How to hire a corporate human resources recruiter

How to hire a corporate human resources recruiter, step by step

Here's a step-by-step corporate human resources recruiter hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a corporate human resources recruiter job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new corporate human resources recruiter
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you post your corporate human resources recruiter job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a corporate human resources recruiter for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A corporate human resources recruiter's background is also an important factor in determining whether they'll be a good fit for the position. For example, corporate human resources recruiters from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   The following list breaks down different types of corporate human resources recruiters and their corresponding salaries.

   Type of Corporate Human Resources Recruiter	Description	Hourly rate
   Corporate Human Resources Recruiter	Human resources specialists recruit, screen, interview, and place workers. They often handle other human resources work, such as those related to employee relations, compensation and benefits, and training... Show more	$16-37
   Technical Recruiter	The primary role of technical recruiters is to look for candidates who will fill the technical jobs in different areas such as engineering and information technology. Their roles and responsibilities also include devising or writing job specifications and descriptions, assessing and interviewing job candidates, and representing the company at campus events and job fairs... Show more	$21-42
   Recruiter	Recruiters are responsible for filling up vacancies in the organization. They put up job postings on the company website and other recruitment websites, screen applicants, prospective schedule candidates for interviews, conduct initial interviews, and, should candidates pass the initial interview, endorse them to hiring managers... Show more	$16-35

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Applicant Tracking Systems
   • Background Checks
   • Human Resources
   • Career Fairs
   • Recruitment Process
   • HRIS
   • Linkedin
   • Reference Checks
   • Source Candidates
   • ICIMS
   • Recruitment Efforts
   • Open Positions
   • Quality Candidates
   • Phone Screens

   Check all skills

   Responsibilities:

   • Schedule interviews with managers booking conference rooms and manage conflicting schedules and calendars.
   • Navigate HRIS and the PeopleSoft database to open and close requisitions and to on-board new employees.
   • Maintain HRIS system and update Paychex benefits management system.
   • Gain hands-on skills in gracefully promoting diversity, resolving complex payroll issues, facilitating multiple staff changes and establishing attendance guidelines.
   • Ensure compliance with all legal aspects of recruiting function, AAP, OFCCP.
   • Save various business units in recruiting costs by proposing and coordinating Skype interviews for remote and international candidates.

3. Make a budget

   Including a salary range in your corporate human resources recruiter job description is one of the best ways to attract top talent. A corporate human resources recruiter can vary based on:

   • Location. For example, corporate human resources recruiters' average salary in tennessee is 46% less than in washington.
   • Seniority. Entry-level corporate human resources recruiters 56% less than senior-level corporate human resources recruiters.
   • Certifications. A corporate human resources recruiter with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a corporate human resources recruiter's salary.

   Average corporate human resources recruiter salary

   $51,790yearly

   $24.90 hourly rate

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   Entry-level corporate human resources recruiter salary

   $34,000 yearly salary

   Updated December 20, 2025

4. Writing a corporate human resources recruiter job description

   A corporate human resources recruiter job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. To help get you started, here's an example of a corporate human resources recruiter job description:

   Corporate human resources recruiter job description example

   • Develops, facilitates, and implements all phases of the recruitment process.
   • Collaborates with department managers to identify and draft detailed and accurate job descriptions and hiring criteria.
   • Identifies and implements efficient and effective recruiting methods and strategies based on the available role, industry standards, and the needs of the organization.
   • Assists with job posting and advertisement processes.
   • Screens applications and selects qualified candidates.
   • Schedules interviews; oversees preparation of interview questions and other hiring and selection materials.
   • Assists with the interview process, attending and conducting interviews with managers, directors, and other stakeholders as needed.
   • Collaborates with the hiring manager and/or other human resource staff during the offer process, identifying and recommending salary ranges, incentives, start dates, and other pertinent details.
   • Ensures compliance with federal, state, and local employment laws and regulations, and company policies.
   • Attends and participates in job fairs and recruiting sessions.
   • Participates in job site visits and fosters a team work environment, maintains employee relations by regularly engaging with managers and employees; provides training, guidance and resolves issues, and protects company assets.
   • Ensures compliance with all applicable local state and federal employment and labor laws to minimize risk/exposure to the organization (AbilityOne program, AAP, AA/EEO and labor relations and other regulatory compliance).
   • Participates in administrative staff meetings and attends other meetings and seminars; participates on committees and special projects and seeks additional responsibilities.
   • Represents the organization as required inside and outside of the company including attendance at community and or industry events
   • Performs other duties as assigned.

   
   Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
   The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

   Copy this example

   

5. Post your job

   To find the right corporate human resources recruiter for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with corporate human resources recruiters they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit corporate human resources recruiters who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your corporate human resources recruiter job on Zippia to find and recruit corporate human resources recruiter candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit corporate human resources recruiters, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new corporate human resources recruiter

   Once you've found the corporate human resources recruiter candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   Once that's done, you can draft an onboarding schedule for the new corporate human resources recruiter. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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