Recruiter Job Description
  • Publish: April 2, 2021
  • Author: StrongerTeams Editorial
  • Reading Time:

Recruiter Job Description

Recruiters find the right people to fill vacancies in organizations. Their role involves sourcing, vetting, interviewing, and proposing candidates for jobs, ensuring that the organization’s hiring goals are met while keeping candidates satisfied throughout the recruitment process.

A Recruiter may work within the organization, for an external agency, or as a freelancer. As an external resource, a Recruiter also needs sales skills to market the agency’s services and ensure a steady flow of business.

Similar Job Titles:

Senior Recruiter, Junior Recruiter, Internal Recruiter, Healthcare Recruiter, Lead Recruiter, Executive Recruiter, Entry-Level Recruiter, Corporate Recruiter, Technical Recruiter, Sales Recruiter

What Does A Recruiter Typically Do?

A Recruiter works with an organization to find, select, and propose candidates for job vacancies. The specific tasks will include:

  1. Understanding the organization’s needs
  2. Reaching out to qualified candidates
  3. Creating and posting job advertisements
  4. Running interview, assessment, and selection processes
  5. Briefing HR management on shortlisted candidates
  6. Communicating with applicants
  7. Monitoring and reporting on successful hires
  8. Sales and marketing

Understanding the Organization’s Needs

The Recruiter performs a needs analysis with the hiring organization to understand its hard and soft skills requirements. The needs analysis should take into account both technical and cultural factors, ensuring that shortlisted candidates would all be a good fit. The Recruiter must be careful to balance the qualifications, experience, and personality of candidates to guarantee that both the hiring organization and the selected candidate are happy with the choice made.

Reaching Out to Qualified Candidates

The hiring organization may have already identified the preferred candidates, in which case the Recruiter will need to reach out to them with a job proposal. It’s critical for the Recruiter to stay impartial and make sure that the candidates they reach out to are subjected to the same selection procedures as all other applicants.  

Creating and Posting Job Advertisements

The Recruiter creates job ads in line with the hiring organization’s mandate, places the ads in the appropriate media, and monitors the ads’ success using tracking metrics. The Recruiter’s success depends on the reach of the ads, so the wording and visibility of the ads are crucial to finding suitable candidates.

Running Interview, Selection, and Assessment Processes

The Recruiter interviews all applicants to create a shortlist of candidates who are then invited to further assessments. The assessments often include psychometric evaluations and skills tests. The Recruiter must then compile a list of viable candidates for presentation to the hiring organization. All of the viable candidates should meet the hiring organization’s criteria. The Recruiter performs background and reference checks at this stage.

Briefing HR Management on Shortlisted Candidates

The Recruiter presents all the shortlisted candidates to the hiring organization’s HR management, together with all the necessary assessment results, background information, and reference verification. The presentation of the candidates should be as impartial as possible, although the Recruiter may be asked for a subjective recommendation. The presentation of the candidates also demonstrates how effective the Recruiter’s search has been and can significantly strengthen the Recruiter’s credibility with the hiring organization.

Communicating With Candidates

The Recruiter informs all applicants on the status of their application and keeps them in the loop on the progress of the hiring cycle. The Recruiter should treat all shortlisted candidates with respect and diligence and make sure that information flows freely between the candidates and the hiring organization.

Monitoring and Reporting on Successful Hires

The Recruiter maintains contact with new hires and HR management throughout the onboarding process to ensure mutual satisfaction. The Recruiter should follow the progress of new hires to demonstrate commitment and cement the relationship between the Recruiter and the hiring organization.

Sales and Marketing

An external Recruiter must generate leads and maintain the relationship with existing clients. They must market themselves or their agency to ensure a full pipeline of future work. Sales and marketing efforts are time-consuming but must be given enough attention to avoid an empty order book. 

In recruitment agencies, sales and marketing may be a collective effort, but the Recruiter will be responsible for individual contributions to the overall sales success of the agency. Freelance Recruiters devote as much time to sales and marketing efforts as to recruitment activities.

Roles a Recruiter Typically Collaborates With

A Recruiter will work closely with the following posts:

Collaborative Roles
HR ManagerHuman Resources ExecutiveCompensation and Benefits Manager
Benefits ManagerSenior HR SpecialistHR Coordinator

Recruiter Salary

The national average salary for a Recruiter will typically be between $51,000 and $64,000 annually in the U.S. The median is around $57,440.  

What Is the Recruiter Pay Difference by Location?

Average salaries for A Recruiter differ by location as follows:

CityAverage Salary
San Francisco, CA$71,800
Seattle, WA$62,805
Denver, CO$58,089
Austin, TX$56,492
Washington, DC$63,942
Milwaukee, WI$56,848
Boston, MA$64,718
New York, NY$69,100

What Is the Recruiter Pay Difference by Experience Level?

Depending on experience, pay will vary as follows:

Experience LevelAverage Salary
< 1 year$55,892
1–4 years$57,440
5–9 years$57,440
10–19 years$57,440
20+ years$57,440

Recruiter Job Description Template

[Company Name] is a leader in recruitment with an established base of high profile clients. We are looking for an ambitious, dynamic, and talented Recruiter to join our team and help us grow.

You should be skilled in understanding business workflows, identifying the clients’ hiring requirements, and evaluating candidates. You should also have a sales mindset, a grasp of marketing, and a desire to help both candidates and clients reach their goals.

You will be joining an exciting team of professionals who are passionate about recruitment.

Job Responsibilities

Your tasks as a Recruiter will be:

  • Working with clients to understand their needs
  • Placing job ads to attract the right candidates
  • Selecting candidates and presenting them to clients
  • Communicating with applicants and ensure both their and the hiring organization’s satisfaction
  • Selling and marketing your and the organization’s services to drive future business

Required Skill Set

You should possess the following qualifications, skills, and attributes:

  • Bachelor’s degree in HR or a business discipline
  • At least two years’ experience working in the recruiting field
  • Excellent knowledge of client relationship management
  • Expert written and oral communication skills
  • Expert knowledge of MS Office and common recruitment software apps
  • Excellent analytical and decision-making skills
  • Service orientation and client-focused attitude
  • Sales aptitude and a solid understanding of marketing principles

Hiring Resources for Ambitious Companies

  1. Attract the best people for your open positions quickly with cutting-edge sourcing tools for recruiters.
  2. Learn why the top 1% of companies rely on AI recruitment software to reliably attract and hire top talent.
  3. Are you hiring junior team members? Install time tracking software to keep them accountable.
  4. Help new hires adjust to their roles in the company and reach peak performance faster with the best onboarding software.
  5. Your top performers will know other top performers. Incentivize them to bring those people on board with the best employee referral software.
  6. Are complex bonuses, incentives, and commissions a part of your payroll process? Ensure your team members get the right remuneration with the top commission-based payroll software.
  7. Facilitate feedback and encourage the professional development of your team with employee review software.
  8. Is employee scheduling proving difficult? Learn which employee scheduling software the world’s fastest-growing companies are using.
  9. Find budget-conscious and brilliant HR software solutions for small businesses that will help your company grow.
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