YNOT – The sometimes-contentious relationship between human resources departments and independent recruiters is an age-old issue which continues to vex some people across all sectors. As far hiring goes, in essence both parties’ objectives are the same: successfully bring new members into the team.
All too often, however, instead of working with each other to achieve common goals, a degree of friction develops on both sides. HR departments often view recruiters as simply having their own interests at heart, while from the other angle, recruiters find HR staff an obstacle as they are fully aware that dealing directly with a hiring manager is more likely to yield a successful turnaround in a shorter space of time.
Human resources departments and third-party recruitment consultants both can be integral factors in ensuring an industry continues to expand, so synergy must be found in order to create a successful partnership which generates maximum gains with minimum hassle. Does such a path exist?
Let me first address the role of a recruiter. Independent recruitment consultants can add value to the search process through their candidate database and individual networks. The most successful recruiters are the ones with the strongest networks, which are built over a period of time, and trust from the candidate’s side is an important factor in maintaining an extensive list of such connections. These networks are a priceless source of talent, which often cannot be found by more traditional means such as advertising. Many candidates are “tentatively” looking for new opportunities, meaning they are less likely to spot vacancies on company websites, in trade publications or at online job boards. If a human resources department were to eradicate recruiters’ valuable networks by refusing to work with third-party recruiters, it could impact the volume and quality of talent joining a business.
Another factor is that third-party relationships allow for an intermediary between prospective employer and applicant, meaning that any holdup or negotiation within the process can be dealt with by an individual who bears no true emotional connection to one side or the other — in essence, brokering a deal in a stand-off situation. For example, third-party consultants can be valuable at the job-offer phase when an employer feels the offer is fair but the candidate wants more. Disparate loyalties can lead to passions running high, causing a breakdown at the most important phase of hiring. Having a “middleman” can be invaluable in this situation, educating both parties as to each other’s stance and, hopefully, providing a channel that creates a positive conclusion benefitting all who are involved.
From the recruiter’s point of view, understanding of HR’s mission is paramount. Dealing directly with a hiring manager is almost always an easier process, but as the industry continues to grow it is becoming increasingly rare to be able to do so, with the sector maturing and becoming a far more process-driven environment. Search professionals need to understand that HR is a critical function within an organization and that they have procedures to adhere to. Whilst it may not be ideal or yield the quick turnarounds that recruiters love in a competitive and time-critical environment, HR is an essential business unit within their important clients. As such, they must seek to create a reciprocal understanding with HR of their objectives and be compliant with any procedures, however frustrating they may be at times.
Despite the issues above, in my view there most definitely exists a path to successful partnerships between HR and recruiters, and it is actually very straightforward. Communication is the key. Quite simply, by recruiters and human resources making a conscious effort to appreciate each other’s roles within the hiring process, most challenges can be eradicated. HR should work with consultants they trust, who understand their business, organizational culture, the industry as a whole and judge them on their results. Recruiters should find out what clients actually require and how they operate, as opposed to simply looking at the quickest and easiest way to make placements.
If a happy medium can be found, HR-and-recruiter relationships can show huge success … and over time, the relationships can become indispensible for both sides. For recruiters, this is the Holy Grail, as such relationships represent agreements competitors cannot tap into. For HR they provide access to resources often unavailable through other channels.
Understand each other, adhere to your guidelines, treat each other with respect and the partnership will blossom.
This article was written for YNOT by Ricky Ruddock of etainmentjobs.com. The consultancy offers assistance to employers and job seekers.
