The human resources career has various specialization areas. The professionals can be generalists or specialists within this career. The generalist handles all the responsibilities of a human resources department, while a specialist performs one function. The generalist role is suitable for small companies, while the specialist role is appropriate for large companies and consultancy agencies. Let’s know about the topic in detail- Recruiter vs Hiring Manager.
A recruiter and a hiring manager are specialists in the human resources profession. These specialists are involved in the hiring process under the human resources department in an organization. The roles overlap to the extent of interchanging their titles because they appear similar to most people. In this article, we are going to review the difference and similarities between them.
Differences between Recruiter and Hiring Manager
A recruiter searches for potential candidates to fill a vacant role. He identifies the target population, creates awareness of the vacancy, and encourages them to apply. A hiring manager oversees the entire hiring process from start to finish, including the recruitment stage. He ensures resources are available and procedures related to this process are running smoothly.
A recruiter is a link between the labor market and the organization. He creates a positive image of the organization to attract top talent for vacant positions. A hiring manager coordinates internal processes in the organization. He ensures the internal environment remains conducive to facilitate the hiring process.
A recruiter prepares external documentation to facilitate recruitment. These are job descriptions, job specifications, and job adverts. These documents help attract potential candidates by creating awareness about a vacancy. A hiring manager prepares internal documentation with terms of engagement for the successful candidate, such as contracts and agreements. These documents help the recruit understand the internal environment of the organization.
A recruiter is an advertising agent. He initiates and participates in the entire advertising process. He identifies the target population, gives information about the organization, and prompts them to apply for the vacant position. A hiring manager performs administrative duties relating to the recruit. He also ensures the following of appropriate procedures. He facilitates the registration and settling of the recruit. He makes sure the recruit undergoes induction and orientation.
A hiring manager develops the staffing plan for the organization. He identifies gaps and surplus in the staff population. It helps initiate mitigation measures to address the current situation. A recruiter implements the staffing plan issued by the hiring manager. He also meets the plan objectives within the stipulated time frame. He makes consultations with the hiring manager when challenges arise.
A hiring manager develops selection criteria for potential candidates to be used by the recruiter in shortlisting. This criterion reflects the responsibilities of the officeholder. A recruiter screens and shortlists the applications to have a minimum number of candidates for the interview using the criteria specified by the hiring manager.
A recruiter develops a recruitment strategy to attract applicants to the organization and the position. A hiring manager develops a hiring strategy for the organization which aligns with the overall strategic plan. It also takes into consideration the deficits and surplus existing in the workforce.
A recruiter provides a pool of screened candidates to the organization to make the best selection using their preferred criteria. A hiring manager selects their preferred candidate once the interview process is complete. They have the final decision in the matter.
Most recruiters are independent consultants or agencies contracted by organizations to source candidates. Hiring managers are employees of an organization. They are responsible for identifying and selecting recruiters to assist them in the hiring process.
Similarities between Recruiter and Hiring Manager
They both train and have relevant certifications as human resources professionals. They have a generalist understanding of the human resources profession before becoming specialists in talent acquisition.
They both work under the human resources department or agency, and they specialize in filling vacant positions for the organization or client. They develop appropriate methods for talent acquisition.
They both participate in the hiring process. Recruitment is a stage in the hiring process where the recruiter is the key personnel. The hiring manager oversees the entire process to ensure compliance.
They are both present in the interview stage of the hiring process, and they interview all the shortlisted to determine the most suitable one for the vacant position. The results are ranked to determine the candidate who performed well.
They both participate in the onboarding process for the recruits. They ensure the candidate meets his colleagues. They facilitate a tour of the workplace to familiarize the recruit with the office structures and environment. They make sure all the relevant new employee documentation is in the custody of the HR department.
They both have contact with the potential candidates. They interact with them to understand their character better and their suitability for the vacant roles. They both conduct assessment tests to help in the selection process.
They can work as independent consultants or seek employment in organizations such as regular companies or consulting agencies. As consultants, they provide services to clients. As employees, they work under the human resources department.
Qualities of a Recruiter and Hiring Manager
They should create structures and systems to enable them to perform their work efficiently and effectively. It establishes the order in the activities and record keeping. They should also have schedules to keep track of appointments and work activities.
They should manage their time well and avoid being late while performing their duties. They should keep appropriate schedules for the day and follow through with all activities listed. They should attend scheduled appointments and cancel with adequate notice when they are unable to do so. They should ensure interviews do not delay unnecessarily to avoid inconveniencing the candidates.
They should convey messages accurately and timely. They should have a clear and concise reporting system to pass information to relevant stakeholders in the required manner. The mode of communication should be reliable to eliminate ambiguity and misinformation. It should be easily accessible to the audience.
They should adhere to moral and professional ethics. It will improve the public image in the business environment. It will also attract clients, which will increase their profitability and popularity as service providers. It assures stakeholders of accountability and transparency in their business activities.
They should develop or adjust systems and policies to suit prevailing circumstances. They should adopt relevant technology in their field to improve service delivery and performance. They should find new ways to perform their duties.
They should provide services efficiently and effectively to clients and the organization. The decisions and actions made should be factual and relevant for a specific situation. The information relayed should be accurate and timely to address challenges appropriately.
They should have adequate training and knowledge to perform their duties and resolve problematic situations. They should have an understanding of the appropriate methods required to perform their duties and meet objectives. They should also be aware of the legislation and laws relevant to their work and business environment.
They should have the ability to make prompt decisions even when experiencing a crisis. They should have adequate information to select a specific course of action over another. They should have the ability to prioritize alternatives and activities to meet objectives.
They should share information with other stakeholders and colleagues readily to improve performance and interaction levels. They should allow an audit of processes to enhance the confidence levels of stakeholders. They should update their r colleagues and stakeholders regularly to improve the smooth flow of operations.
They should take responsibility for their actions and decisions. It will ensure that they are keen and careful when planning. It will reduce risk levels in the operations of the organization or department. It will make them analytical and intuitive before concluding.
They should have the ability to adapt to changes easily and quickly since the business environment is dynamic. They should adjust to schedule changes while performing their activities. They should incorporate alternative methods of performing their duties when the preferred solution fails. They should have the ability to multitask when the workload increases.
They should exude power and authority when working and interacting with stakeholders. It builds trust and gives stakeholders a sense of security when dealing with them. They should have influence and control over their environment and activities. They should believe in their abilities and exercise their skills frequently. They should have mastery of their work and skills.
They should work as a team with colleagues and stakeholders to achieve maximum potential. They should build a network to assist in achieving goals and objectives. They should involve relevant people in the hiring process.
Recruiters and hiring managers have various roles to play. They work in collaboration to achieve the objectives set in the recruitment strategy and hiring plan. The hiring manager is a guide in the process, and recruitment is a critical stage. The recruiter supports the hiring manager during this stage to attract potential candidates. It will help to fill the vacant post faster while reducing the workload for the hiring manager. There are similarities and differences in their roles. They are also required to have certain qualities to perform their duties better.
Frequently Asked Questions
- Who is a recruiter?
He is a human resource professional responsible for sourcing candidates on behalf of an organization or client.
- Who is a hiring manager?
He is a human resource professional responsible for managing and supervising the hiring process in an organization.
- What are some of the qualities of a recruiter and hiring manager?
These include organization, punctuality, communication, integrity, innovation, reliability, competence, decisive, transparent, accountability, flexibility, and confidence