Understanding Recruitment Preferences in HR
Why do Senior HRs prefer hiring junior HRs from the same sector or industry during recruitment? What special qualities are they looking for, and why? For example, HRs from the manufacturing sector often exclusively seek candidates from the same industry and even further divide based on similar criteria.
Why are seniors hesitant to recruit HRs from other sectors? Is there a specific reason for this, even though all HR professionals perform similar activities (both legal and administrative) based on their company's structure and environment?
I want to understand if all HRs have the necessary qualifications, skills, and experience to carry out HR activities and apply for suitable job openings, regardless of the industry. If HR professionals are from a different industry, why are their profiles not shortlisted? What could be the reason behind this?
As we are all HR professionals, why do we engage in such neglectful activities?
Please share your views.
Thanks and Regards,
Sukumar
From India, Mumbai
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16Why do Senior HRs prefer hiring junior HRs from the same sector or industry during recruitment? What special qualities are they looking for, and why? For example, HRs from the manufacturing sector often exclusively seek candidates from the same industry and even further divide based on similar criteria.
Why are seniors hesitant to recruit HRs from other sectors? Is there a specific reason for this, even though all HR professionals perform similar activities (both legal and administrative) based on their company's structure and environment?
I want to understand if all HRs have the necessary qualifications, skills, and experience to carry out HR activities and apply for suitable job openings, regardless of the industry. If HR professionals are from a different industry, why are their profiles not shortlisted? What could be the reason behind this?
As we are all HR professionals, why do we engage in such neglectful activities?
Please share your views.
Thanks and Regards,
Sukumar
From India, Mumbai
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Please check my replies in *italics*:
Why are Senior HRs looking for their junior HRs from the same sector/industry during recruitment?
*Senior HRs recruit junior HRs from the same industry because cultural alignment is important. For example, manufacturing, retail, logistics, IT, etc., each have wide cultural differences. Senior HRs look for cultural suitability.*
Why are seniors hesitant to recruit HR professionals from other sectors?
*It may seem that all HR professionals perform similar tasks. However, industry-specific knowledge is crucial. For example, in the hospitality industry, how would an HR professional from another industry effectively handle the recruitment of chefs or bartenders? Additionally, understanding employees' concerns is vital for effective HR management. If HR professionals cannot grasp employee issues, employees may become demotivated.*
Do all HR professionals have their own qualifications, skills, and experiences to handle HR activities and apply for suitable job openings based on their industry?
*There is no strict rule that HR professionals from other industries are not valuable. However, outsiders may require time for cultural adjustment. Senior HRs may feel that waiting for this adjustment period could impact the department's work. Moreover, a positive learning attitude is essential. While anyone can work in any industry, a willingness to learn is crucial. Senior HRs may be hesitant to take risks because they may not be able to assess a candidate's learning attitude during the interview. Additionally, there may be concerns about a well-trained candidate leaving for a competitor.*
Final Comments:
There is no definitive rule on whether to hire juniors from the same industry. Many examples of industry switches exist. On the contrary, outsiders may bring fresh perspectives and dynamism, but their different thinking styles could present challenges. Generally, IIMs witness a higher rate of industry switches compared to non-IIMs. However, the decision often depends on the senior HR's psychology. Some prefer to associate with like-minded individuals, while others are more open to hiring outsiders. If you are expressing frustration, be patient and wait for an HR professional willing to take a chance on you.
Lastly, consider writing in standard English rather than mixing in SMS language. Your query is directed toward seniors and is not a casual Facebook post.
Regards,
Dinesh V Divekar
[Email Removed For Privacy Reasons]
From India, Bangalore
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Why are Senior HRs looking for their junior HRs from the same sector/industry during recruitment?
*Senior HRs recruit junior HRs from the same industry because cultural alignment is important. For example, manufacturing, retail, logistics, IT, etc., each have wide cultural differences. Senior HRs look for cultural suitability.*
Why are seniors hesitant to recruit HR professionals from other sectors?
*It may seem that all HR professionals perform similar tasks. However, industry-specific knowledge is crucial. For example, in the hospitality industry, how would an HR professional from another industry effectively handle the recruitment of chefs or bartenders? Additionally, understanding employees' concerns is vital for effective HR management. If HR professionals cannot grasp employee issues, employees may become demotivated.*
Do all HR professionals have their own qualifications, skills, and experiences to handle HR activities and apply for suitable job openings based on their industry?
*There is no strict rule that HR professionals from other industries are not valuable. However, outsiders may require time for cultural adjustment. Senior HRs may feel that waiting for this adjustment period could impact the department's work. Moreover, a positive learning attitude is essential. While anyone can work in any industry, a willingness to learn is crucial. Senior HRs may be hesitant to take risks because they may not be able to assess a candidate's learning attitude during the interview. Additionally, there may be concerns about a well-trained candidate leaving for a competitor.*
Final Comments:
There is no definitive rule on whether to hire juniors from the same industry. Many examples of industry switches exist. On the contrary, outsiders may bring fresh perspectives and dynamism, but their different thinking styles could present challenges. Generally, IIMs witness a higher rate of industry switches compared to non-IIMs. However, the decision often depends on the senior HR's psychology. Some prefer to associate with like-minded individuals, while others are more open to hiring outsiders. If you are expressing frustration, be patient and wait for an HR professional willing to take a chance on you.
Lastly, consider writing in standard English rather than mixing in SMS language. Your query is directed toward seniors and is not a casual Facebook post.
Regards,
Dinesh V Divekar
[Email Removed For Privacy Reasons]
From India, Bangalore
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Further to what Dinesh V Divekar mentioned, let's forget for a moment everything about HR. Let me address a point Dinesh V Divekar mentioned further on.
Cultural Alignments Across Industries
There are chefs all around us—then why have separate Italian chefs, South Indian chefs, North Indian chefs, Bengali chefs, Chinese chefs, etc.? A chef is a chef, right? I am sure you know the answer—the flavors associated with one region or geography differ from another—similar to what Dinesh V Divekar mentioned about 'cultural alignments' across industries/sectors in HR.
But this doesn't mean that an Italian chef can't pick up the skills needed to cook, let's say, South Indian dishes—except that he/she will need the time to do so [if and when it's given/available]. The same goes for HR professionals all over, or for that matter in any field or profession.
Hope you get the point.
Regards,
TS
PS: And I am with Dinesh about your SMS lingo—not just because you are addressing this thread to seniors, but because there's a method for every situation or purpose.
From India, Hyderabad
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Cultural Alignments Across Industries
There are chefs all around us—then why have separate Italian chefs, South Indian chefs, North Indian chefs, Bengali chefs, Chinese chefs, etc.? A chef is a chef, right? I am sure you know the answer—the flavors associated with one region or geography differ from another—similar to what Dinesh V Divekar mentioned about 'cultural alignments' across industries/sectors in HR.
But this doesn't mean that an Italian chef can't pick up the skills needed to cook, let's say, South Indian dishes—except that he/she will need the time to do so [if and when it's given/available]. The same goes for HR professionals all over, or for that matter in any field or profession.
Hope you get the point.
Regards,
TS
PS: And I am with Dinesh about your SMS lingo—not just because you are addressing this thread to seniors, but because there's a method for every situation or purpose.
From India, Hyderabad
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