Over-Saturation in the HR Field, HR Malpractice and Misconception

By: C. Seamus Hermoso

Anyone nowadays can call themselves an HR professional and start practicing “human resources”. Anyone belonging to the hiring department of most companies, particularly BPOs, can call themselves an “HR”. It seems that more and more people are venturing into the HR Industry nowadays, which to me, is becoming over-saturated.

Psychology graduates and business management graduates were the only ones before who pursue careers in this industry. In the last five years or so, with the sudden boom of the Outsourcing industry in the country, we start seeing so-called “hr practitioners” coming from the I.T. field, Mass Communications, Marketing and even Nursing backgrounds.

These young professionals are then led to believe by whoever trains them that what they are doing, is “HR”, when basically in truth you are just doing plain “recruitment”.

Calling up candidates and interviewing them over the phone, doing background checks, and navigating through Jobstreet, JobDB and Monster doesn’t make you an “HR Professional” in the strict sense, but more of a “recruiter” alone. Heck, even recruitment is further divided into- sourcing, assessments, and placement, to which some companies only assign one recruitment task to one person, thus making the so-called recruiter a plain, “sourcing specialist”, “interviewer”, or “placement officer”.

Semantics wise, recruitment is just one facet of human resources. Knowing how to source people and to coordinate their schedules is one thing, but knowing the technical aspects of an interview, strategic planning, cost consideration, company culture sensitivity, succession planning, these are some skills that are often neglected particularly in the fast-paced recruitment of BPO’s and call-centers where the primary goal is to hire, hire and hire.

I doubt that in most BPOs, the recruitment team would have meetings and discussions prior to hiring a candidate where they would discuss the potential career growth of the person under deliberation, where they will calculate costs to the company, where they will plan for succession/promotions, and where they will evaluate if the company culture and company goals align to that of the candidate’s.


In most cases, as long as it fits the job requirements, then it’s a hire. In almost all cases, filling up the target quota of manpower requirements is more important to the recruiter than thinking of the long term company wellness. It’s these things that most BPOs do that gives Human Resources, actual and trained human resources DEVELOPMENT  people, a bad image.

And if the trend continues, with pseudo HR’s hiring other pseudo HR’s to take over, it’s an endless cycle of deterioration of the field/industry that some of us devote time, training and certifications, as well as multi-industry experience professionals all commit our lives to.



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