The relationship between Human Resources and Recruiters is an age-old issue which continues to be prevalent in any sector. As far as the hiring aspect of Human Resourcing goes, in essence, both parties’ objectives are the same – to successfully bring new members into the team. All too often, however, instead of working with each other to achieve these goals, a degree of friction can be found from both sides. HR departments often view recruiters as simply having their own interests at heart while from the other angle, recruiters find HR 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.

It is clear that Human Resource departments and 3rd party Recruitment Consultancies are both an integral factor in ensuring that the industry continues to expand, so synergy must be found in order to create a successful partnership which generates maximum gains with minimum hassle. However, does such a path exist?

Let me first address the role of a Recruiter. Independent Recruitment Consultancies can undeniably add value to the search process through their candidate database and Consultants’ 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 a hugely 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 we work with are ‘tentatively’ looking for new opportunities as-and-when they come up, meaning they are less likely to spot vacancies on company websites, trade publications or online job boards. If a Human Resources department were to eradicate these valuable networks by a refusal to work with 3rd party recruiters, it could have a massive impact in the volume and quality of talent joining a business.

Another factor is that 3rd party relationships allow for an intermediary between prospective employer and applicant, meaning that any hold-up within the process or if negotiation at the critical phase is necessary, it can be dealt with by an individual with no true emotional pull towards one side or the other – in essence brokering a deal in a stand-off situation. An example would be at job offer phase when employer feels the offer that has been made is fair but the candidate is holding out for more; loyalty to HR’s employer and the candidate’s valuation of their own worth can lead to passions running high, which can often be channelled in the wrong way by either party, causing a breakdown at the most important phase of hiring. Having a ‘middle-man’ can be invaluable in this situation, educating both parties as to each other’s stance and, hopefully, providing a channel which can create a positive conclusion benefitting all who are involved.

These are only 2 examples to give. There are many more scenarios which can cause tension between HR and recruiters, but both highlight tangible situations where recruiters can be more than useful to Human Resources.

From the recruiter’s point of view, understanding of HR’s mission is also 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 organisation 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 coherent with any procedures, however frustrating they may be at times.

I asked earlier; does such a path exist to creating a successful partnership between HR and recruiters? Despite the issues above, in my view it most definitely does and 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, it can eradicate most issues. HR should work with Consultancies they trust, who understand their business, organisational culture, the industry as a whole and judge them on their results. Recruiters should seek to find out what their client actually requires 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 impenetrable to competition. For recruiters, this is the Holy Grail – agreements in place that your competitors cannot tap into. For HR it provides access to resources they often cannot get of their own accord. Understand each other, adhere to your guidelines, treat each other with respect and the partnership will blossom.

Article submitted by Ricky Ruddock from eTainmentJobs.com. Visit www.etainmentjobs.com to browse available job opportunities, or to inquire about finding skilled professionals to fill your HR needs.