The recruiter job description entails running a company’s hiring program or certain aspects of it. To perform the role, a recruiter, included by the U.S. Bureau of Labor Statistics in the Human Resource Specialists classification, often must act as company ambassador and talent evaluator. They apply knowledge of the particular company, its industry and their business and human resource skills to understand the employment needs of the particular company.
However, with technology allowing companies to perform some of the recruiting tasks, those seeking to become recruiters must demonstrate strong communication and analytical skills to conduct interviews and make hiring decisions.
Recruiter Job Overview: What Does a Recruiter Professional Do?
Recruiters help companies fill job vacancies. In this position, recruiter job outlook includes advertising job openings, find applicants, determine their suitability for the job and may even hire applicants. Recruiters must obtain, organize and also analyze various types of information on applicants and must know what information can or cannot be considered in the hiring process.
Recruiter Job Duties and Outlook
- Obtain information from employers about employment needs and qualifications of applicants.
- Develop interest among seekers by posting job applications, attending job fairs and visiting schools.
- Screen potential job applicants based on qualifications set by or under the direction of employers.
- Interview and then test job applicants.
- Discuss job qualifications, duties, policies and benefits with applicants.
- Conduct background checks, including contacting references and obtaining criminal histories.
- Extend job offers to applicants.
- Conduct employee orientations or assist employers with orientation sessions.
- Ensure that employers and their hiring processes comply with applicable federal, state and local laws, rules and regulations, including anti-discrimination laws.
Recruiter Job Essential Skills
Decision-making. The recruiter job description entails the ability to make decisions. Recruiters must determine whether applicants meet qualifications and to whom they should offer employment. To make employment decisions, recruiters must be able to exercise judgment. As a result, the ability of a recruiter to analyze statements, body language and other information gleaned in an interview aids in judging applicants.
Communication. To effectively inform applicants about jobs, recruiters must exhibit the ability to speak and write with clarity and brevity. Communication skills also involve listening in order to understand employers’ needs and whether applicants meet them. Listening comes into play, especially during interviews.
Interpersonal Skills. Recruiters interact with employers and prospective applicants, often with diverse skills and backgrounds. According to O*NET, 96 percent of recruiters report that they have daily face-to-face interactions in the job. Sensitivity, tact, and patience are part of the interpersonal skills recruiters employ in dealing with applicants.
Details. Recruiting involves obtaining details about employment positions and the applicants who seek to fill them. Additionally, record-keeping and ensuring compliance with applicable laws necessitates that recruiters be detail-oriented and organized.
Becoming a Recruiter Professional
Recruiters become qualified for their jobs through a combination of education and experience in business and personnel-related matters. In fact, the qualification and training components of the recruiter job description can be tailored to the particular employer.
Recruiter Job Outlook: Qualifications & Training
Typically, recruiters hold a bachelor’s of science in business, human resources or similar course of study. Classes usually include business administration, psychology, industrial relations, human resource management, writing and also accounting.
The training regimen depends on the employer. For instance, recruiters for the U.S. Navy undergo five weeks of training that covers subjects such as selling, finding prospects, paperwork, marketing, speaking in public and using social media.
Although a license or certification is not required to hold the recruiter position,
certification can enhance job prospects. The Society for Human Resource Management offers the Certified Professional and Senior Certified Professional certifications. As explained below, work experience in the human resources field can help recruiters achieve certification.
Work Experience
Aspiring recruiters can accumulate work experience through jobs in human resources or personnel departments or customer service. Working in career service centers on college campuses or for local employment agencies can also prepare those interested in recruiting.
Prior work history in human resources is a prerequisite to certification through the Society for Human Resource Management. However, the level of experience depends on the education completed. For example, those with bachelor’s degrees in a human resources-related field need one year of human resources experience. Three years is required for those without a degree, while graduate degree holders in human resources only need to be presently working in the field.
Experience in human resources should touch in at least one of the competencies of human resources. These include talent acquisition, engaging and retaining employees, workforce management and diversity and inclusion.
Working Hours
Recruiting is generally a full-time job. While recruiters generally hold weekday and daytime hours, the recruiter job description includes travel to schools and employment fairs. Depending on the destination, the recruiter may have overnight stays away from home. Some of the recruiting or job exposition events may occur during evenings and weekends.
Job Outlook & Advancement Opportunities
The U.S. Bureau of Labor Statistics projects a five percent rise in the employment of human resource specialists through 2024. This translates to an additional 22,000 jobs. Additionally, as of 2014, there were approximately 482,000 human resource specialists.
Companies may rely more on technology and, thereby, slow the hiring of recruiters. Moreover, in some companies, online recruiting has replaced sending recruiters to job fairs or campuses. Websites, run by the employer or outside employment sites, post job announcements with qualifications, duties, pay, and benefits information. In many cases, job seekers can apply online and submit resumes and cover letters electronically.
Employers may tend to use outside placement agencies rather than carry in-house human resources or recruiting staffs. Depending on the company, hiring needs may differ at various points in the year. According to the U.S. Bureau of Labor Statistics, employment services employed approximately 16 percent of human resources specialists in 2014. As of May 2015, “Employment Services” ranked first among sectors in hiring of human resource specialists, at 85,380.
The average salary for human resource specialists is $63,710 as of May 2015, according to the U.S. Bureau of Labor Statistics. PayScale reports that recruiters may advance to jobs such as human resources manager and recruiting manager. Depending on the company’s size, recruiters can even work to more senior roles. To get a complete overview of the field, we recommend also reading the HR generalist job description.
Conclusion
As shown in the recruiter job description, these professionals serve as job announcers, interviewers, and also position fillers. They rely on communication, analysis, and interpersonal skills to assess the qualifications of applicants and help applicants determine if the job or company is the right fit for them.
To conclude, as companies turn to online and social media for some of the recruiting functions, recruiters may find the growth of opportunities tempered. Further, prospects for recruiting jobs may be stronger with placement agencies and other hiring firms outside of the company, especially where companies fill jobs only at certain times.
