How to Be Recruiting Generalist - Job Description, Skills, and Interview Questions

Jul 20, 2022 / 6 Minutes Read / By Albert

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The increasing demand for skilled labor has caused a need for recruitment generalists. Recruitment generalists are crucial to any business or organization as they are responsible for finding and selecting qualified job candidates. They typically use a variety of methods such as job postings, online job sites, networking, and cold-calling to source potential employees.

In addition to this, they also conduct initial phone interviews, analyze resumes, and contact references. Having a recruitment generalist on board helps to ensure that the organization is able to find talented individuals who are best suited for the job. This in turn leads to greater productivity and efficiency, as well as improved customer satisfaction.

Steps How to Become

Obtain a Bachelor's Degree. To become a recruiting generalist, it is important to have a bachelors degree in human resources, business, or a related field. A degree will provide the necessary knowledge and skills needed to be successful in the role.
Obtain Certifications. Earning certifications such as the Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), and Society for Human Resource Management (SHRM) are important for a recruiting generalist. These certifications demonstrate a commitment to the profession and provide proof of competency.
Gain Experience. Many employers prefer candidates with prior experience in the human resources field. Working as an intern or part-time in a human resources capacity can help build the necessary skills for a recruiting generalist position.
Develop Networking Skills. A large part of a recruiting generalists job is to source and screen potential candidates for open positions. Developing strong networking skills will be beneficial for finding talented individuals for these positions.
Knowledge of Recruiting Software. Being familiar with recruiting software such as Applicant Tracking Systems (ATS) will be beneficial in the role of a recruiting generalist. Knowledge of this software will allow the generalist to effectively manage recruitment activities and ensure they are compliant with industry regulations.
Join Professional Organizations. Joining professional organizations such as the National Association of Colleges and Employers (NACE) and the Society of Human Resource Management (SHRM) will help a recruiting generalist stay up to date on industry trends and make important connections with other professionals in the field.

The recruitment of a competent and ideal generalist is essential for any organization to succeed. Having a generalist on staff with the right skills and knowledge can be extremely beneficial, as they can help to bridge gaps between departments, allowing for smoother operations and better collaboration. Furthermore, having a generalist on board can help the organization become more organized and efficient by providing insights and ideas from a wider perspective.

Lastly, a competent generalist can help to identify potential problems before they arise, allowing for preemptive measures to be taken and mitigating potential risks. having a competent and ideal generalist on staff can help an organization become more successful by providing valuable insights, facilitating collaboration, and preventing future issues.

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Job Description

Human Resources Manager: Responsible for overseeing all aspects of the human resources department, including recruitment, employee relations, benefits, payroll, and training.
Recruiting Manager: Manage a team of recruiters to source, interview, and hire top talent for the organization.
Talent Acquisition Specialist: Source, engage, and nurture prospective candidates for open positions.
Recruiting Coordinator: Coordinate the recruitment process from start to finish, including posting job openings, scheduling interviews, and onboarding new hires.
Employment Brand Manager: Design and develop strategies to build a positive employer brand and promote the organization as a great place to work.
Employer Relations Specialist: Build relationships with colleges and universities to identify and recruit new talent.
Compensation & Benefits Specialist: Design and administer compensation and benefit programs that attract and retain talented employees.
Diversity & Inclusion Manager: Develop initiatives to increase diversity and ensure a workplace free of discrimination and harassment.
Labor Relations Specialist: Negotiate collective bargaining agreements and manage labor disputes.
Training & Development Manager: Design and deliver employee training programs to develop their skills and keep them up to date on policies and procedures.

Skills and Competencies to Have

Knowledge of Human Resources principles and practices.
Ability to maintain confidentiality and handle sensitive information.
Excellent interpersonal and communication skills.
Ability to multi-task, prioritize and manage time effectively.
Knowledge of relevant employment laws and regulations.
Proficiency in Microsoft Office Suite and other HRIS systems.
Ability to work independently with minimal direction.
Ability to analyze data and create reports.
Demonstrated problem-solving skills.
Experience in recruiting, interviewing and selection processes.
Ability to build relationships with candidates and hiring managers.
Knowledge of job postings, job boards, and social media recruitment strategies.
Excellent organizational skills and attention to detail.
Ability to maintain accurate records and documentation.

Recruiting Generalists play a crucial role in the success of any organization; they are responsible for finding, hiring and onboarding qualified individuals to fill positions within the organization. To be successful in this role, there are certain skills that are essential. The most important skill to have is excellent communication skills.

This includes being able to effectively listen and articulate ideas, as well as being able to effectively ask questions and assess potential employees. the ability to build relationships with candidates and having the ability to network is also important for success in this role. Finally, having a working knowledge of laws and regulations related to hiring practices is also necessary.

These skills are essential for recruiting generalists to effectively source and recruit top talent for an organization and ensure legal compliance with hiring procedures.

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Frequent Interview Questions

What experience do you have in recruiting?
How do you stay organized and prioritize tasks?
What strategies do you use to identify top talent?
How do you build relationships with hiring managers and candidates?
How do you evaluate job descriptions to identify the best fit for a role?
What challenges have you faced when recruiting for hard-to-fill positions?
Describe a time when you had to deliver a difficult message to a hiring manager or candidate.
What techniques do you use to source passive candidates?
How have you incorporated technology into your recruiting process?
How do you ensure compliance with state and federal labor laws when recruiting?

Common Tools in Industry

LinkedIn Recruiter. A platform used to search and reach out to potential candidates, with advanced filtering and messaging capabilities. (e. g. Send a message directly to a candidates LinkedIn inbox)
Applicant Tracking System (ATS). A web-based software that streamlines the recruitment process, allowing employers to store, track and manage job applications. (e. g. Automatically track an applicants progress from initial inquiry to offer acceptance)
Networking. Reaching out to contacts, both personal and professional, to find qualified talent. (e. g. Ask a colleague for referrals to individuals in their network)
Job Boards. Websites that allow employers to post job openings and job seekers to find available positions. (e. g. Post a job description on Monster. com)
Employee Referral Program. A program where current employees can refer qualified candidates for open positions. (e. g. Offer incentives such as bonuses or additional vacation days for successful referrals)
Assessment Tests. Tests that measure a job candidates skills, knowledge, and abilities related to a specific job or role. (e. g. Administer a personality or aptitude test to evaluate a candidates qualifications)
Background Checks. Verifying the accuracy of a candidates work history, education, and criminal record. (e. g. Run a criminal record check to ensure the candidate does not have any disqualifying convictions)

Professional Organizations to Know

Society for Human Resource Management (SHRM)
Institute of Recruitment Professionals (IRP)
Association of Talent Acquisition Professionals (ATAP)
National Association of Colleges and Employers (NACE)
Human Resources Management Association (HRMA)
International Association of Recruiters (IAR)
National Association of Personnel Services (NAPS)
American Staffing Association (ASA)
International Association for Human Resource Information Management (IHRIM)
National Human Resources Association (NHRA)

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Common Important Terms

Employment Branding. A strategy used by businesses to increase the appeal of their company to potential job candidates. It typically involves promoting the company's culture and values, as well as highlighting the benefits of working there, such as competitive salaries, excellent work-life balance, and other perks.
Job Posting. The process of advertising a job opening to potential candidates. Job postings are often done through online job boards, newspapers, or even social media, and typically include a description of the role and requirements for applicants.
Recruitment Process Outsourcing (RPO). A type of outsourcing model in which a company hires an external agency to manage the entire recruitment process, from sourcing and screening candidates to on-boarding and training new hires.
Applicant Tracking System (ATS). A software system designed to streamline the recruitment process. It automates tasks such as sorting and tracking applications, scheduling interviews, and storing relevant documents.
Pre-Employment Screening. A type of background check conducted to verify the accuracy of an applicant's information and assess their suitability for a role. Pre-employment screening typically includes criminal background checks, credit checks, references, and drug tests.

Frequently Asked Questions

What qualifications are required to become a Recruiting Generalist?

Generally, a Recruiting Generalist should have a bachelor's degree in Human Resources, Business Administration, or a related field and at least 3 years of experience in the recruitment or HR field.

What duties and responsibilities does a Recruiting Generalist typically have?

A Recruiting Generalist is responsible for managing the full recruitment process, from sourcing and screening candidates to onboarding and orientation. This includes posting job openings, conducting interviews, evaluating resumes, creating offer letters and negotiating salaries.

What skills are essential for a Recruiting Generalist?

A Recruiting Generalist should have strong communication, interpersonal, organizational, and problem-solving skills. Additionally, they should be familiar with various recruitment techniques and employment laws.

What technology do Recruiting Generalists need to be familiar with?

Recruiting Generalists should be proficient in the use of applicant tracking systems (ATS), as well as other recruiting software such as CRMs and HRIS. They should also have a good understanding of online job boards and social media platforms for recruiting purposes.