Hr Generalist Vs Hr Recruiter

Dear All,
Why most of the HR professionals hanker for Hr Generalist role rather than HR recruiter role?What is the hierarchy in recruitment profile? Does an Hr generalist have upper hand over an HR recruiter? Please clarify
Regards,
Aashish

Hi Aashish,
Recruitment is an integral part of HR. Generalist profile has broader responsibilities which include Recruitment, Payroll, Training & Development, Performance Management Systems, Administration etc. Hence, Generalist role will have a wider exposure and more responsibilities compared to recruiter, but to be a good generalist HR you also should have good knowledge and exposure of recruitments as well.
Thanks,
Regards,
Srinidhi Prasad

hi,
i came from different school of thoughts. even though people say that recruitment is part of HR, i see recruitment as a very specialised function itself.
Recruitment is not just finding a resume from the sources available but it involves lot of other aspects like evaluating the candidate on his behavioural and technical skills, mapping him to the organizational requirements and ensuring that his skills would help the organization to grow along with the candidate himself.
It may sound as a science, but if one has the zeal of understanding people's behaviour then the recruiter is the first person in the organization who can be in position to understand the employees much before a HR generalist. As a recruiter, we get an opportunity to deal with the candidates initially and we will become face/brand ambassador of the organization.
Regards,
Vijay Maremanda

DAILY JOB DUTIES OF HR RECRUITING SPECIALISTS
Partnering with hiring managers to determine staffing needs
Performing in-person and phone interviews with candidates
Administering appropriate company assessments
Performing reference and background checks
Making recommendations to company hiring managers
Coordinating interviews with the hiring managers
Following up on the interview process status
Maintaining relationships with both internal and external clients to ensure staffing goals are achieved
Staying current on the company’s organization structure, personnel policy, and federal and state laws regarding employment practices
Completing timely reports on employment activity
Conducting exit interviews on terminating employees
DAILY JOB DUTIES OF HR EXECUTIVE
Design compensation and benefits packages
Implement performance review procedures (e.g. quarterly/annual and 360° evaluations)
Develop fair HR policies and ensure employees understand and comply with them
Implement effective sourcing, screening and interviewing techniques
Assess training needs and coordinate learning and development initiatives for all employees
Monitor HR department’s budget
Act as the point of contact regarding labor legislation issues
Manage employees’ grievances
Create and run referral bonus programs
Review current HR technology and recommend more effective software (including HRIS and ATS)
Measure employee retention and turnover rates
Oversee daily operations of the HR department
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