Hi,
I came across this topic few days back and would like to know what your comments on this:
"Recruitments: Sales or HR"
According to me recruitments is a mix of sales and HR both .....
what do you all think???
Aditi
From India, Gurgaon
I came across this topic few days back and would like to know what your comments on this:
"Recruitments: Sales or HR"
According to me recruitments is a mix of sales and HR both .....
what do you all think???
Aditi
From India, Gurgaon
Aditi,
I think recruitment is at core an HR issue, as we want the best of the talents and how that choice is to be made is all what HR has to do.
But if you want competent people in your organization you need to prove the worth or the salability of your organization and there sales comes into picture
Ekta
From India, Ahmadabad
6I think recruitment is at core an HR issue, as we want the best of the talents and how that choice is to be made is all what HR has to do.
But if you want competent people in your organization you need to prove the worth or the salability of your organization and there sales comes into picture
Ekta
From India, Ahmadabad
Hi Ekta,
Thanks for responding!!
If we take recruitments:
- we are selling the "position" to a candidate
- the candidate selling his/her skills to us to be selected
- but when we take the person on baord it becomes a HR function as in the new incumbment has to be nurtured in the organization to be made a pasrt of the group.
So I guess we can safely say that till the stage of selection is can be a sales job but once the person is hired it's complete HR function.
What do you say...
Regards,
Aditi
Aditi
From India, Gurgaon
Thanks for responding!!
If we take recruitments:
- we are selling the "position" to a candidate
- the candidate selling his/her skills to us to be selected
- but when we take the person on baord it becomes a HR function as in the new incumbment has to be nurtured in the organization to be made a pasrt of the group.
So I guess we can safely say that till the stage of selection is can be a sales job but once the person is hired it's complete HR function.
What do you say...
Regards,
Aditi
Aditi
From India, Gurgaon
Hi Aditi
Sorry! I don't agree to you on the point that There is no HR function before Selection.How you have to sell the position? This question needs to be answered by the HR.
Besides that, how you are going to select the person without help of HR?
Ekta
From India, Ahmadabad
Sorry! I don't agree to you on the point that There is no HR function before Selection.How you have to sell the position? This question needs to be answered by the HR.
Besides that, how you are going to select the person without help of HR?
Ekta
From India, Ahmadabad
Hi Ekta,
I didnt mean that theer is no job of HR until selection since its HR which does the selling to the candiddate.
what i mean was that its more of a selling in nature and later its more of HR:)
Aditi
From India, Gurgaon
I didnt mean that theer is no job of HR until selection since its HR which does the selling to the candiddate.
what i mean was that its more of a selling in nature and later its more of HR:)
Aditi
From India, Gurgaon
Hi Ekta and Aditi.
There are two important HR functions before selection
1) Manpower Planning
2) Recruitment (It is closely linked with Selection, but is separate function)
If we see the topic "Recruitments: Sales or HR"
-> adititiwari
- we are selling the "position" to a candidate
- the candidate selling his/her skills to us to be selected
In this senario Aditi is right, I don't feel any thing wrong in this.
See Recruitment can be done by consultants also, but they have very little role in the selection of a candidate,
And Consultant is doing Business, so it is their sales :)
Manu
From India, New Delhi
There are two important HR functions before selection
1) Manpower Planning
2) Recruitment (It is closely linked with Selection, but is separate function)
If we see the topic "Recruitments: Sales or HR"
-> adititiwari
- we are selling the "position" to a candidate
- the candidate selling his/her skills to us to be selected
In this senario Aditi is right, I don't feel any thing wrong in this.
See Recruitment can be done by consultants also, but they have very little role in the selection of a candidate,
And Consultant is doing Business, so it is their sales :)
Manu
From India, New Delhi
According to me recruitment is a lucid activity of HR function. Nothing of sort links to sales and marketing phenomenon. Many companies are on expansion, onslaught they all are facing light labour markets. The competitions for talent is intensifying, as there are fewer qualified applicants available. This shortage of applicants makes it all the more important for the organizations to be able to expand on recruitment in less amount of time.
Indent openings are more as compare to possibility closures. Many companies have problems with sourcing also. This leads to increase in turn around time of recruitment. Defects are more as compared to opportunities for TAT. Few metrics have been worked out.
1. Like time taken to shortlist.
2. Time taken to fix interviews
3. Time taken to get candidates on board,
Which further reduce TAT. The above are HR modus operendi. But many software companies are going for in sourcing strategies like giving carte blanche’ to line managers i.e. Apart from sourcing, business heads are authorized to take tests and interview indents and if feel profile compatibility matches, they push it to HR. In sourcing leads to fast recruitment process within the organization, at the same time it dilutes the core HR function, which defines recruitment. Here recruitment is like achieving targets by business heads, which conceptualizes sales functions. So, we can say HR is getting diluted.
Hope I am able to related with the topic
Animesh
Indent openings are more as compare to possibility closures. Many companies have problems with sourcing also. This leads to increase in turn around time of recruitment. Defects are more as compared to opportunities for TAT. Few metrics have been worked out.
1. Like time taken to shortlist.
2. Time taken to fix interviews
3. Time taken to get candidates on board,
Which further reduce TAT. The above are HR modus operendi. But many software companies are going for in sourcing strategies like giving carte blanche’ to line managers i.e. Apart from sourcing, business heads are authorized to take tests and interview indents and if feel profile compatibility matches, they push it to HR. In sourcing leads to fast recruitment process within the organization, at the same time it dilutes the core HR function, which defines recruitment. Here recruitment is like achieving targets by business heads, which conceptualizes sales functions. So, we can say HR is getting diluted.
Hope I am able to related with the topic
Animesh
When ever you evaluate a profile (expertise/sets of skills/competencies) of a candidate. Actually candidate is on the deliverable side not you. The interviewer allocates the choice by applying “rule of three”. But on the other side candidate actually tries to deliver his set of skills to fill in the skill grid of requirements offered by the respective organization. So it’s a complete hit n trial process. Say if you as a candidate match those requirements you are in. whereas in sales the competencies of each product to be sold is same, its just the cost variable that matters. Nothing else.
Yes sourcing is based of advertisement. So here we can collect the concept as sales functions.
regards
Animesh
Yes sourcing is based of advertisement. So here we can collect the concept as sales functions.
regards
Animesh
there is nothing more to be discussed on this issue; As HR concepts are very versatile and playing as strategic business partner....may it sales - marketing - operations or anyhting.
aditi' - recruitment is not bolstered by the concepts of sales. May it be company, trying to close indents or may it be you as a candidate seeking for job. Recruitment in any company is about "sourcing" how you as HR professional make pipelines or identify niche positions.
when you search for certain profile --- it is not a tall sales function, but a combination of scale (technical skills & behavioural skills) for which you are looking for. In sales - you certainely have target customers but no genisis analysis is done & there is transfer of two bipartite activities product goes to customer & price is shelled to marketer. but recruitment offers both to customer (candidate) product (job) as well as price (compensation) also...
so may it be sourcing - interviewing - or getting candidates on boards HR is core activity...to sum extent it juxtapose with other functions also. that doesnt mean we detlloie HR to some other activity
aditi' - recruitment is not bolstered by the concepts of sales. May it be company, trying to close indents or may it be you as a candidate seeking for job. Recruitment in any company is about "sourcing" how you as HR professional make pipelines or identify niche positions.
when you search for certain profile --- it is not a tall sales function, but a combination of scale (technical skills & behavioural skills) for which you are looking for. In sales - you certainely have target customers but no genisis analysis is done & there is transfer of two bipartite activities product goes to customer & price is shelled to marketer. but recruitment offers both to customer (candidate) product (job) as well as price (compensation) also...
so may it be sourcing - interviewing - or getting candidates on boards HR is core activity...to sum extent it juxtapose with other functions also. that doesnt mean we detlloie HR to some other activity
hi aditi,
i wanna join dis discussion. well i wud favour ekta in dis dat recruitment process involves most of hr function rather dan sales. to recruit a candidate we need to involve much of psychology and iterpersonal skills. even while interviewing candidates, d interviewer checks his skills and attitudes. dats y psychometric tools r used. wht do u say ekta n aditi,
dips
From India, Delhi
i wanna join dis discussion. well i wud favour ekta in dis dat recruitment process involves most of hr function rather dan sales. to recruit a candidate we need to involve much of psychology and iterpersonal skills. even while interviewing candidates, d interviewer checks his skills and attitudes. dats y psychometric tools r used. wht do u say ekta n aditi,
dips
From India, Delhi
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