Due to the training that the HR personnel has and their degree in business, management, psychology, etc., they can do the recruiter's work. On the other hand, the recruiter can't take on the job of HR. It is all about the capacity of the company, though.
The differences between HR and recruiter is already laid bare in their roles and functions within an organization. However, for the sake of clarity, some of the significant differences between both are highlighted below.
1. The HR creates the job role, not the recruiter.
When there is a vacancy in the company, the management notifies the HR department. They receive the description of the job role from the team lead. In this sense, the recruiter has nothing to do with creating the job. When a vacancy arises, they are useful, and they are contacted by HR to help fill the opening.
2. Recruiters test the qualifications of a potential candidate, while HR allocates them to a role.
The recruiter receives the information on job vacancies from the Human Resource department and creates the prospective candidates’ recruitment and interview process. The recruitment team tests the candidates, their potential and qualifications and decides those who make it through to the next round of the recruitment process. In all of this, the only thing that the HR does is to inform the recruiter about the available job role or hire the recruiter (as the case may be).
3. Recruiters may be part-time or external employees only needed when there’s a post to fill:
Because companies are not always recruiting, there might be no need for the recruiter to work for the company full-time. So, they only work part-time or are contracted whenever there’s a vacancy or opening to fill in the company. This is very different from the HR department that is an integral part of the organization’s running of the organization and is in charge of hiring the recruiter and allocating tasks to them.
4. Interaction with employees happens at different stages.
How HR and recruiters interact with employees, and what stage they interact with is a major distinguishing factor. The interaction of the recruiter with an employee starts from when they identify the person as a prospective candidate, till the point they are hired. The recruiter interacts with them throughout the different stages of the interview and hiring process as a whole.
On the other hand, the HR department’s interaction with the person starts after the company hires them. Although they might be in charge of conducting the final phase of the interview, their primary interaction begins with the onboarding process. It then follows throughout the employee’s stay in the company.
5. HR handles promotions, appraisals, and employee growth within the organization.
The recruiter’s job ends once a candidate has been confirmed to fill the vacancy or job opening, and that’s where the main job of HR starts. From there, HR takes care of the candidate’s development and training, team allocations, appraisals, and conducts induction for them. So, the employee’s overall wellness from their onboarding till the time when they quit their role in that organization rests solely on the HR department.
6. The recruiter handles the job applicants’ database that the organization receives and only sends the shortlisted candidates to the HR department.
Recruiters might have several candidates’ applications to deal with before they even start the recruitment process at all. They might automate this process or do it manually, but they deal with job applicants’ whole database.
The recruiter has one task to accomplish depending on the database that a company’s HR department creates. This is to select the best candidate in the market and from the pile of applications they receive. Interviewing a candidate alone is a serious task that HR tends to leave to the recruiters completely.
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Executive recruiters make the most money in the US. Internal Recruiters are typically working in Human Resources and only recruiting for the company they work for. External Recruiters, meaning contractors, are the ones earning the six-figure income.
Executive recruiters make the most money in the US. The base annual salary is $93,045, and the average is $119,473 per year. The recruiters who make the most correlate to the industries that earn the most. There is a huge difference in pay structure between Internal Recruiters and External Recruiters.
Internal Recruiters are typically working in Human Resources and only recruiting for the company they work for. External Recruiters, meaning contractors, are the ones earning the six-figure income. Agency recruiters aren't paid a flat salary; they earn commissions when they fill a vacancy through their candidate.
Recruiters are paid to save the company time and money finding the right applicant for a vacant position. External Recruiters are paid a contingency fee based on a percentage of the first-year salary of the hired applicant (the company pays this, it does not come directly from the employee's salary).
If an executive in IT, biotech, or pharma is placed on a $200,000 salaried position, the recruiter can receive a 20% payment based on this amount. However, If the recruiter is working for an agency, therefore, the $40,000 is split among the team, so their success adds up quickly.
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