Corporate RecruiterJob Description, Salary, Career Path, and Trends

Sample job description #1

Job duties

• Source qualified candidates by developing recruitment strategies to achieve and maintain required staffing levels
• Develop relationships with department managers to understand needs and culture of each department and each position
• Conduct interviews for positions throughout the company to determine the suitability of applicants for employment
• Extend employment offers and complete all pre-employment screening. Follow through on the background check process to completion
• Directs the efforts of employment agencies and search firms for qualified candidates

Qualifications and requirements

• Bachelor’s Degree
• Previous experience recruiting for positions at various levels within an organization
• Must be reliable, responsible, dependable and always act in a professional manner, showing the utmost level of integrity
• Detail oriented and thorough in completing work tasks
• Exhibit “team player” attitude at all times in working with employees/departments throughout the company. Support a “can do” attitude
• Comply with all company policies
• Effective verbal and written communication skills

Physical demands

• Regularly required to sit, stand, walk, and occasionally bend and move about the facility
• Infrequent light physical effort required
• Occasional lifting under 10 lbs
• Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions

Sample job description #2

Essential duties and responsibilities

• Full cycle corporate recruitment (i.e. sourcing, screening, extending offer, and onboarding qualified candidates)
• Develop and manage working relationships with Hiring Managers through consultation and appropriate communication
• Build credibility and rapport with Hiring Managers by understanding and researching market trends and data for each specific position as it pertains to the department or location
• Act as a subject matter expert on Workday Processes and Procedures as they relate to Recruiting
• Partner with key business leaders, candidates, and the Talent Team in the development of staffing strategies for current and future corporate staffing needs
• Actively participate in regular meetings to review recruiting strategies, challenges, and initiatives
• Create and Manage job descriptions for assigned requisitions
• Act as point of contact for Vendor Relationships, Job Posting Sites, Staffing Agency Contracts, etc.

Qualifications

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required:

• Proven track record of building strong, mutually respectful relationships with business leaders
• Able to communicate well at all levels, adapting communication to suit the receiver
• Excellent customer service skills
• Able to give and receive feedback appropriately
• Proven ability to maintain confidentiality
• Able to influence others without formal authority
• Knowledge of state and federal employment law

Education and experience

• Associate degree in Business, Human Resources, or related discipline OR Equivalent experience is required
• Minimum 1-3 years of Recruiting experience
• Corporate recruiting experience is preferred
• PHR/SPHR Certification (or similar) is a plus

Sample job description #3

Responsible for the execution of assigned searches. Execution activities will include screening resumes, conducting interviews with potential candidates, communicating with hiring managers throughout the search process, conducting reference checks, and maintaining the database.

Essential functions

• Manage candidate development and candidate flow for each assigned search. Conduct research and sourcing to actively recruit candidates as necessary. Screen resumes for each open position. Determine relevance of experience to position criteria. Conduct phone screen interviews with candidates to further determine appropriate fit. Conduct in-person interviews with potential candidates
• Manage research and search strategy development for each open position. This will include building a target list, posting on appropriate web sites, identifying potential sourcing resources such as professional associations or consulting firms
• Manage candidates through the company search process, ensuring that necessary paperwork is filled out completely, and that candidates and hiring managers are kept updated on the process
• Manage communication with hiring managers through the search process on candidate flow and status of candidates through the search
• Conduct reference checking for final candidates; prepare reference reports
• Maintain the recruitment/staffing database throughout the process: populate the database with potential candidates and networking resources for company Stores on an ongoing basis; keep electronic search files maintained
• Conduct additional research projects to support company’s recruitment strategy as necessary
• Position will perform other job duties and projects as assigned

Competencies

• Adaptability
• Initiative
• Communication
• Integrity
• Influence
• Planning and Organizing
• Networking
• Listening
• Customer Service

Qualifications and special skills required

• Bachelor’s degree required
• Minimum of 3 years of recruiting experience
• Strong verbal and written communication skills (both oral and written)
• Ability to set priorities and exercise independent judgment
• Ability to work well under the pressure of deadlines
• Ability to analyze data
• Ability to conduct interviews and reference checks, and work effectively with hiring managers and candidates
• Ability to work in a fast paced multi-task office atmosphere
• Maintain confidentiality of all reports and salary information

Sample interview questions

• Would you consider yourself a “people person?”
• Do you have the ability to create and execute your own schedule?
• Do you have confidence in your ability to determine someone’s viability for the company?
• Can we rely on you to bring in applicants when needed? 
• As a corporate recruiter, what is one problem you have faced and how did you go about solving this problem?
• Are you able to identify problematic people and ensure that these people are not recruited?