The Recruiting Process

The process of recruiting is a creative one, as it involves using both traditional and non-
traditional resources and a network of established contacts to identify and attract talent.
Resources often include community networking events, job fairs, online sources, career fairs, and
advertising/marketing programs.
Recruiting may also involve headhunting, a term used to describe finding candidates who are
currently employed and convincing them to change employers. The process of headhunting is
usually reserved for recruiters seeking to fill professional and executive-level positions.
However, a recruiter’s role does not end with the discovery of potential candidates. In fact, these
HR professionals must then engage in a number of subsequent activities:

 Candidate Screening: Recruiters are responsible for screening resumes to determine

which candidates meet the minimum requirements. Recruiters then move chosen
candidates on to the next step in the hiring process.
 Interviewing: In some organizations, recruiters are responsible for conducting initial
interviews, which are then used to narrow the number of potential candidates who will be
interviewed by the hiring manager. Often times, recruiters will set up interview
appointments between the chosen candidates and the hiring manager.
 Reference and Background Checks: After interviews have taken place and the hiring
manager expresses an interest to hire a candidate, the recruiter is often called upon to
coordinate the reference and background checks. Recruiters are often responsible for
conducting reference checks by verifying employment information and contacting the
professional and personal contacts provided by the candidate.

Daily Job Duties of HR Recruiting Specialists

The recruiting, interviewing, and screening responsibilities of HR recruiters can be further
broken down by daily job duties, which include:

 Partnering with hiring managers to determine staffing needs

 Screening resumes
 Performing in-person and phone interviews with candidates
 Administering appropriate company assessments
 Performing reference and background checks
 Making recommendations to company hiring managers
 Coordinating interviews with the hiring managers
 Following up on the interview process status
 Maintaining relationships with both internal and external clients to ensure staffing goals
are achieved
 Communicating employer information and benefits during screening process
 Staying current on the company’s organization structure, personnel policy, and federal
and state laws regarding employment practices
 Serving as a liaison with area employment agencies, colleges, and industry associations
  Completing timely reports on employment activity
 Conducting exit interviews on terminating employees

Education and Certification Options to Become an

HR Recruiter
A bachelor’s degree is widely recognized as being the minimum level of education for HR
recruiters. Still, preference is often shown to candidates who possess professional HR
certification and/or a master’s degree in HR. In addition to bachelor’s degrees in human
resources management, many recruiters may also begin their careers by majoring in business
management, business administration, finance, and the like.
Master’s degrees in human resource management, such as the Master of Business Administration
(MBA) in Human Resource Management, prepare students with the training and expertise
necessary to gain an edge in the evolving business climate. Students in a master’s degree
program focused on human resource management are prepared to serve as effective managers
and business leaders with managerial and business skills needed to manage any number of HR
functions, including recruitment.
Some of the coursework found in a master’s degree in HR management that prepares students for
positions in corporate recruiting include:

 Employment law
 Training and development
 Labor relations and collective bargaining
 Compensation management

Master’s degrees like the MBA in Human Resource Management also prepare students to take
the competency examinations required to achieve professional certification through nationally
accrediting bodies such as:

o Society of Human Resource Management (SHRM)

 SHRM-CP (certified professional)
 SHRM-SCP (senior certified professional)

 HR Certification Institute (HRCI)
o Professional in Human Resources (PHR)
o Senior Professional in Human Resources (SPHR)
o Global Professional in Human Resources (GPHR)
o Human Resource Management Professional (HRMP)
o Human Resource Business Professional (HRBP)
o California Certification for PHR and SPHR certified professionals

Recruiters also often pursue professional certification related specifically to recruitment:

 o AIRS
 Advanced Certified Internet Recruiter (ACIR)
 Certified Diversity Recruiter (CDR)
 Certified Internet Recruiter (CIR)
 Certified Social Media Recruiter (CSMR)
 Certified Social Sourcing Recruiter (CSSR)
 Professional Recruiter Certification (PRC)

 American Staffing Association (ASA)

o ASA Certified Staffing Professional
o ASA Certified Search Consultant

Salary Statistics for HR Recruiters

Recruiters are traditionally one of the highest paid HR professionals. The 2013 Human
Resources Compensation Survey Report-U.S. by Towers Watson found this to be the case, as it
revealed that talent management executives earned an average salary of $234,900, while
recruitment managers earned an average salary of $89,900.
A 2013 Money Talks survey Bullhorn reported that recruiters working in contingent recruiting
averaged $96,000 a year, while CEOs, owners, and partners in recruiting agencies earned
between $149,000 and $215,000 annually, depending on the size of the firm.
Recruiters at firms with 75 or more employees averaged $62,000 annually, while firms with 10
or fewer employees earned $78,000. Temp recruiters were among the lowest paid recruiters,
earning an annual, average salary of $53,000.
The Bureau of Labor Statistics (BLS) revealed a mean, annual salary of $54,530 for
employment, recruitment, and placement specialists in 2009, with the top 10 percent of these
professionals earning more than $87,060. The top-paying industries for recruitment specialists,
according to the BLS, are:

 Coal mining; $89,940

 Postal service: $89,390
 Furniture and home furnishing merchant wholesalers: $87,120
 Computer and peripheral equipment manufacturing: $81,720

SOURCE: https://www.humanresourcesedu.org/hr-recruiter/
HR Recruiter job description
Use this HR Recruiter job description template to attract and hire qualified candidates for your Human
Resources department. Post Now on Job Boards
HR Recruiter responsibilities include:
 Designing and updating job descriptions
 Sourcing potential candidates from various online channels (e.g. social media and professional
platforms like StackOverflow and Behance)
 Crafting recruiting emails to attract passive candidates

Job brief
We are looking for an HR Recruiter to manage our full cycle recruitment, from identifying potential hires
to interviewing and evaluating candidates.
HR Recruiter responsibilities include sourcing candidates online, updating job ads and conducting
background checks. If you have experience with various job interview formats, including phone
screenings and group interviews, and can help us recruit faster and more effectively, we’d like to meet
you.
Ultimately, you will play an important part in building a strong employer brand for our company to
ensure we attract, hire and retain the most qualified employees.

Responsibilities
 Design and update job descriptions
 Source potential candidates from various online channels (e.g. social media and professional
platforms like StackOverflow and Behance)
 Craft recruiting emails to attract passive candidates
 Screen incoming resumes and application forms
 Interview candidates (via phone, video and in-person)
 Prepare and distribute assignments and numerical, language and logical reasoning tests
 Advertise job openings on company’s careers page, social media, job boards and internally
 Provide shortlists of qualified candidates to hiring managers
 Send job offer emails and answer queries about compensation and benefits
 Monitor key HR metrics, including time-to-fill, time-to-hire and source of hire
 Participate in job fairs and host in-house recruitment events
 Collaborate with managers to identify future hiring needs
 Act as a consultant to new hires and help them onboard

Requirements
 Proven work experience as an HR Recruiter or similar role
 Familiarity with Applicant Tracking Systems and resume databases
 Experience with sourcing techniques
 Understanding of referral programs
 Solid verbal and written communication skills
 Sound judgement
 BSc in Human Resources Management, Organizational Psychology or relevant field

SOURCE: https://resources.workable.com/hr-recruiter-job-description
Sample Human Resources Recruiter Job Description
BY AMY NOURSE CASCIOTTI
 
Updated September 07, 2018
The Corporate Human Resources Recruiter is responsible for delivering all facets of recruiting success
throughout the organization. This will be achieved through the development of local and national
recruiting plans, employing traditional sourcing strategies and resources as well as developing new,
creative recruiting ideas. The Corporate Human Resources Recruiter will play a critical role in ensuring
we are hiring the best possible talent.
Primary Objectives of the Human Resources Recruiter
 Develop and execute recruiting plans.
 Network through industry contacts, association memberships, trade groups, social media, and
employees.
 Develop and track measurable facets of the recruiting and hiring process so that the processes
are transparent and measurable. Set continuous improvement goals.
 Coordinate and implement college recruiting initiatives.
 Administrative duties and recordkeeping.

Develop and Execute Recruiting Plans

 Work with hiring managers on recruiting planning meetings.
 Create job descriptions.
 Lead the creation of a recruiting and interviewing plan for each open position.
 Efficiently and effectively fill open positions.
 Conduct regular follow-up with managers to determine the effectiveness of recruiting plans and
implementation.
 Develop a pool of qualified candidates in advance of need.
 Research and recommend new sources for active and passive candidate recruiting.
 Build networks to find qualified passive candidates.
 Post openings in online venues, newspaper classifieds, with professional organizations, and in
other position appropriate venues.
 Utilize the internet for recruitment.
 Post positions to appropriate Internet sources.
 Improve the company website recruiting section to assist in recruiting.
 Research new ways of using the internet for recruitment.-
 Use social and professional networking sites to identify and source candidates.

Network Through Industry Contacts, Association Memberships, Trade Groups, and Employees
 Locate and document where to find ideal candidates.
 Aid public relations in establishing a recognizable employer of choice reputation for the
company, both internally and externally.
 Communicate with managers and employees regularly to establish rapport, gauge morale, and
source new candidate leads.
 Create contacts within the industry.
 Attend local professional meetings and membership development meetings.
 Maintain regular contact with possible future candidates.
Develop and Track Measurable Facets of the Recruiting and Hiring Process
 Among other potential recruiting and hiring measurements, collect data on cost-per-hire, time
to hire, the impact of a continuous improvement process on cost savings, and the improvement
of work processes in the time taken or steps involved.
 Additional measurements to consider are employee turnover rate, employee turnover cost, and
preventable employee turnover.
 Consider additional measurements that aid you in continuous improvement, cost control, and
hiring great people.

Coordinate and Implement College Recruiting Initiatives

 Coordinate college recruiting initiatives.
 Attend career fairs for recruiting and company recognition.
 Develop working relationships with colleges to aid in recruiting.
 Give presentations at colleges, attend student group meetings, and increase college awareness
of the company before and after career fairs.

Administrative Duties and Record Keeping

 Manage the use of recruiters and headhunters.
 Review applicants to evaluate if they meet the position requirements.
 Conduct prescreening interviews.
 Maintain all pertinent applicant and interview data in the Human Resources Information System
(HRIS).
 Assist in performing reference and background checks for potential employees.
 Assist in writing and forwarding rejection letters.
 Assist in interviewing and selecting employees onsite.
 Assist in preparing and sending offer packages.
 Assist in preparing and sending new employee orientation packages.
 Perform other special projects as assigned.

Required Knowledge, Skills, and Abilities

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily,
as assigned. The requirements listed below are representative of the knowledge, skill, and ability
required. Reasonable accommodations may be made to enable individuals with disabilities to perform
the essential functions.
 Experience with recruiting, technical recruiting a plus.
 Proven candidate sourcing and relationship building skills.
 Excellent computer skills in a Microsoft Windows environment.
 Effective oral and written communication skills.
 General knowledge of various employment laws and practices.
 Excellent interpersonal and coaching skills.
 Ability to work with various departments and foster teamwork.
 Ability to work independently with minimal supervision.
 Able to collect and interpret data-based measurements to demonstrate the effectiveness or
failure of the recruitment system from position opening to onboarding.
 Skills in database management and record keeping.
 Ability to maintain the highly confidential nature of human resources work.
  Ability to travel for recruitment meetings, college visits, and career fairs and maintain a flexible
work schedule.
 Excellent organizational skills.
 Must be able to identify and resolve problems in a timely manner.
 Gather and analyze information skillfully.
 Demonstrate resourcefulness and initiative in dealing with daily assumptions.

Education and Experience

 A bachelor’s degree is required.
 One to two years of human resources experience required; one to two years of human
resources corporate recruiting experience preferred.
 Professional in Human Resources (PHR) certification preferred.

Physical Demands
The physical demands described here are representative of those that must be met by an employee to
successfully perform the essential functions of the job. Reasonable accommodations may be made to
enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is regularly required to see, talk and hear. The
employee frequently is required to sit and use hands along with fingers, to handle or feel. The employee
is occasionally required to stand, walk, reach with hands and arms, climb or balance, and stoop, kneel,
crouch or crawl.
The employee must frequently lift and/or move up to 50 pounds. Specific vision abilities required by this
job include close vision.
Work Environment
The work environment characteristics described here are representative of those encountered while
performing the essential functions of this job. Reasonable accommodations may be made to enable
individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is occasionally exposed to moving mechanical
parts and vehicles. The noise level in the work environment is usually moderate.
This job description is intended to convey information essential to understanding the scope of the
position and is not an exhaustive list of skills, efforts, duties, responsibilities or working conditions
associated with it.
Disclaimer: Please note that the information provided, while authoritative, is not guaranteed for
accuracy and legality. The site is read by a world-wide audience and employment laws and regulations
vary from state to state and country to country. Please seek legal assistance, or assistance from State,
Federal, or International governmental resources, to make certain your legal interpretation and
decisions are correct for your location. This information is for guidance, ideas, and assistance

SOURCE: https://www.thebalancecareers.com/sample-human-resources-recruiter-job-description-
1918536
Recruiter Job Description Sample
This recruiter sample job description can assist in your creating a job application that will attract job
candidates who are qualified for the job. Feel free to revise this job description to meet your specific job
duties and job requirements.

Recruiter Job Responsibilities:

Achieves staffing objectives by recruiting and evaluating job candidates; advising managers; managing
relocations and intern program.

Recruiter Job Duties:

Establishes recruiting requirements by studying organization plans and objectives; meeting with
managers to discuss needs.
Builds applicant sources by researching and contacting community services, colleges, employment
agencies, recruiters, media, and internet sites; providing organization information, opportunities, and
benefits; making presentations; maintaining rapport.
Determines applicant requirements by studying job description and job qualifications.
Attracts applicants by placing job advertisements; contacting recruiters, using newsgroups and job sites.
Determines applicant qualifications by interviewing applicants; analyzing responses; verifying
references; comparing qualifications to job requirements.
Arranges management interviews by coordinating schedules; arranges travel, lodging, and meals;
escorting applicant to interviews; arranging community tours.
Evaluates applicants by discussing job requirements and applicant qualifications with managers;
interviewing applicants on consistent set of qualifications.
Manages new employee relocation by determining new employee requirements; negotiating with
movers; arranging temporary housing; providing community introductions.
Improves organization attractiveness by recommending new policies and practices; monitoring job
offers and compensation practices; emphasizing benefits and perks.
Manages intern program by conducting orientations; scheduling rotations and assignments; monitoring
intern job contributions; coaching interns; advising managers on training and coaching.
Avoids legal challenges by understanding current legislation; enforcing regulations with managers;
recommending new procedures; conducting training.
Updates job knowledge by participating in educational opportunities; reading professional publications;
maintaining personal networks; participating in professional organizations.
Accomplishes human resources and organization mission by completing related results as needed.
Recruiter Skills and Qualifications:
Phone Skills, Recruiting, Interviewing Skills, People Skills, Supports Diversity, Employment Law, Results
Driven, Professionalism, Organization, Project Management, Judgment

SOURCE: https://hiring.monster.com/hr/hr-best-practices/recruiting-hiring-advice/job-
descriptions/recruiter-job-description-sample.aspx