Not so long ago, employees of the familiar human resources department received new "names." This is due to a radical renewal of their responsibilities according to the Western European, American model in a number of companies: analysis of resumes, directed search for future employees, conducting interviews, compiling questionnaires for applicants, public relations specialties, working with negative feedback about work. However, not everyone can see the difference to the end: a rescher and a recruiter - how do their responsibilities differ? Let's get it together.
Receiver - who is it?
Resecher (eng. Research - “search”) is an employee of the personnel department who is engaged in the search for future employees. It is a starting specialty in the field of work with personnel: it can be compared with a junior manager, seller.
The salary of such an employee is naturally low: it consists of the salary and bonuses for the successful search for candidates for the position. In some companies, a salary account only consists of paying for the results of its activities. Hence, our comparison with managers and telemarketers is not in vain: the specialist should interest the “client” (applicant) with the “product” (vacancy).
A successfully proven receiver is promoted to the position of recruiter, HR manager. In this role, he no longer calls the applicants, but conducts interviews himself. Working in the field of freelance, a specialist can prove himself in this path as a headhunter.
Employee Responsibilities
The hero of our story is an assistant HR manager. Consider the responsibilities of the reseller:
- Active search for candidates for a vacancy.
- Invitation of job seekers for an interview. Sometimes the receiver does this on the basis of the analysis of the resume, sometimes he calls all who apply, so that at the interview a more competent employee assesses their professional suitability, personal qualities.
- Other work that the curator appoints: labor market research , publication of vacancy announcements, selection of resumes, etc.
Recruiter + rescher: pair work
When analyzing who this is, we will list all the positions of the HR department:
- Manager for the selection of candidates for the position.
- Recruiter.
- Receiver
- Recruitment Consultant.
- Consultant assistant.
The following combinations of roles are possible here:
- Wagon recruiter.
- Recruiter + assistant (assistant).
- Recruiter + receiver.
We will be interested in the latter option, to understand who it is - the receiver. Pair work can be presented in three versions:
- The recruiter is responsible for the entire cycle of work, while the duties of his assistant are clearly indicated. The main task of the reseller is to provide his curator with a stable stream of applicants. He can at the same time as soon as working with information, and conduct an initial interview.
- The roles of the recruiter and the receiver are equal and interdependent. The receiver should be able to quickly and accurately find suitable specialists. It is he who owns the most important and relevant information about the present and future labor market, knows the levers of motivation, “litmus papers” that help determine the professional value of the applicant.
- The receiver is looking for specialists, evaluates their resume, motivates a visit-interview. The recruiter here conducts internal tests for professional suitability. The scheme is typical for the company's cooperation with an external recruiting agency.
Pros and cons
The work of the “recruiter + receiver” pair has both advantages and disadvantages:
- Pros:
- Each specialist can focus on specific responsibilities.
- Increase in the overall professionalism of a couple team.
- It is much easier to form a couple of employees than to find a universal recruiter.
- Minuses:
- Limited information received: without communicating with the applicant, the receiver cannot be aware of all the information about the situation on the labor market.
- A recruiter who does not analyze resumes and vacancies may be at a loss about choosing a colleague.
- The same type of work (calls, information processing by the receiver, constant communication with recruiter applicants) can help reduce motivation.
Who is the receiver? We found that this is a specialist in the analysis of the labor market, resumes, and calling potential candidates for the position. In part of the companies, he is an assistant to the recruiter, in part - he works together with him.