Hi Seniors,
Happy Republic Day to all of you. :)
I am pursuing a Master's in Industrial Organizational Psychology, and campus placements have begun at my campus. My question is, many companies, HR firms, etc., are hiring for the "recruiters" role, stating that recruitment is the base for any HR professional to become a Generalist. Is it so? I have been inquiring about this from many people; some say "YES," while a few say "NO." I hope I will get the perfect answer here. Please suggest to me.
From India, Bangalore
Happy Republic Day to all of you. :)
I am pursuing a Master's in Industrial Organizational Psychology, and campus placements have begun at my campus. My question is, many companies, HR firms, etc., are hiring for the "recruiters" role, stating that recruitment is the base for any HR professional to become a Generalist. Is it so? I have been inquiring about this from many people; some say "YES," while a few say "NO." I hope I will get the perfect answer here. Please suggest to me.
From India, Bangalore
Recruiting as a Pathway in HR
Recruiting can lead to many positions in HR. Oftentimes, in big companies, a recruiter is near the bottom of the food chain. However, that does not necessarily mean you have to take that path, nor will a recruiter always lead you to that position. In the end, having recruiter experience will help you in HR.
Regards
From United States, Orem
Recruiting can lead to many positions in HR. Oftentimes, in big companies, a recruiter is near the bottom of the food chain. However, that does not necessarily mean you have to take that path, nor will a recruiter always lead you to that position. In the end, having recruiter experience will help you in HR.
Regards
From United States, Orem
Hello,
I am not a senior here, but would like to answer your question. A HR generalist role is not at all confined to recruitment. The role is very vast; it involves taking care right from recruitment and selection to full and final settlement. If a HR generalist is good at recruitment but weak at other aspects, they cannot be a successful generalist.
It is true that the role starts from recruitments, but it is not confined to the same. I hope I have answered your query.
Regards,
Rajeev Dixit
(9448497518)
From India, Bangalore
I am not a senior here, but would like to answer your question. A HR generalist role is not at all confined to recruitment. The role is very vast; it involves taking care right from recruitment and selection to full and final settlement. If a HR generalist is good at recruitment but weak at other aspects, they cannot be a successful generalist.
It is true that the role starts from recruitments, but it is not confined to the same. I hope I have answered your query.
Regards,
Rajeev Dixit
(9448497518)
From India, Bangalore
I'm no senior here, but I was faced with the same dilemma a year back during my campus placements. As people have mentioned here, recruitment is one aspect of generalist HR. However, most companies treat recruitment as a separate entity from generalist HR for various reasons, with one being the size of the company. Like you have mentioned, in many Indian companies, recruitment serves as a starting point to take on other HR responsibilities. If the company visiting your campus is willing to expose you to different aspects of HR, you should not be worried about whether it is a generalist role or not.
From India, Bangalore
From India, Bangalore
Dear Vibha,
You are right; you can start with a recruitment role and then move to an HR generalist position. In this case, you have to be very decisive about when to make the transition to an HR generalist role. After a minimum of 12 months of experience, you can start looking for generalist opportunities within the same (preferably) or another organization, up to a maximum of 36 months of recruitment experience. Having more than 36 months of recruitment experience will eventually highlight your core skill set as hiring, leading companies to be more inclined towards offering you roles in hiring/staffing rather than as a generalist HR professional.
Although there are very senior positions in hiring as well, it does not mean that one cannot have career advancement in this area. However, as I mentioned, you need to be decisive about the selection/transition between hiring and generalist roles in your career.
Regards,
Sandhya Madaan Mahajan
From India, Delhi
You are right; you can start with a recruitment role and then move to an HR generalist position. In this case, you have to be very decisive about when to make the transition to an HR generalist role. After a minimum of 12 months of experience, you can start looking for generalist opportunities within the same (preferably) or another organization, up to a maximum of 36 months of recruitment experience. Having more than 36 months of recruitment experience will eventually highlight your core skill set as hiring, leading companies to be more inclined towards offering you roles in hiring/staffing rather than as a generalist HR professional.
Although there are very senior positions in hiring as well, it does not mean that one cannot have career advancement in this area. However, as I mentioned, you need to be decisive about the selection/transition between hiring and generalist roles in your career.
Regards,
Sandhya Madaan Mahajan
From India, Delhi
Dear,
I am working in a consultancy, and you can understand that in a consultancy, only recruitment work is done. However, a generalist profile is a very vast term as it includes payroll, training and development, industrial relations, etc. But yes, you can say recruitment is the basis of HR. Because, as I observed, most companies prioritize recruitment as a major aspect and generalist responsibilities as minor, in a ratio of 60:40.
From India, Delhi
I am working in a consultancy, and you can understand that in a consultancy, only recruitment work is done. However, a generalist profile is a very vast term as it includes payroll, training and development, industrial relations, etc. But yes, you can say recruitment is the basis of HR. Because, as I observed, most companies prioritize recruitment as a major aspect and generalist responsibilities as minor, in a ratio of 60:40.
From India, Delhi
Dear Vibha,
Recruitment and Generalist profiles are two different things. Most of the time, a Recruiter works on profiles, while a Generalist focuses on tasks such as payroll, policies, PF, ESI, and so on. It doesn't mean that no one else can work on each other's profiles, but these two roles have distinct responsibilities.
Regards,
Avanthi G
Macher - Exclusive Talent Management Specialists
(www.machertech.com)
From India, Hyderabad
Recruitment and Generalist profiles are two different things. Most of the time, a Recruiter works on profiles, while a Generalist focuses on tasks such as payroll, policies, PF, ESI, and so on. It doesn't mean that no one else can work on each other's profiles, but these two roles have distinct responsibilities.
Regards,
Avanthi G
Macher - Exclusive Talent Management Specialists
(www.machertech.com)
From India, Hyderabad
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