Recruiting employees whose talents are aligned with business goals is critical to the success of an organization. As such, recruitment jobs are highly valued in virtually all organizations and businesses.
In simplest terms, recruiters develop and implement recruiting plans and strategies designed to fulfill company staffing needs.
Recruiters may or may not be a part of a human resources team. But recruiters (also known as corporate recruiters and internal recruiters) are responsible for leading the staffing efforts of a company and building a strong workforce that adds to the company’s bottom line. These highly skilled and often equally highly educated HR professionals possess knowledge of employment and labor law, have a deep understanding of the organization and its staffing needs, and possess strong interpersonal and communication skills.
There are actually a lot of recruiters who bring their job ads on My Job Space. This way, it will be easier for them to filter the right employees since My Job Space is now one of the biggest job boards in the the country where a lot of people are hunting jobs. So if you happen to see recruitment jobs ads on MY Job Space, you might probably be working on the said job board too when your time to find employees come.
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Most organizations view recruiters as being responsible for the entire recruiting cycle. In other words, these professionals are called upon to find potential candidates, screen them, and recommend them for placement. The process of recruiting may involve both internal and external sourcing methods, thereby requiring these HR professionals to be adept at understanding where and how to locate candidates.
The Recruiting Process Handled By Recruitment Jobs
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 like My Job Space, 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, the role of recruitment jobs do 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.
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Daily Job Duties for Recruiting Jobs
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
A bachelor’s degree is widely recognized as being the minimum level of education for recruitment jobs. 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.