Personnel Recruiters job function is to seek out, interview, and screen applicants to fill existing and future job openings and promote career opportunities within an organization.
Duties for Personnel Recruiters
The Personnel Recruiter interviews applicants to obtain information on work history, training, education, and job skills. The Personnel Recruiter reviews and evaluates applicant qualifications or eligibility for specified licensing, according to established guidelines and designated licensing codes. The Personnel Recruiter screens and refers applicants to hiring personnel in the organization, making hiring recommendations when appropriate. The Personnel Recruiter contacts applicants to inform them of employment possibilities, consideration, and selection. The Personnel Recruiter conducts reference and background checks on applicants. The Personnel Recruiter advises managers and employees on staffing policies and procedures. The Personnel Recruiter informs potential applicants about facilities, operations, benefits, and job or career opportunities in organizations. The Personnel Recruiter performs searches for qualified candidates according to relevant job criteria, using computer databases, networking, Internet recruiting resources, cold calls, media, recruiting firms, and employee referrals. The Personnel Recruiter prepares and maintains employment records. The Personnel Recruiter hires applicants and authorizes paperwork assigning them to positions.
- The Personnel Recruiter needs knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.
- The Personnel Recruiter needs knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar.
- The Personnel Recruiter needs knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.
- The Personnel Recruiter needs knowledge of business and management principles involved in strategic planning, resources allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.
- The Personnel Recruiter needs knowledge of media production, communication, and dissemination techniques and methods. This includes alternative ways to inform and entertain via written, oral, and visual media.
- The Personnel Recruiter needs knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process.
- The Personnel Recruiter needs knowledge of circuit boards, processors, chips, electronic equipment, and computer hardware and software, including applications and programming.
- The Personnel Recruiter needs knowledge of administrative and clerical procedures and systems such as word processing, managing files and records, stenography and transcription, designing forms, and other office procedures and terminology.
- The Personnel Recruiter needs knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects.
- The Personnel Recruiter needs knowledge of principles and methods for showing, promoting, and selling products or services. This includes marketing strategy and tactics, product demonstration, sales techniques, and sales control systems.
The Personnel Recruiter must give full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times. The Personnel Recruiter needs to understand written sentences and paragraphs in work related documents. The Personnel Recruiter talks to others to convey information effectively. The Personnel Recruiter must actively look for ways to help people. The Personnel Recruiter must have the skill to bring others together and try to reconcile differences. Often they are asking to negotiate with employee’s concerning policies and wages. The Personnel Recruiter must communicate effectively in writing as appropriate for the needs of the audience. The Personnel Recruiter must have the skill to consider the relative costs and benefits of potential actions to choose the most appropriate one. The Personnel Recruiter must use logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
- The Personnel Recruiter needs the ability to listen to and understand information and ideas presented through spoken words and sentences.
- The Personnel Recruiter needs the ability to communicate information and ideas in speaking so others will understand.
- The Personnel Recruiter needs the ability to speak clearly so others can understand what you are trying to explain.
- The Personnel Recruiter needs the ability to read and understand information and ideas presented in writing.
- The Personnel Recruiter needs the ability to identify and understand speech of another person.
- The Personnel Recruiter needs the ability to identify to communicate information and ideas in writing so others will understand.