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Recruiting Specialist Job Description

recruiting specialist job description

Recruiting specialists are the backbone of the workforce. Recruitment companies streamline the process of finding suitable employees and often cut down on the workload many HR departments deal with.

Furthermore, companies with lots of employees will often hire an in-house recruitment specialist for this purpose. Typically, a recruiting specialist has an annual salary, along with the possibility of commissions and performance bonuses based on how many successful candidates they place.

Working as a recruitment specialist means that your job description will contain some mandatory elements. But, could also have some ad-hoc tasks thrown in based on client needs. With that in mind, here is a brief recruiting specialist job description.

recruiting specialist job description

Core Qualifications

Usually, recruitment specialists’ qualifications include human resources, labor law, or organizational psychology. If you are interested in working as a recruitment specialist, choosing a degree that covers all three fields is a big help.


You will likely need to have three to five years of working in one of the fields mentioned. If you can get some experience in all three, that will be beneficial as well.

the recruiting specialist jobs description

Job Description of a Recruiting Specialist

Your qualifications and experience will teach you the necessary skills to assess applicants. And whether or not they will be suitable for the job they are applying for.

Communicating with the employer to find out what type of candidates they need is crucial. This is because you may not always understand the extent of what the role entails.

Once you understand what the role requires, you will have to advertise it, either internally or externally. So, you may need to use corporate email or social media platforms.

Assessing Applications

You will have to sort through incoming applications and find candidates suited to the role. Some companies may require you to perform an ad-hoc service.

For example, psychometric testing on candidates to see if they have an aptitude for the job opening. This is especially helpful when candidates do not need any specific experience or qualifications.

Employee Advocacy

Furthermore, knowledge of labor laws will help you advocate for applicants regarding employment offers. Likewise, to ensure they get fair pay and that their working hours and conditions follow state labor laws.

This is vital for minors and younger individuals who can not advocate for themselves. And remember, the better you negotiate for their salary, the better your commission will be.

Point of Contact

Before candidates are invited for an official interview, they will deal with you. This means that you will often perform a preliminary interview. It’s a chance to ask the applicant any questions not be answered by their resume or application. These may influence their eligibility for the job.

You may also work back to front and have a filing system on your computer to keep saved resumes. This will be helpful to see when resumes are outdated. And to match job-seekers to other roles, they may be suited to if they were unsuccessful the first time.

Streamlining the Process

Thanks to the above method, you can often find candidates quickly. And without having to advertise a vacancy. Also, you will be able to notify previous applicants that they should update or refine their resumes for future use. That’s because many may have gained additional experience and skills since they first sent in their resume.

Some recruitment websites also offer special features where job-seekers can upload and update their resumes. This is a useful tool that many recruitment specialists use to headhunt employees. Examples of these websites include Indeed and LinkedIn.

Want to Learn More About Jobs for Specialists?

We can help with that. Take a look at our handy articles on Inventory Specialist Job Description, Benefits Specialist Job Description, Business Development Specialist Job Description, Talent Acquisition Specialist Job Description, and Collections Specialist Job Description for more information.

Also, check out Recruiting 101, Recruit Your Way To 6 Figures, The Recruiter’s Handbook, How To REALLY Use LinkedIn, Ready Set Recruit, and The Hiring Prophecies for more great information about recruiting potential employees.

If becoming a recruiting specialist is your goal, don’t miss The Art of the Recruiter Message, How to Become a Technical Recruiter, The Holloway Guide to Technical Recruiting and Hiring, and Recruiting, Interviewing, Selecting, and Orienting New Employees, which are all currently available online.


This position may require you to work longer hours, schedule meetings after work, or work on weekends. That’s because you may need to accommodate applicants that have a job and are looking for a career change, as well as employers who need emergency placements.

However, the average recruiting specialist annual salary is over $52K and often has commissions added for successful placements.

The ad-hoc services you provide may fall outside the official job description of a recruiting specialist. But this will be well worth it when it is time for your annual bonus in profit-sharing.

Good luck, and all the best with finding the perfect career.

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