Dear Seniors,
Kindly let know why big IT companies look for Recruiters for IT Technology background/experts.
The usual job requirement for Recruiters come with educational background as Gradautes + Post graduates (MBA/MSW/Msc psychology)
But when they are interviewed, the initial quesitons are on Technology related areas. All they need is a technology savy person, then why advertise for MBA's.
First the HR domain knowledge/understanding is to be checked.
pls comment.
rgds
vennpuru
From India, Madras
1Kindly let know why big IT companies look for Recruiters for IT Technology background/experts.
The usual job requirement for Recruiters come with educational background as Gradautes + Post graduates (MBA/MSW/Msc psychology)
But when they are interviewed, the initial quesitons are on Technology related areas. All they need is a technology savy person, then why advertise for MBA's.
First the HR domain knowledge/understanding is to be checked.
pls comment.
rgds
vennpuru
From India, Madras
This shows how the HR profession evolves, while our education system has not coped up with the same.
Earlier, anybody with HR qualification and experience can get selected in a company for the position, irrespective of his sectoral background.
After industrial evlution, the comapnies started looking for HR professionals from similar industry - like FMCG, Mfg, Service etc.
Then again the specialisation of background narrowed to - in service- BFSI, IT Etc.
Now, after the IT/ ITES boom, this still narrowed down to qualification- like Engineering, IT etc..
All these are for faster service delivery of the professional after his joining the organisation. This is true for all professionals like marketing, Finance etc..
Hope this gives some idea..
Regards
Sathiyamoorthy iyer
From India, Madras
Earlier, anybody with HR qualification and experience can get selected in a company for the position, irrespective of his sectoral background.
After industrial evlution, the comapnies started looking for HR professionals from similar industry - like FMCG, Mfg, Service etc.
Then again the specialisation of background narrowed to - in service- BFSI, IT Etc.
Now, after the IT/ ITES boom, this still narrowed down to qualification- like Engineering, IT etc..
All these are for faster service delivery of the professional after his joining the organisation. This is true for all professionals like marketing, Finance etc..
Hope this gives some idea..
Regards
Sathiyamoorthy iyer
From India, Madras
I agree with smvsiyer. The recruitment industry has changed so much in the last 2 years. The most important and notable change is the clear definition of requirements that companies are coming up with on job roles and profile descriptions. Earlier, an applications developer on .net was required to know C# or VB.net with 2 years experience. Also required was exposure to windows CE. And now, companies are clearly defining the person required. The same way, recruiters who screen out resumes are evolving to that who understand requirements and can identify people without any/much effort.
Hence, people specializing in identifying human resources/talent, and now, they have a different identifier (name), recruiters. They are just a bunch of HR guys specializing in one particular activity, recruitment.
Recruiters are not idetified alongside other HR, becasue, their role does not involve handling internal customers, but rather selling the company and job to external, prospective employees. Moreover, they do not do typical HR interviews, but tend to do technical assessments (or screening) to reduce time invested in the recruitment process by eliminating "junk" (as per individual company standards!) and passing on only "quality" (as per individual company standards!) to the technical panel.
The projection is that recruiters with further move away from the HR interviews in the recruitment process by providing an initial full assessment (technical and HR) before letting a candidate getting into the recruitment process.
Hence, the "HR consultant" working in staffing firms MUST understand that their activity is simply further moving them away from a generalist or specialist HR role, towards a specialized recruiter's role.
A degree in Business Administration or Social Work is to ensure that the hire knows processes and policies of talent management and labour laws. And the nature of role requires understanding of technology. Hence the need for the qualification, and the contrasupportive knowledge.
A degree in psychology is with an assumption that personality profiling and assessments are effectively done by people with such background (though, honesly, I would defer to such assumptions!)
Thats what I have to say about it.
PL&E
From United States, San Diego
Hence, people specializing in identifying human resources/talent, and now, they have a different identifier (name), recruiters. They are just a bunch of HR guys specializing in one particular activity, recruitment.
Recruiters are not idetified alongside other HR, becasue, their role does not involve handling internal customers, but rather selling the company and job to external, prospective employees. Moreover, they do not do typical HR interviews, but tend to do technical assessments (or screening) to reduce time invested in the recruitment process by eliminating "junk" (as per individual company standards!) and passing on only "quality" (as per individual company standards!) to the technical panel.
The projection is that recruiters with further move away from the HR interviews in the recruitment process by providing an initial full assessment (technical and HR) before letting a candidate getting into the recruitment process.
Hence, the "HR consultant" working in staffing firms MUST understand that their activity is simply further moving them away from a generalist or specialist HR role, towards a specialized recruiter's role.
A degree in Business Administration or Social Work is to ensure that the hire knows processes and policies of talent management and labour laws. And the nature of role requires understanding of technology. Hence the need for the qualification, and the contrasupportive knowledge.
A degree in psychology is with an assumption that personality profiling and assessments are effectively done by people with such background (though, honesly, I would defer to such assumptions!)
Thats what I have to say about it.
PL&E
From United States, San Diego
I agree to above said points, its the practical point of view.
My question is, why not hunt for IT graduates/post graduates for Recruitment activity, instead of seeking HR guy to look into the resumes.
Does it (HR qualification) envisage any add value or is to follow the Standards like, iso,cmm/pcmm , etc...
rgds
vennpuru
From India, Madras
My question is, why not hunt for IT graduates/post graduates for Recruitment activity, instead of seeking HR guy to look into the resumes.
Does it (HR qualification) envisage any add value or is to follow the Standards like, iso,cmm/pcmm , etc...
rgds
vennpuru
From India, Madras
Dear Vennpuru,
Essentially, IT Companies (or for that matter, any Company) look for the nearest fit who could be productive in the least possible time.
Accordingly, the best fits in HR could be complimentary skills in HR and the technical/architectural backbone/skills that the business thrives in.
An HR professional who has worked in an IT setup with similar skills is intended to be the nearest and best fit. However, a technical person with no/inadequate HR background will not fit the bill since HR itself is recognized as a distinct function with a strong identity of its own.
The best is for HR professional to acquire exposure to IT processes/skills for a first-time look-in. Since such professionals are available, organizations demand such skills/exposure.
For HR professionals as new 'industry' entrants, they need to have an exposure. Non-IT HR professionals can also fit the bill, but Companies insist on such exposure since they steadyfastly get them in the market.
Rahul Kumar
From India, New Delhi
Essentially, IT Companies (or for that matter, any Company) look for the nearest fit who could be productive in the least possible time.
Accordingly, the best fits in HR could be complimentary skills in HR and the technical/architectural backbone/skills that the business thrives in.
An HR professional who has worked in an IT setup with similar skills is intended to be the nearest and best fit. However, a technical person with no/inadequate HR background will not fit the bill since HR itself is recognized as a distinct function with a strong identity of its own.
The best is for HR professional to acquire exposure to IT processes/skills for a first-time look-in. Since such professionals are available, organizations demand such skills/exposure.
For HR professionals as new 'industry' entrants, they need to have an exposure. Non-IT HR professionals can also fit the bill, but Companies insist on such exposure since they steadyfastly get them in the market.
Rahul Kumar
From India, New Delhi
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