Here is my semi-annual appeal to HR and recruiting leaders who don’t get along and want to go their separate ways: Keep recruiting and HR together under one umbrella called “human resources.”
If you’re one of those recruiting professionals who feel like HR just doesn’t understand what you do, I will challenge you with one question: Does it matter? The COO may not understand the intricacies of finance or logistics, but, if he’s doing his job well, he has the back of his team.
If your CHRO doesn’t support your recruiting team, fix that.
And if you’re one of those HR business partners who hates recruiting and doesn’t want anything to do with the talent acquisition process, I’ll challenge you with a question: Who cares? It’s great that you don’t like recruiting. I don’t like raw tomatoes. But, just as nobody forces me to eat salad with tomatoes on it, nobody is asking you to hire people.
Get back to work and stop being so disrespectful.
When you create multiple factions with different reporting relationships — Talent, HR Ops, Learning — you remove power from experts, and you maintain the narrative that “HR” is cumbersome, outdated, and soft. You perpetuate the notion that it’s best to keep HR small and embedded in the business rather than create a monolithic department that runs about as effectively as a government agency.
But you are human resources — all of you talented recruiters, training professionals, business partners — and the function of HR is only ineffective if you’re ineffective.
So my new year’s dream for human resources is to find a way to stay connected with itself and relevant to its clients. Keep HR and recruiting together for the sake of the function, but more importantly, for the sake of delivering smooth and unbroken services to your companies.
Laurie Ruettimann is a writer, speaker, and entrepreneur based in Raleigh, NC. She’s working on her next book about fixing work due out in 2020.