How to Be Human Resources (HR) Recruiter - Job Description, Skills, and Interview Questions

May 13, 2020 / 5 Minutes Read / By Albert

How to Become

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The importance of hiring a Human Resources (HR) Recruiter is increasingly being recognized in many organizations as they understand the significant impact they can have on their business. By having a dedicated HR Recruiter, companies are able to quickly and efficiently find the right candidate to fill job openings, resulting in improved employee retention and increased employee productivity. Furthermore, HR Recruiters are able to maintain relationships with potential candidates and develop a strong talent pool for future openings, allowing for faster turnaround times for filling positions.

Furthermore, the recruiter can help to ensure that the company is in compliance with local laws and regulations when it comes to hiring practices, reducing the risk of potential legal action. Overall, HR Recruiters provide organizations with a valuable service that can help to improve the bottom line.

Steps How to Become

Earn a Degree. Begin by earning a degree in human resources or a related field, such as business or labor relations. A degree in psychology or sociology may also be beneficial.
Gain Experience. Obtain experience in recruitment, either through an internship or by volunteering in the field. This experience can be helpful in understanding the hiring process and what qualities employers are looking for in a new hire.
Develop Expertise. Become an expert in recruiting for a particular area or industry. This may include researching trends and best practices, attending industry events, and networking with other HR professionals.
Obtain Certification. Professional certifications are available through the Society for Human Resource Management (SHRM) and the National Association of Colleges and Employers (NACE). These certifications can help demonstrate your expertise to employers.
Use Technology. Learn how to use recruiting software and other tools to streamline the hiring process. Many companies use applicant tracking systems (ATS) and other technology to manage their recruitment efforts.
Build Your Network. Develop relationships with industry professionals and potential employers through job fairs, conferences, and other events. Building a network will help you stay informed about job openings and industry trends.

The recruitment process begins with the identification of a specific need for the organization. To identify the ideal and competent candidate for a role, the Human Resources (HR) Recruiter must first analyze the job description and its requirements. From there, effective strategies must be put in place to source potential candidates.

This includes advertising the role, networking and building relationships, and leveraging professional networks. Once potential candidates have been identified, the HR Recruiter must assess their qualifications and skills to ensure they are suitable for the role. This involves utilizing pre-interview assessments such as aptitude tests or personality profiling.

Finally, the HR Recruiter must arrange and conduct interviews that will provide a thorough understanding of the candidates skills, abilities, and suitability for the role. By taking the time to analyze job requirements and assess potential candidates, the HR Recruiter can identify the ideal and competent candidate for any organization.

You may want to check Entry-level Recruiter, IT Recruiter, and Remote Recruiter for alternative.

Job Description

Talent Acquisition Specialist
Recruiting Coordinator
Recruiter
Technical Recruiter
Corporate Recruiter
Executive Recruiter
Campus Recruiter
Sourcing Specialist
Diversity Recruiter
Employment Brand Specialist

Skills and Competencies to Have

Interpersonal Communication Skills
Organizational Skills
Negotiation Skills
Relationship Management
Analytical Thinking
Computer Literacy
Self-Motivation
Knowledge of Labor Laws
Understanding of Job Requirements
Recruiting and Advertising Strategies
Time Management
Problem Solving Abilities
Recruiting Process Knowledge
Networking
Team Building Skills

Having the right skills as an HR recruiter is essential to success in the field. Having strong communication skills, the ability to build relationships, and a keen eye for detail are all key factors in the recruitment process. Good communication skills are important so that recruiters can effectively build relationships with potential candidates and ensure a positive working relationship.

Attention to detail is also essential for recruiters to ensure that all job requirements are met, and that the positions are filled with the best candidates possible. Being able to build strong relationships with potential candidates allows recruiters to better understand their qualifications and experience, which leads to more successful hiring decisions. Lastly, having knowledge of relevant employment laws and regulations is also important for recruiters so they can remain compliant with the necessary laws and regulations.

Automotive Recruiter, Campus Recruiter, and Biotech Recruiter are related jobs you may like.

Frequent Interview Questions

What experience do you have in the HR field?
What steps do you take to ensure a positive candidate experience?
How do you identify the best candidates for a position?
How do you keep up with the latest trends in HR recruiting?
Describe a challenging recruitment situation and how you handled it.
What is your approach to managing competing priorities when recruiting?
How do you go about developing relationships with hiring managers?
How do you ensure compliance with all relevant employment laws and regulations?
How do you stay organized and track progress on open positions?
What strategies have you used to increase diversity in the recruitment process?

Common Tools in Industry

Applicant Tracking Systems (ATS). These are software programs used to manage the recruitment process, from posting job openings to tracking applications to scheduling interviews. (e. g. Lever, Greenhouse)
Video Interview Platforms. These enable HR recruiters to conduct face-to-face interviews remotely with applicants. (e. g. Spark Hire, HireVue)
Background Check Services. These services allow recruiters to quickly and easily perform background checks on applicants. (e. g. GoodHire, Checkr).
Resume Parsing Software. This software helps recruiters quickly extract information from resumes and convert them into a digital format. (e. g. ResumeGrabber, DaXtra)
Social Networking Platforms. These enable recruiters to reach out and engage with potential candidates on social media sites like LinkedIn, Twitter, and Facebook. (e. g. Jobvite, Work4)
Employee Referral Software. This software helps recruiters manage employee referral programs by tracking referrals and providing incentives for successful hires. (e. g. Refly, Jobvite Referrals)

Professional Organizations to Know

Society for Human Resource Management (SHRM): SHRM is the worlds largest professional association devoted to human resource management. It provides educational resources, tools, and insights to members on topics related to recruiting, hiring, and onboarding.
National Association of Colleges and Employers (NACE): NACE is a professional organization dedicated to advancing the career development of college students and recent graduates. NACE provides resources on recruiting, job searching, and networking for college students.
National Association of Executive Recruiters (NAER): NAER is an association of executive recruiters that provides resources and best practices for recruiting and hiring executives.
Association of Talent Acquisition Professionals (ATAP): ATAP is a professional organization dedicated to advancing the practice of talent acquisition. ATAP provides resources on recruiting, hiring, and onboarding.
National Association of Professional Background Screeners (NAPBS): NAPBS is a professional organization dedicated to the advancement of background screening. NAPBS provides resources on background checking, compliance, and legal issues related to hiring.

We also have Senior Recruiter, Staffing Manager, and Delivery Driver Recruiter jobs reports.

Common Important Terms

Job Posting. A job posting is an advertisement for a job opening that includes details about the job, requirements for the position, and how to apply.
Candidate Screening. Candidate screening is the process of reviewing job applications and resumes to determine which candidates are qualified for an open position.
Interviews. An interview is a conversation between a hiring manager and a job candidate in order to assess whether the candidate is a suitable fit for the open position.
Skills Assessment. Skills assessment is a process used by recruiters and hiring managers to evaluate a candidate's skills and abilities in order to determine whether they are qualified for the job.
Background Checks. Background checks are a way of verifying information provided by job applicants, such as education, criminal history, and employment history.
Reference Checks. A reference check is a process by which a potential employer contacts references provided by an applicant to gain further information about the applicant's skills, qualifications, and character.
Job Offer. A job offer is an offer of employment from an employer to a job candidate. The offer includes details about the position, salary, and benefits.

Frequently Asked Questions

What is the primary role of an HR Recruiter?

The primary role of an HR Recruiter is to source, assess and recruit qualified candidates for job openings within an organization.

What qualifications are necessary to become an HR Recruiter?

To become an HR Recruiter, one must typically have a bachelor's degree in human resources, business administration, or a related field. It can also be beneficial to have experience in recruitment, interviewing, and selection.

What skills are necessary to be successful as an HR Recruiter?

To be successful as an HR Recruiter, one must have strong communication and interpersonal skills, as well as excellent organizational and time management skills. Additionally, knowledge of employment laws and regulations is essential.