Generalist Vs. Specialist Recruiter: Which is Better For Hiring Health Tech Talent?

Generalist vs. specialist recruiter: which one to use for hiring health tech talent? There are distinct differences between the two and before settling for one of them, consider going through each of their pros and cons.

There isn’t a separate degree that sets generalist and specialist recruiter apart from each other. So, it’s essential to look for their work experience and niche expertise before using either of them to hire health tech talent.

One of the basic aspects to look for is their salary, as on average a specialist earns $62,290 annually, and a generalist makes $71,099 annually. From this data, hiring a specialist recruiter is cost-effective as compared to a generalist. For more clear understanding, let’s look into generalist vs. specialist recruiters.

Generalist Recruiter

Generalist recruiters focus on a wide variety of job offerings and multiple positions to be filled in. Hiring a generalist recruiter is beneficial, based on the positions a company is trying to fill. If filling a job position doesn’t require expertise or specific skill, then using a generalist recruiter can be advantageous to a company.

Further, generalist recruiters have a greater range of competencies, hence they can be put to work for a range of tasks. They put all their skills and knowledge together to get the job done, and are adept at multitasking as well. Mix skillset is a major strength of generalists.

Additionally, generalist recruiters can easily adapt to any workspace and move from one project to the next. Knowledge of various departments, experience, and awareness of job roles makes it simple for them to become comfortable with a working environment.

Furthermore, they are well equipped to find creative solutions to a broad range of human resource challenges, as they’re well acquainted with the HR structure. Generalists are jack of all trades, and masters of none, this makes it difficult for them to identify their true potential. So, for a company hiring a generalist recruiter, it can get tricky as a company isn’t sure what exactly they’re good at.

Responsibilities and Skills of a Generalist Recruiter

a. Prepare paperwork and schedules for a seamless onboarding process.

b. Manage administrative tasks for new hires, orientation, data entry, and exit interviews.

c. Assist in interpretation, communication, and upkeep of employee handbook, organizational chart, and employee directory.

d. Primary backup of payroll processing and monthly or weekly updates of leaves, hourly-employee validations, and reimbursements.

e. Excellent communication and interpersonal skills, and cultural and ethical awareness.

f. Problem-solving skills and in-depth knowledge of HR policies and structure.

g. Preferred qualification: Bachelor’s degree or equivalent and working experience in the HR department.

Specialist Recruiter

Specialist recruiters have a deeper understanding of the area of specialization, for instance, the health tech recruiters are aware of the terminologies used by developers. Unlike generalists, specialist recruiters have several years of experience in the same industry.

When a company hires a specialist recruiter to fill positions, the chances are that they’ve worked on filling those roles beforehand, and know what exactly is expected. Explaining to a recruiter about the job description for a technical role is time-consuming, and at times frustrating. Niche specialist recruiters save valuable energy and time, eventually speeding up the hiring process.

Additionally, the recruitment landscape is everchanging. A few years ago, job portals such as Indeed and Monster were significantly used by recruiters to find an ideal candidate. However, social media platforms such as Instagram and LinkedIn are in high demand to find the right fit for talent.

Specialist recruiters are always abreast with the platform on which health tech talent spend their maximum time on. Industry knowledge and market trends help them to keep a track of it. This makes it easier for them to connect and attract industry-specific candidates to fill positions.

Apart from this, specialist recruiters can help to find candidates for hard-to-fill roles faster as compared to a generalist recruiter. Knowledge of niche industries, ongoing trends, and connections in the sector helps secure people for such roles.

Furthermore, specialist recruiters network daily with qualified professionals who are happy with their job but might be considering moving on when the right opportunity pops up. Such types of candidates aren’t visible to generalist recruiters and they tend to miss out on them. However, using a specialist recruiter ensures that these types of candidates aren’t missed out and find the perfect candidate for the job role.

Responsibilities and Skills of a Specialist Recruiter

a. Proven experience as a specialist recruiter in the health tech sector.

b. Hand-on experience with Indeed and Monster job sites.

c. Awareness about ATS (Applicant Tracking System).

d. Strong interpersonal skills and team spirit.

e. Knowledge of applicant sourcing on social media and niche professional sites such as Facebook, Stack Overflow, LinkedIn, and GitHub.

f. Education in Human Resource Management, Business Administration, Organizational Psychology, or relevant field.

g. Collaboration with hiring managers and executives to shortlist candidates.

f. Take follow-ups with candidates throughout the recruitment process, and participate in job fairs and campus recruitment.

Generalist Vs. Specialist Recruiter: Which One to Choose?

Generalist and specialist recruiters bring different skill sets to the table. The right mix of both of them can contribute to the overall growth of a company. Specialists can contribute by giving a competitive edge to a company, whereas generalist allows companies to remain flexible in changing work environment.

While choosing out of the two, consider going through project requirements. Managers need to ensure that myriad facets such as tasks, functions, scope, budget, and timeline go well with a specialist or generalist recruiter, whoever choosing to hire.

Further, companies decide on long-term and short-term objectives, based on which they take a call on whether to hire contractual, permanent, or part-time specialists or generalist recruiters.

Arkenea provides healthcare IT staffing and recruitment services for acquiring and recruiting top talent for organizations. We ensure to hire the best talent that is a perfect fit for modern healthcare organizations. Get in touch with us to know more about our staffing services and if you’re looking to recruit new talent for your organization.