HR – Human Resources Management – Directions

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.

FAQ

Clients of INDIGO Tech Recruiters often ask us questions about HR specialists. We have collected answers to the most common questions . If you need more information, we will be happy to provide it to you.

1. Can one person perform both the HR Manager and the Recruiter duties?

A Recruiter searches and selects candidates, an HR Manager takes care of the current employees. In particular, they work on motivating them and keeping valuable staff in the company. Sometimes, an HR generalist takes care of all the processes related to Human Resources. However, in large companies where you need to work with, say, over 500 employees and there are many job openings each month, you can’t combine these roles. In addition, it often takes a long time to find and communicate with the right specialists (especially, rare ones). Also, each job requires the mastery of certain tools.

2. What’s the difference between a Hiring Manager and a Recruiter?

A Hiring Manager is a manager who needs a new member of their team and requests to fill a vacancy. Often, it’s a department director. This person isn’t a professional recruiter but they are responsible for selecting and hiring the best match. They participate in every aspect of the recruitment process: review resumes sent by recruiters, are actively involved in the interview process, and finally, approve a candidate.

3. Can I do without an HR Manager?

Startups and small businesses often work without HR specialists. However, as the company grows, the need for a Human Resources Manager increases. After all, you need to coordinate vacations, deal with sick leave and terminations , and manage the motivation system. In addition to these basic needs of any company, Human Resources Managers also do an even more important job. They create a corporate culture and atmosphere, which is not just a pleasant addition but a must-have for a tech company. This allows the team to work as efficiently as possible with little staff turnover. Carefully maintaining a strong employer brand benefits the company as its vacancies attract more applicants than similar vacancies at other companies.

4. How do I hire a competent HR Manager?

Decide on the list of tasks and KPIs, and decide what you expect from your Human Resources Manager in the first place. Create a vacancy and publish it on job boards, as well as on specialized Telegram channels (there are even separate channels for non-technical vacancies in IT). Ask your friends for referrals. Get prepared for the interview and choose the best candidate. During the interview, it's important to check the applicant's ability to solve problems, ensure teamwork, and work with the team as a whole. The most important thing in an HR Manager is the ability to find a balance between the interests of the company and employees.

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FAQ