Dive Brief:

• As human resource leaders take their place at the decision-making table of their organizations, so too are recruitment leaders stepping up to take positions in the C-suite. Companies often don't see the distinction between CROs and CHROs, but they are very different jobs that require a special set of skills, Recruiting Trends reports.  
• The personality and mindset of a CRO is more suited for the highly competitive market of recruitment than that of solving employee-relationship matters, Kim Shepherd, CEO of Decision Toolbox, and Tom Brennan, senior writer for Decision Toolbox, said to Recruiting Trends. They add, "CRO's main responsibility should be to create a team of highly motivated, results-driven recruiters and reward them for excellent — not just good — recruitment."
• The best CROs have a deep background in recruitment combined with strong management and leadership skills.

Dive Insight:

Brennan and Shepherd make some very critical points about why organizations need to make the case for a separate CRO and HR manager. These are both skilled professionals who have the ability to make solid decisions for human capital management, but they come from two very different mindsets and methods.

CROs are much more geared for the competitive nature of the recruitment world, and have the chops to get the job done. The CRO is in charge of shaping the culture of their organization with the right people who will be there for the long term. Using strong marketing skills, a CRO is someone that can ensure the future viability of the business.