HR

Large companies usually have several specialists working in the field of Human Resources:

• HR Managers manage employees who are already hired
• Recruiters are responsible for selecting candidates for vacancies as well as organizing and conducting interviews 
• Sourcers look for the right person by collecting a database of candidates but usually do not communicate directly with them.

In small companies, all the responsibilities related to human resources are often performed by one person. However, some tasks have to be outsourced. For example, it may not be difficult for an HR generalist to place a vacancy and hire a copywriter or a Junior-level Programmer but to find an experienced Full-stack Developer or a competent Marketing Director, you usually require the skills of a professional recruiter or a Recruiting Agency. As such, the search for these specialists can take a lot of time and effort, with greater attention to detail .

Job responsibilities

HR Manager

• Brings on board new employees
• Organizes individual and team training
• Ensures effective and cohesive work of teams, manages conflicts
• Organizes corporate events and team - building activities
• Motivates employees
• Conducts regular performance evaluations
• Creates and maintains an employer's brand
• Creates and develops a corporate culture
• Maintains a corporate policy on diversity and equal opportunities
• Coordinates vacations, organizes business trips, works with sick leaves
• Develops benefits packages for various employee groups
• Creates and manages a compensation plan based on statistics and benchmark salaries
• Automates HR-processes
• Monitors the level of employee loyalty
• If necessary, identifies and eliminates the causes of staff turnover
• Supports the termination process, conducts exit interviews
• Maintains documentation related to HR procedures (hiring, termination, vacations)
• Monitors and implements human resource state (and federal) requirements.

Recruiter

• Collects requirements from project managers or team leaders
• Creates a job description
• Selects candidates
• Headhunts (poach candidates from other companies)
• Views resumes, performs screening ( selects applicants based on formal criteria)
• Conducts initial interviews
• Communicates with candidates and promotes the employer brand (for example, a competent recruiter ensures that candidates, even after being rejected, do not hold grudges against the company).

Sourcer

• Searches for candidates through various sources: Facebook, LinkedIn, GitHub, Telegram, Twitter, StackOverflow, professional forums (for example, for marketers or programmers), offline events, paid contact databases
• Finds out contact information and passes it on to recruiters
• Creates and updates a pool of candidates
• Interacts with referral program participants who recommend their acquaintances to get a reward; adds contacts to the database.

Skills

HR Manager

• Well-developed emotional intelligence
• Critical thinking, communication, problem-solving, organizing skills 
• Conflict management
• Knowledge of the main metrics of HR Analytics: Key Employee Satisfaction Rate, Key Employee Retention Rate, Voluntary / Involuntary Termination Rate, Clarity of Company Vision, and others (in total, there are more than 70 metrics)
• Mastery of a tool for managing HR processes (for example, Zoho people, Zenefits, StaffSquared, CakeHR, Hurma).

To interact with employees of IT companies, it's desirable to have at least a basic understanding of technology. It’s important to monitor HR trends and use them in your work, as well as monitor the HR practices of your nearest competitors.

Recruiter

• Communication skills, knowledge of psychology
• Creativity - to stand out among recruiters from other companies and to attract the attention of an IT specialist who receives a lot of offers
• Understanding of business etiquette - to make a favourable impression on the specialist, to not appear intrusive, to not show creativity in an inappropriate way
• Understanding of the technologies used by the company — to correctly interpret the information in the candidates' resumes and communicate with them in their language.

Sourcer

• Analytical mind
• Proficiency in search algorithms, the ability to correctly create a query for search engines
• Ability to create a search strategy.