recruitment-consultant/references/tasks.md

Tasks & work activities — recruitment consultant

Source: O*NET 30.3, occupation 13-1071.00 (Human Resources Specialists).

Task statements

• [Core] Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns.
• [Core] Analyze employment-related data and prepare required reports.
• [Core] Conduct exit interviews and ensure that necessary employment termination paperwork is completed.
• [Core] Confer with management to develop or implement personnel policies or procedures.
• [Core] Contact job applicants to inform them of the status of their applications.
• [Core] Develop or implement recruiting strategies to meet current or anticipated staffing needs.
• [Core] Hire employees and process hiring-related paperwork.
• [Core] Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.
• [Core] Interpret and explain human resources policies, procedures, laws, standards, or regulations.
• [Core] Interview job applicants to obtain information on work history, training, education, or job skills.
• [Core] Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms.
• [Core] Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act (ADA).
• [Core] Perform searches for qualified job candidates, using sources such as computer databases, networking, Internet recruiting resources, media advertisements, job fairs, recruiting firms, or employee referrals.
• [Core] Prepare or maintain employment records related to events, such as hiring, termination, leaves, transfers, or promotions, using human resources management system software.
• [Core] Provide management with information or training related to interviewing, performance appraisals, counseling techniques, or documentation of performance issues.
• [Core] Review employment applications and job orders to match applicants with job requirements.
• [Core] Schedule or conduct new employee orientations.
• [Core] Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate.
• [Core] Advise management on organizing, preparing, or implementing recruiting or retention programs.
• [Supplemental] Conduct reference or background checks on job applicants.
• [Supplemental] Schedule or administer skill, intelligence, psychological, or drug tests for current or prospective employees.
• [Supplemental] Coordinate with outside staffing agencies to secure temporary employees, based on departmental needs.
• [Supplemental] Evaluate recruitment or selection criteria to ensure conformance to professional, statistical, or testing standards, recommending revisions, as needed.
• [Supplemental] Evaluate selection or testing techniques by conducting research or follow-up activities and conferring with management or supervisory personnel.
• [Supplemental] Review and evaluate applicant qualifications or eligibility for specified licensing, according to established guidelines and designated licensing codes.
• [Supplemental] Administer employee benefit plans.

Detailed work activities

• Administer compensation or benefits programs.
• Administer personnel recruitment or hiring activities.
• Advise others on business or operational matters.
• Advise others on human resources topics.
• Conduct eligibility or selection interviews.
• Coordinate personnel recruitment activities.
• Develop training materials.
• Discuss business strategies, practices, or policies with managers.
• Evaluate effectiveness of personnel policies or practices.
• Evaluate personnel practices to ensure adherence to regulations.
• Explain regulations, policies, or procedures.
• Inform individuals or organizations of status or findings.
• Interview employees, customers, or others to collect information.
• Maintain data in information systems or databases.
• Maintain records, documents, or other files.
• Perform human resources activities.
• Prepare operational reports.
• Review license or permit applications.
• Train personnel on managerial topics.
• Train personnel to enhance job skills.
• Update knowledge of legal or regulatory environments.
• Verify application data to determine program eligibility.