Recruitment, Is recruiting part of HR?

Recruiting is a vital activity for any business. The sole reason for hiring new staff is filling vacant positions, increasing the firm’s income generation. The recruiting process is quite tedious and extensive. There is more to it than what meets the eye. A common misconception is that it is the sole reasonability of an hr department within the workplace. Well, this might not be the case for every organization since a recruiters job involves a myriad of tasks.

The assignment needs financial and time investment for you to get highly motivated people for open positions. Fortunately, there is a way out for companies who do not want to get involved, head hunters. These specialized recruiting firms get subcontracted to undertake this task. They work as a bridge between professionals and companies. Although these companies are independent, they must take instructions from the employer regarding qualifications, positions and requirements. Through effective communication, they manage to get suitable people for these posts. Below are the responsibilities of recruiters. They act as guidance to ensure they channel the best people to employers without wasting so many resources.


It is only through adverts that candidates can learn about vacancies. The recruiter’s task is to use all the possible avenues and advertise these jobs. They can employ both print and digital media to capture a vast network, thus attracting qualified people. In most cases, this adverts never have information about the company that is behind the picture. The selected few only know who their employer is once they get to the finish line.

Create Selection Criteria.

There are different approaches that recruiters can use when doing this job. It is all dependent on the nature of work getting advertised and the requirements of the company. The head hunter has to design and develop suitable tools that will help achieve the goal. Through such a process, both parties have a smoother time, thus getting only motivated people for the job.


Communication, in this scenario, goes both ways. The hunter must duly communicate with the company about the progress of the hiring process. Subsequently, they will relay all the needs of the company to the people getting interviewed. The information is about the responsibilities, duties, terms of employment and range of salary. Interviewers have the option of either agreeing or walking out. It is a personal choice.

Offer Advice.

Although the recruiter works on behalf of the hiring company, they are responsible for advising the candidates accordingly. If clarification is necessary, the head hunter will enlighten them further. When the applicants feel like they’re at crossroads, the recruiter will offer unsolicited advice on the actions they should take. The advice given is without fear and favor.

Conduct Interviews.

Interviews are an integral part of the recruiting process. It is only during such sessions that the recruiter can determine who is qualified for the job. The work is quite time-consuming. To make it shorter, the head hunter uses multiple interviewers at a given period. The provision is an opportunity to get different opinions, thus making the process more effective. There are varying methods or tools employed to help make this task better. Through them, the recruiter manages to filter the applicants who don’t meet the requirements. The result is a list of job seekers who can perfectly fit the vacancies.

As seen above, the recruiter’s job isn’t a walk in the park. It requires proper planning. Otherwise, the results will be the contrary. Before any company takes this task, it is imperative to show proof of experience in the study. Additionally, they should be conversant with HR databases and recruiting software.