Recruitment is one of the main functions of the human resources department that needs to take on. However, with the increase in today's fiercely competitive human resource market and the scale expansion of domestic enterprises, the specialization of recruitment or the requirement to separate the recruitment department becomes urgent.
To know whether to seperate the recruitment department from the human resources department, please refer to the article below.
When should the recruiting department be separated from the human resources department?
The combination of the recruitment department with the human resources department saves operating costs as well as manpower of businesses; however, there are some circumstances where it is imperative that both of these parts be separated to be effective. Examples are as follows:
- The demand of mass recruitment while the need of focusing on accessing an in-depth source of candidates. At this time, the human resources department will not be able to handle it at the same time, which leads to the quality of the successful candidates, recruitment costs, time, etc., all do not meet the expectations of the leadership.
- The scale expansion of the business requires flexibility and concentration of recruiters; therefore, it is necessary to have a major specialized recruitment department.
- The current competitive human resource market stimulates businesses to change in the recruitment process in order to avoid losing talented candidates to a few competitors and a separate recruitment department will focus on expertise and apply skills to bring more talents to the business.
- The requirements for the quality of candidates are high, which means that the enterprise should consider separating the recruitment department from the human resources department.
Which sort of businesses should have their own recruitment department?
Most of the following businesses have their own recruitment department dedicated to finding talent:
- Large enterprises and corporations with strong financial capacity and multinational or multi-regional operation scale tend to have great recruitment demand, which requires a specialized recruitment department to find and screen the most effective candidates. Moreover, this is also to ensure that the working productivity and business activities are not affected even if there is a change in human resources.
- Companies that require high professional qualifications such as technology researchers, programmers, etc. will require a separate recruitment department. They have to take on the responsibility of 'hunting' that candidate even if there is no need to recruit.
- Businesses with seasonal operations and the demand of additional human resources at peak times or following the contract schedule and the project with the need of a dedicated team to mobilize additional human resources to save costs while ensuring working efficiency.
- Businesses that want to optimize costs, it is very necessary to research solutions for each group of units and departments. Making the recruitment department an independent source for control and regulation is applied by many businesses because the budget is a sensitive issue that unintentionally puts pressure and challenges the candidate searching process.
Above is the answer for the question: when to separate the recruitment department from the human resources department. If businesses are having problems with recruitment or are needing the number of potential candidates or human resource advice, payroll and legal issues related to human resource, please contact Faro Viet Nam. Proud to be one of the leading units in the field of hr consulting Faro Vietnam has been a prestigious address chosen by many domestic and foreign businesses. With the motto of dedicated service and core values to customers, we are confident to bring you the best quality service.