Human Resources vs. Recruiting: What’s the Difference?

Unless you’ve spent time working in either field, it can be hard to realize the differences between human resources and recruiting. Whenever you started or left a new job, you’ve likely worked with an HR representative. Many people assume that because HR personnel are handling these tasks, they’re also equipped to find new employees – right?

Not so fast. Human resources and recruiting are two separate jobs that require separate skillsets. At Award Staffing, we’re a company of recruiters – and we love it! We also have our own HR staff to support our team. A business looking to grow needs both to succeed.

Whether you’re planning to add more employees to your business, or you’ve had your HR person pulling double duty, it’s important to understand the differences between both roles. Doing so allows you to allocate the appropriate resources into both tasks to meet your staffing goals.

Recruiters find new employees

Recruiters work like marketers for your company, except that they’re marketing to job seekers. Their job is to tell job seekers what an awesome place your company is and why they want to work there. They will write persuasive job descriptions and create materials that attract the best talent.

Recruiters work either directly for a company or on behalf of a client who has outsourced the recruiter’s services. Recruiters do the footwork sorting through applications, contacting candidates and conducting initial interviews. This saves companies a lot of time that would have been wasted on candidates who were clearly not right for the job. Instead, only the best candidates are forwarded to the company.

A term you might hear interchangeably with recruiting is ‘staffing.’ They are similar jobs, but staffing tends to involve meeting a company’s short-term or job-based needs.

HR manages existing staff

HR handles compliance with employment law, payment and benefits, employee development, organizational design and more. HR managers are heavily involved in an employee’s experience starting at and leaving a company, and perhaps more throughout their career depending on the culture.

HR managers are not just focused on managing employment-related tasks but are also focused on improving the existing workplace culture. Many companies are looking to convey this shift in thinking by giving their HR staff titles like “Chief People Officer.”

Why you need both

Many companies, including large ones, assume that one person or one team can do both tasks, but they are distinct workflows. Once a recruiter has found a candidate and that candidate is hired, a handoff takes place from recruiter to HR.

Putting both roles on one person could hurt your company. If an HR manager is busy tracking down applicants, they have less time to focus on existing employees. If a recruiter is trying to handle employee performance reviews, they cannot focus on finding the right candidates for open positions. Companies need both roles to succeed.

If you’re worried about hiring an in-house recruiter to help with your staffing needs, the good news is that you can outsource this task. Award Staffing is here to help. Contact us to learn more about how we can support your staffing needs in the Twin Cities.

What to Expect from Your Candidate Pool in 2020

Change is the only constant in life. After more than 30 years of staffing Minnesota companies, we know this all too well. This will be a big year for employers as they look to staff their companies amid changing technologies, geographies and politics.

Here’s what our staffing team predicts the hiring process will look like in 2020.

It’s an employee’s market

Talented and skilled employees are in charge. They have the power to select the jobs that are right for them. Companies will have to up their offers to compete and to recruit the most talented candidates. Competition isn’t just about building an attractive benefits package, but also advertising a strong culture. Companies need to present themselves as places where people want to be. These companies value their employees by promoting work-life balance and investing in education and training.

Candidates want a clear process

Job searches are tough. Candidates hate to spend a lot of time and effort applying without so much as an acknowledgment whether their materials were reviewed. The most competitive companies will have a clear hiring process that they relay through their staffing firm to ensure communications are clear and frequent. The clearer you are about your expectations and process, the more likely you are to find the right candidate.

Candidates are flexible with how they do their work

The assumption is that everyone wants a full-time job that comes with strong benefits. While that is ideal, it doesn’t fit everyone’s current situations. Some of your best candidates may only be interested in part-time work, freelancing or project-based assignments. They may want the flexibility to take other jobs or to manage other responsibilities like childcare. You might also be deterring candidates by not clarifying whether a job can be done remotely. Being flexible about how work is performed can help broaden your candidate pool.

Pedigree is less important than potential

Job postings are notorious for having impossible-to-meet requirements. Oftentimes entry level jobs demand college degrees and five years of experience. This eliminates perfectly capable candidates who could quickly learn the skills needed if the company invested in on-the-job training. Instead of focusing on finding a mythical ideal candidate, consider how you can train current and new employees to create the workforce your company needs.

Salary history is off-limits

Although there is no law on the books in Minnesota (yet), more and more states and cities are passing laws making it illegal to ask about a candidate’s salary history. This question can lead to companies underpaying candidates based off of their previous income. It can also eliminate qualified candidates who previously earned more but are willing to take the pay cut to work for your company. While this is technically still legal, you may want to reconsider how you structure your applications and interview process. What’s most important is the value the candidate could bring to your company right now.

If you’re curious about how your company can stay competitive with its hiring in 2020, Award Staffing can help. Contact us today to learn more.

Labor Law Changes Minnesota Employers for 2020

With the new year comes new laws that go into effect on January 1. We believe that staying up to date on local, state and federal can help employers plan for an effective hiring and recruitment strategy.

Here are a couple of changes that recently went into effect which could impact how you acquire and retain the best talent.

Minneapolis wage theft ordinance in effect

In August 2019, the city government passed an ordinance that would prohibit wage theft. Wage theft is a term that applies to several employer behaviors including:

  • Paying below minimum wage
  • Denying meal breaks or rest breaks
  • Withholding tips
  • Allowing employees to work off the clock
  • Improperly calculating or compensating overtime
  • Unlawful pay deductions

The actions in the ordinance largely mirror the state’s new wage theft statute, but with additional requirements on employers. It also gives the city the ability to investigate employers independent of state agencies. The state’s wage theft statute went into effect on July 1, 2019.

The ordinance applies to employers based on Minneapolis and any employee – including temporary and part-time – who work within city limits for at least 80 hours in one year. The ordinance does not apply to independent contractors or government employees.

Minimum wage increases to $10 outside MSP

Minnesota’s latest minimum wage increase went into effect on January 1, raising the minimum wage to $10.00 an hour. The minimum wage applies to large employers who have gross annual revenue of $500,000 or more. This is a 14-cent increase, or just shy of a 1.5 percent pay bump.

Small employers who have gross revenue of less than $500,000 are only required to pay workers a minimum of $8.15 an hour. This rate also applies to youth workers under age 18 and is the training wage for workers under age 20 who have been on the job for less than 90 days.

For comparison, the federal minimum wage is $7.25. It has not been raised since 2009.

These minimum wage laws do not apply to Minneapolis and St. Paul. That’s because those cities already have their own wage schedules in effect to reach a $15 minimum wage. Minneapolis employers with more than 100 employees have until July 1, 2022, to reach $15 minimum wage. Smaller employers have until 2024. In St. Paul the schedule is larger; the largest employers have until 2022 to get to $15 while the smallest employers have until 2028.

U.S. Department of Labor updates overtime law

The DOL updated the minimum salary thresholds or exempting executive, administrative or professional employees from minimum wage and overtime pay requirements. The minimum salary threshold has increased to $684 per week, up from $455 per week. Employers can use nondiscretionary bonuses and incentive payments to satisfy at least 10 percent of the salary level.

These requirements are outlined in the Fair Labor and Standards Act (FLSA). The duties test for exempt employees remains the same; however, the minimum salary threshold had not been updated since 2004.

Keeping track of ever-changing labor laws is tough. We’re here to support you in creating a hiring strategy that fits your needs and grows along the way. Contact us to learn more.