According to me recruitment is a lucid activity of HR function. Nothing of sort links to sales and marketing phenomenon. Many companies are on expansion, onslaught they all are facing light labour markets. The competitions for talent is intensifying, as there are fewer qualified applicants available. This shortage of applicants makes it all the more important for the organizations to be able to expand on recruitment in less amount of time.
Indent openings are more as compare to possibility closures. Many companies have problems with sourcing also. This leads to increase in turn around time of recruitment. Defects are more as compared to opportunities for TAT. Few metrics have been worked out.
1. Like time taken to shortlist.
2. Time taken to fix interviews
3. Time taken to get candidates on board,
Which further reduce TAT. The above are HR modus operendi. But many software companies are going for in sourcing strategies like giving carte blanche’ to line managers i.e. Apart from sourcing, business heads are authorized to take tests and interview indents and if feel profile compatibility matches, they push it to HR. In sourcing leads to fast recruitment process within the organization, at the same time it dilutes the core HR function, which defines recruitment. Here recruitment is like achieving targets by business heads, which conceptualizes sales functions. So, we can say HR is getting diluted.
Hope I am able to related with the topic
Animesh