.

Job roles of HR can include (not limited to):

    • The onboarding of the new hires – our article here helps discuss how to onboard a remote employee successfully
    • Designing structural procedures that keep employees engaged, motivated, and satisfied
    • Advising on pay, benefits and performance management and opportunities
    • Identifying training needs and programs, as well as recognition systems for high performers
    • Handling any sensitive information, caring for the mental and physical well-being of colleagues

Creating and ensuring a fair, respectful, and compliant work environment

2. They interact with employees at different stages

How HR and external recruiters interact with employees is a major distinguishing factor. Although both recruiters and HR professionals deal with people, who they interact with the most is usually not the same.

Recruiters must balance relationships with both employees and candidates. They spend a lot of time interviewing potential candidates outside of the organisation and report to either the manager or HR. External recruiters represent the company and every candidate that made the cut and act as a mediator between the two. They are the first person a newcomer sees as a representative, so it’s crucial they can identify with the core values of the given business.

Whereas the HR department starts to interact with people after they are hired. Although they might oversee conducting some of the interviews, they first come into the picture during onboarding. Then, they follow all employees throughout their entire stay at the company. They are responsible for overseeing the progress, satisfaction, and experiences of all employees, making changes according to their wishes and needs, and caring for a healthy and happy environment within the firm.

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3. Employment type may differ

There are various opportunities for professionals of both fields when it comes to employment type, there are, however, some tendencies considering this question. HR professionals usually work within the organisation. In the case of smaller companies, HR managers are usually hired independently as a one-person department, reporting directly to the management. Their tasks are usually closely tied to the operations of an organisation, so contract-based cooperation is usually not effective.

Recruiters can be hired collectively as an outside entity, in the form of a recruitment agency. Agencies work with various employers on a day-to-day basis, matching people to all the roles that they have available. Usually, bigger companies have in-house teams dedicated to recruiting new talent, but still reach out to agencies like us in many cases, due to extensive experience in the Information and Cyber Security market in several different sectors, and access to a range of candidates giving a unique insight into the landscape of the jobs market.

4. You need them both, but for different reasons

Many companies, assume that one person or one team can do both tasks, but because of the distinct workflows and field of expertise and experience, it’s best to keep them separate. Putting both roles on one person could hurt your company while eliminating one can result in either lack of growth or toxic company culture. Companies need both roles to succeed in the long run, to oversee all the different areas of business that deal with the most important part of it: its people.

If you happen to need further information on why both HR and recruitment are essential parts of a company or seek guidance in recruiting for a Cyber Security professional, don’t hesitate to contact us or read our other articles covering these topics.