Understanding HR's Role in Recruitment: Why They Lead the Initial Rounds and Manage Hiring Limits

Role of HR in the Recruitment Process

What is the role of HR in the recruitment process? Why does HR conduct the initial round? How can HR control excessive recruitment in the organization?

Regards,
Arti

Dear Arti Chopra, HR can play multiple roles in the recruitment process. First, they identify the vacant post, prepare a job description, create an advertisement, post it in newspapers, receive applications, and file them in the interview file. HR also reviews applicants' resumes, participates in shortlisting candidates for interviews, organizes and conducts interviews, prepares interview reports, informs successful and unsuccessful candidates, prepares offer letters, and organizes orientation programs.

With best regards,
Elisante Yona

Dear Aarti, In recruitment, HR plays a major role, mainly in identifying the right candidate for the right job.

Why Do We Conduct the First Round?

There are several reasons:
1. We don't want to waste the time of the technical people by sending unscreened candidates.
2. To ensure that this candidate is a good fit for our organization.
3. To address any silly questions candidates may have in the first round.

How Can HR Control Excess Recruitment in the Organization?

You should have a good understanding of the business of the organization you belong to and be involved in all aspects of management planning. For example, in manpower planning, setting yearly targets, financial meetings, etc. This way, you will know the type and amount of people required to run the company.

Regards,
Anand Mahendran
Sr. HR Executive
Fleurdelis Technologies Pvt Ltd
[Email Removed For Privacy Reasons]

One of the new joiners, Head of Department (HOD), in my organization does not want to involve HR in the recruitment process. That is why I was asking how I can convince the management about the necessity of HR's role in the recruitment process and why HR conducts the initial round.

Regards,
Arti

Hey Arti, Thanks for the response, dear!!

There are always two facets to a coin. Similarly, in the recruitment role of HR, technical people see just one facet, that recruitment is all about interviewing and then hiring the candidate. However, the other side is for HR, to judge candidates on parameters such as:

- Communication skills
- Presentation skills
- Their attitude and confidence
- Adaptability to the culture
- Suitability to the role
- To answer queries of candidates regarding the role, company, timings, leaves, etc.

These are the things we generally try to find out in initial rounds before sending the candidate for technical rounds.

As Mr. Anand also mentioned, technical people will blame HR then for not sourcing the right candidate if HR would not be a part of recruitments.

From sourcing the candidate to giving the final offer letter and designing their compensation structure is all part of HR. It's only for technical interviews and gelling with their departmental heads one or two rounds are in between for technical/functional departments.

How Can HR Control Excess Recruitment?

Manpower planning is the solution to curb and control any excess selection. HR plays a key role from designing organogram, to drafting JDs, evaluating the requirements, when and how much is required, succession planning, positions requirement in the whole organization, looking in detail if there is any duplication of work/position, budgets for recruitment, and so on.

Hope it resolves your query... :)

Regards