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Corporate human resources recruiter skills for your resume and career

Updated January 8, 2025
5 min read
Quoted experts
Tonya Courtois,
Dr. Martha Martinez- Firestone Ph.D.
Below we've compiled a list of the most critical corporate human resources recruiter skills. We ranked the top skills for corporate human resources recruiters based on the percentage of resumes they appeared on. For example, 11.3% of corporate human resources recruiter resumes contained applicant tracking systems as a skill. Continue reading to find out what skills a corporate human resources recruiter needs to be successful in the workplace.

15 corporate human resources recruiter skills for your resume and career

1. Applicant Tracking Systems

Here's how corporate human resources recruiters use applicant tracking systems:
  • Researched Applicant Tracking Systems according to company needs and on boarded company's chosen system.
  • Develop recruiting strategies designed to identify qualified candidates utilizing tools such as internal applicant tracking systems and social networking.

2. Background Checks

Here's how corporate human resources recruiters use background checks:
  • Processed all new hire paperwork including drug screens, referrals, and background checks prior to start of employment.
  • Processed new hire paperwork, background checks via A-Check, I9 verification via E-Verify.

3. Human Resources

Human resources is a set of people in a business or a corporation that are designated to locate, interview, and recruit new employees into the company. They are also responsible to maintain the integrity of the employees and help them sort their problems out. They try to introduce and manage employee-benefit programs.

Here's how corporate human resources recruiters use human resources:
  • Developed and created executive recruiting pipeline report for managing director of human resources.
  • Collaborate with Human Resources Director to impact retention and employee satisfaction.

4. Career Fairs

Here's how corporate human resources recruiters use career fairs:
  • Coordinated and implemented college recruiting initiatives and increased college awareness of the company before and after career fairs.
  • Participated in corporate-sponsored career fairs and represent Nike at outside recruiting events.

5. Recruitment Process

Here's how corporate human resources recruiters use recruitment process:
  • Streamlined recruitment and on-boarding processes including training hiring managers and others involved in the recruitment process.
  • Manage and Train a team of 10 on full recruitment process, and how to be resourceful.

6. HRIS

Here's how corporate human resources recruiters use hris:
  • Prepared staffing statistics using LAWSON HRIS for business line management and VP of HR.
  • Maintained HRIS system and updated Paychex benefits management system.

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7. Linkedin

Here's how corporate human resources recruiters use linkedin:
  • Managed advertising vendors/associations and online resources (LinkedIn) to recruit from multiple talent sources w/ an emphasis on university/veteran/disability campaigns.
  • Conducted passive recruiting through social media websites including LinkedIn, Facebook, and various member/chapter associations at colleges and universities.

8. Reference Checks

Here's how corporate human resources recruiters use reference checks:
  • Arranged for and performed phone and in-person interviews as well as reference checks.
  • Provide applications to qualified candidates, perform reference checks and verify job-necessary credentials such as security clearances, education and certifications.

9. Source Candidates

Here's how corporate human resources recruiters use source candidates:
  • Source candidates through a variety of methods including company internal/external website, social media networking, specific niche groups/affiliations and referrals.
  • Source candidates for corporate-wide professional and general labor positions in manufacturing, logistics and engineering and other areas as assigned.

10. ICIMS

Here's how corporate human resources recruiters use icims:
  • Maintain information within ICIMS including but not limited to job posting templates, requisition and candidate status.
  • Facilitated training to US & field staff on TA processes, ICIMS and Google Drive.

11. Recruitment Efforts

Here's how corporate human resources recruiters use recruitment efforts:
  • Handled all recruitment efforts for company including full lifecycle recruitment of executive to non-exempt staff.
  • Facilitated and led recruitment efforts by developing relationships in the community and representing the organization and various events and job fairs.

12. Open Positions

Open positions may refer to a potential investment trade, where the trade has been established and recognized but has not yet closed. This is common for many investors holding a great deal of stock but have not yet sold those shares; however, there is considerable risk in holding multiple open positions given the market fluctuation.

Here's how corporate human resources recruiters use open positions:
  • Manage full-cycle recruiting and recruitment strategy for open positions in multiple branches/locations on a national scale.
  • Performed as the key driver in the development of interview plans for each open position.

13. Quality Candidates

Here's how corporate human resources recruiters use quality candidates:
  • Source companies seeking quality candidates within the hospitality industry while uncovering their specific needs and negotiating/securing contract with Hospitality Pro Search.
  • Established reputation as key member of team, coordinating internal and external job positing, reviewing applicants and recommending quality candidates.

14. Phone Screens

A phone screen refers to the stage of the recruiting process that occurs after narrowing the applicant pool through candidate's resumes and before they are asked for a face-to-face interview. Phone screenings are typically conducted over a call from a recruiter or talent acquisition team coordinator at a company to assess the applicant's suitability for a specific position and discuss basic qualifications and information about a job. This is usually a short call that lasts between 15 and 30 minutes. Phone screens can also be useful for employers to get a picture of realistic market expectations from applicants for a specific job.

Here's how corporate human resources recruiters use phone screens:
  • Performed in-depth screening of candidates with detailed phone screens, evaluating candidate's compatibility with specific job requirements ensuring right fit.
  • Sourced potential candidates, performed initial candidate phone screens, and evaluated candidates against specific skill requirements and organizational needs.

15. Exit Interviews

Exit interviews are meetings conducted by management representatives with employees who are separating from the company. These interviews act as a measurement scale to assess the individual's overall experience with the organization. Having a standardized procedure of exit interviews helps the company to manage risks effectively. It can increase employee retention, engagement and helps to decide what decisions are fruitful and what aren't inside the organization.

Here's how corporate human resources recruiters use exit interviews:
  • Handle employee relation counseling and exit interviews.
  • Conducted exit interviews and analyzes data and makes recommendations to the management team for corrective action and continuous improvement.
top-skills

What skills help Corporate Human Resources Recruiters find jobs?

Tell us what job you are looking for, we’ll show you what skills employers want.

What skills stand out on corporate human resources recruiter resumes?

Tonya CourtoisTonya Courtois LinkedIn profile

Recruiting Manager, Emmaus Homes

To be most attractive to us a resume should be more than just a list of a person's work history and the skills they acquired while they occupied each role. A resume that will stand out to us, is a resume that tells us how a candidate problem-solved during their tenure at each job. We are also looking for candidates who closely align with our core value system. A one size fits all resume is not a best practice. Candidates should do their homework and clearly and specifically identify past behaviors that demonstrate they share our values. Resumes should be full of well-written examples of how they added value.

What corporate human resources recruiter skills would you recommend for someone trying to advance their career?

Dr. Martha Martinez- Firestone Ph.D.Dr. Martha Martinez- Firestone Ph.D. LinkedIn profile

Associate Professor and Director of Undergraduate Program, DePaul University

I think a gap year is great to transform passions into expertise. Cultivate knowledge and networks in areas where you would eventually like to get a job. Research the industry that interests you, attend industry events, make zoom connections, and get the skills that people are talking about. If possible, volunteer in those industries to enhance your knowledge, contacts, and resume.

What technical skills for a corporate human resources recruiter stand out to employers?

Ryan SmolkoRyan Smolko LinkedIn profile

Associate Director, Career Center, Muhlenberg College

Technical skills vary by industry and the technical skills needed today are not those that will be needed five or even one year from now. Adaptability is key to staying relevant in their career both now and in the future. O*Net is a great resource for students to see technical skills commonly used in their jobs of interest.

The technical skills everyone should be continually working on are Excel/Tableau and Canva/PowerPoint. Working with large amounts of data is almost universal in today's economy regardless of industry or position. You can also have the best data in the world but if you can't present it in a dynamic way it won't be seen which is why being well versed in presentation and design tools can be a big advantage.

What soft skills should all corporate human resources recruiters possess?

Philomena Morrissey Satre

Director of Diversity Equity & Inclusion and External Strategic Partnerships, Land O Lakes

Inquisitive, ability to operate within ambiguity, strong customer service aptitude, strong cultural competency skills, agility, and adaptability to change.

What hard/technical skills are most important for corporate human resources recruiters?

Philomena Morrissey Satre

Director of Diversity Equity & Inclusion and External Strategic Partnerships, Land O Lakes

Ability to learn and work with HR Systems like payrolls systems: HRIS and Learning and Development Platforms. Can work effectively with data, understanding and applying knowledge, juggling multiple priorities, and problem-solving.
Do you want to know more?
Read more about what experts have to say about corporate human resources recruiter

List of corporate human resources recruiter skills to add to your resume

Corporate human resources recruiter skills

The most important skills for a corporate human resources recruiter resume and required skills for a corporate human resources recruiter to have include:

  • 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
  • Exit Interviews
  • DOT
  • I-9
  • Internship Program
  • In-Person Interviews
  • Interview Process
  • Monster
  • Selection Process
  • ADP
  • Drug Screens
  • Employment Agencies
  • Phone Interviews
  • PowerPoint
  • Interview Candidates
  • Benefits Administration
  • Federal Government
  • Dice
  • ATS
  • PeopleSoft
  • Market Research
  • E-Verify
  • Campus Recruitment
  • FMLA
  • Facebook
  • Business Development

Updated January 8, 2025

Zippia Research Team
Zippia Team

Editorial Staff

The Zippia Research Team has spent countless hours reviewing resumes, job postings, and government data to determine what goes into getting a job in each phase of life. Professional writers and data scientists comprise the Zippia Research Team.

Updated January 8, 2025

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