Resecher - who is this? Responsibilities of a Specialist. Differences from a recruiter

2024 Author: Howard Calhoun | [email protected]. Last modified: 2023-12-17 10:16

Not so long ago, employees of our usual personnel department received new "names". This is due to a radical renewal of their duties according to the Western European, American model in a number of companies: resume analysis, targeted search for future employees, interviews, compiling questionnaires for applicants, speci alty PR, working with negative job reviews. However, not everyone can see the difference completely: a researcher and a recruiter - how do their duties differ? Let's figure it out together.

Resecher - who is this?

Resecher (eng. research - "search") - an employee of the personnel department, who is engaged in the search for future employees. It is a starting speci alty in the field of work with personnel: it can be compared with a junior manager, a salesperson.

The salary of such an employee, of course, is small: it consists of a salary and bonuses for the successful search for candidates for the position. In some companies, the salary of a researcher consists only of payment for the results of his activities. Hence, our comparison with managers, telemarketers is not in vain: a specialist must interest the "client" (applicant) in the "product" (vacancy).

A successfully proven researcher is promoted to the position of recruiter, HR manager. In this role, he no longer calls applicants, but conducts interviews himself. Working in the field of freelance, a specialist can prove himself as a headhunter in this path.

Employee Duties

The hero of our story is an assistant to an HR manager. Consider the responsibilities of a researcher:

• Active search for candidates for the vacancy.
• Inviting applicants for an interview. Sometimes the researcher does this on the basis of resume analysis, sometimes he calls all applicants so that a more competent employee can assess their professional suitability and personal qualities at the interview.
• Other work assigned by the curator: researching the labor market, publishing job advertisements, selecting resumes, etc.

Recruiter + Researcher: pair work

Deciphering who this is a researcher, let's list all the positions of the HR department:

• Recruitment Manager.
• Recruiter.
• Resecher.
• Recruitment consultant.
• Assistant consultant.

The following combinations of roles are possible here:

• Generalist recruiter.
• Recruiter + assistant (assistant).
• Recruiter + Researcher.

We will be interested in the last option to understand who it is - the researcher. Pair work can be presented in three versions:

• The recruiter is responsible for the entire work cycle, while the duties of his assistant are clearlymarked. The main task of the researcher is to provide his curator with a stable flow of applicants. At the same time, he can both work with information and conduct an initial interview.
• The roles of a recruiter and a researcher are equal and interdependent. The researcher here should be able to quickly and efficiently find suitable specialists. It is he who owns the most important and relevant information about the present and future labor market, knows the levers of motivation, "litmus tests" that help determine the professional value of the applicant.
• Resecher is looking for specialists, evaluates their resumes, motivates them for a visit-interview. The recruiter here conducts internal aptitude tests. The scheme is typical for the company's cooperation with an external recruiting agency.

Pros and cons

The work of the "recruiter + researcher" pair has both advantages and disadvantages:

• Pros:

  • Each of the specialists can focus on specific duties.
  • Increasing the overall professionalism of the team-pair.
  • It is much easier to form a couple of employees than to find a generalist recruiter.

• Cons:

  • Limited information received: without communicating with the applicant, the researcher cannot be aware of all the information about the situation on the labor market.
  • A recruiter who does not analyze resumes and vacancies may be at a loss about choosing his colleague.
  • Same type of work (calls, processing of information by a receiver,constant communication with recruiter applicants) can contribute to a decrease in motivation.

Who is this researcher? We have established that this is a specialist who analyzes the labor market, resumes, calls potential candidates for the position. In some companies, he is an assistant to a recruiter, in others he works in tandem with him.