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When I say recruiting should be under a Chief Hiring Officer and not part of HR, it’s not shade towards HR people.
It’s that asking HR to also be great at Talent Acquisition is asking too much. Those functions require 2 VERY different skill sets. Which typically aren’t found in the same person.
At the risk of over-generalizing and putting everyone in a box…oh hell I’ll do it anyway 👇
HR types need to:
✅Be well read on employment legislation. What you can/cannot do. And keep up with it, constantly.
✅Think strategically about how decisions impact the whole organization. Not just small facets.
✅Keep standards around how their company handles their existing workforce. Which broaden and become more complex over time.
TA types need to:
✅Sell the value of their organization in human terms. To people making high stress life decisions.
✅Understand the competitive landscape for talent. (As the kids call it, market research). And how to position their org accordingly.
✅Be forward-thinking relationship builders. Actively network and foster connections within their target domains.
Put these two people side-by-side. How many people do you know are great at both?
I'm not saying jamming two sets of peeps together with different objectives is always a train wreck. It can work.
👉But it’s not optimal.
So why are they usually merged on the org chart?
👉Because the people making that call don’t understand either. There I said it.
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HR and Recruiting are doing 2 different things