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Job outlook for corporate human resources recruiters in the United States
Corporate human resources recruiter job growth summary. After extensive research, interviews, and analysis, Zippia's data science team found that:
The projected corporate human resources recruiter job growth rate is 8% from 2018-2028.
About 58,800 new jobs for corporate human resources recruiters are projected over the next decade.
Corporate human resources recruiter salaries have increased 7% for corporate human resources recruiters in the last 5 years.
There are over 132,975 corporate human resources recruiters currently employed in the United States.
There are 78,392 active corporate human resources recruiter job openings in the US.
The average corporate human resources recruiter salary is $51,790.
Are corporate human resources recruiter jobs in demand?
Corporate human resources recruiter job and salary trends over time
Corporate human resources recruiter jobs over time
Corporate human resources recruiter job growth rate over time
| Year | # of jobs | % of population |
|---|---|---|
| 2021 | 132,975 | 0.04% |
| 2020 | 116,278 | 0.03% |
| 2019 | 113,627 | 0.03% |
| 2018 | 106,582 | 0.03% |
| 2017 | 99,431 | 0.03% |
Average corporate human resources recruiter salary over time
Corporate human resources recruiter salary by year
| Year | Avg. salary | Hourly rate | % Change |
|---|---|---|---|
| 2025 | $51,790 | $24.90 | +2.5% |
| 2024 | $50,510 | $24.28 | +1.7% |
| 2023 | $49,661 | $23.88 | +0.9% |
| 2022 | $49,229 | $23.67 | +2.0% |
| 2021 | $48,275 | $23.21 | +1.4% |
Corporate human resources recruiter jobs by state
Most common states for corporate human resources recruiters
| Rank | State | Population | # of jobs | Employment/ 1000ppl |
|---|---|---|---|---|
| 1 | District of Columbia | 693,972 | 332 | 48% |
| 2 | Delaware | 961,939 | 169 | 18% |
| 3 | Massachusetts | 6,859,819 | 1,181 | 17% |
| 4 | New Hampshire | 1,342,795 | 187 | 14% |
| 5 | Vermont | 623,657 | 89 | 14% |
| 6 | Washington | 7,405,743 | 995 | 13% |
| 7 | Oregon | 4,142,776 | 545 | 13% |
| 8 | North Dakota | 755,393 | 97 | 13% |
| 9 | Colorado | 5,607,154 | 682 | 12% |
| 10 | Minnesota | 5,576,606 | 679 | 12% |
| 11 | Montana | 1,050,493 | 125 | 12% |
| 12 | Alaska | 739,795 | 91 | 12% |
| 13 | Illinois | 12,802,023 | 1,462 | 11% |
| 14 | Virginia | 8,470,020 | 931 | 11% |
| 15 | Utah | 3,101,833 | 330 | 11% |
| 16 | Nebraska | 1,920,076 | 208 | 11% |
| 17 | Rhode Island | 1,059,639 | 115 | 11% |
| 18 | Wyoming | 579,315 | 62 | 11% |
| 19 | California | 39,536,653 | 3,889 | 10% |
| 20 | Maryland | 6,052,177 | 576 | 10% |
Corporate Human Resources Recruiter job outlook: Expert opinions
Our panel of corporate human resources recruiter experts
Indiana University Southeast
Neumann University
Washington State University- Vancouver
Land O Lakes
Grand Valley State University
University of Idaho
Muhlenberg College
LIU-Brooklyn
The Pennsylvania State University
Emmaus Homes
East Tennessee State University
DePaul University
HRCI
Dr. Gregory Kordsmeier
Director, Institute for Learning and TeachingIndiana University Southeast
Sociology
What Corporate Human Resources Recruiter skills would you recommend for someone trying to advance their career?
Dr. Gregory Kordsmeier: Many employers are looking for the skills that sociology majors have developed over the course of their major, but many of these employers will not phrase it as looking for a sociology major. Skills like working in teams, data analysis and communication, written and oral visualization, and an ability to work with diverse populations are all prized by employers and common among sociology majors. Your job as a recent graduate is helping translate the work that you did and the skills you developed in college into terms that prospective employers can understand.
Robert Till Ph.D.
Professor EmeritusNeumann University
Management Department
What hard/technical skills are most important for Corporate Human Resources Recruiters?
Robert Till Ph.D.: Employers expect that you will be proficient in Microsoft office, plus exposure to other HR-related software is important. Another hard skill that is highlighted frequently is familiarity with the employment law: HR professionals must be aware of EEO laws, ERISA, FMLA, Fair pay, and healthcare regulations. Finally, a few graduates highlighted the importance of basic financial skills, such as budgeting, forecasting, and basic statistics.
What skills will help Corporate Human Resources Recruiters earn the most?
Robert Till Ph.D.: When considering what areas of HR offer the greatest compensation, you need to think about supply and demand. Typically, if you have quantitative or computer skills, your value increases. A simple search of HR jobs suggests that Compensation and Benefits is an area that does pay well.
The graduates felt their CIS course and their HR Courses were helpful to their success, but they would have liked exposure to HR software currently being used in the field and greater exposure to forms typically used in HR departments.
Adriana Thomas
Advisor, Internship Coordinator, InstructorWashington State University- Vancouver
Department of Human Development
What soft skills should all Corporate Human Resources Recruiters possess?
Adriana Thomas: People skills. Communication, collaboration.
Philomena Morrissey Satre
Director of Diversity Equity & Inclusion and External Strategic PartnershipsLand O Lakes
What soft skills should all Corporate Human Resources Recruiters possess?
Philomena Morrissey Satre: 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: 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.
Dan Wiljanen Ph.D.
Affiliate of Practice Professor, SHRM Student Chapter AdviserGrand Valley State University
Seidman College of Business
What hard/technical skills are most important for Corporate Human Resources Recruiters?
Dan Wiljanen Ph.D.: Knowledge of the HR Discipline
-Personnel and Human Resources - Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.
-Administration and Management - Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.
-Law and Government - Knowledge of laws, government regulations, and executive orders.
-Education and Training - Knowledge of principles and methods for training design, implementation, and evaluation.
Technology Skills
-Enterprise resource planning ERP software
-Human resources software - Human Resource Information Systems (HRIS)
-Office suite software
-Project management software
-Web page creation and editing software
-Word processing software
Daniel Eveleth Ph.D.
Professor of Management and Human ResourcesUniversity of Idaho
Department of Business
What skills stand out on Corporate Human Resources Recruiter resumes?
Daniel Eveleth Ph.D.: Given this emphasis on the candidate, employee, and manager experiences, what skills are needed:
-Empathy skill - able to look at "our processes" through the eyes of the candidate, employee, manager. It is their journey, not our process.
-Relationship building - given the demand for talent, we often need to play the long game; rather than posting a job announcement and praying for applications to "process," we may need to develop connections with passive job seekers, for example, who may not be ready to apply; we need to think about how we reject candidates so that they pass on positive word of mouth to others and possibly reply/apply when a better fit appears. We may need to develop our relationships with hiring managers to help them make quicker hiring decisions, help them avoid biases when interviewing, learn more from them about their talent needs and preferences.
-Ability and willingness to search for talent. There are excellent job seekers who don't know your organization exists or that you have a culture, positions, etc., that would be a good fit. This is particularly critical for helping a company meet its DEI goals.
-Interpersonal communication skills:
-Job candidates prefer recruiters who are both warm/approachable and knowledgeable about the jobs and the company.
-Hiring managers and other business partners often have varying degrees of experience with recruiting, selection, onboarding, development practices and have unique needs and often unique personalities, work styles, etc. Communication with them is critical and sometimes includes having challenging conversations.
-Tools-oriented skills:
-Data analysis skills
-Journey/Experience mapping
-Data visualization (e.g., Tableau)
-Knowledge of applicant tracking systems
-Success using social media to engage followers (e.g., managed a fraternity's social media sites to engage alumni)
-Familiarity with managing conversations via remote technology.
-Interest in the company/industry.
Ryan Smolko
Associate Director, Career CenterMuhlenberg College
The Career Center at Muhlenberg College
What are the biggest trends we'll see in the Corporate Human Resources Recruiter job market given the pandemic?
Ryan Smolko: Overnight, employers have had to innovate the way in which they do their work. Even when it is safe for employees to return to their offices, a level of flexibility will almost certainly be a staple going forward. Productivity is measured by work done- not hours at a desk. Those employers who remain rigid will find retaining top talent challenging. Along those lines employees will have the ability to live almost anywhere while still building a successful career.
What technical skills for a Corporate Human Resources Recruiter stand out to employers?
Ryan Smolko: 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's a good job out of college for Corporate Human Resources Recruiters?
Ryan Smolko: A good job out of college is one that integrates a students skillset with their larger value system. Students can see every job available with a click of a button so employers are doing a lot around showing their culture, mission and social responsibility in very genuine ways.
Will there be an enduring impact of the coronavirus pandemic on Corporate Human Resources Recruiters?
Herbert Sherman Ph.D.: The coronavirus has changed the way in which people work as well as the type of work that people will be performing by accelerating the use of technology to facilitate more employees working in a virtual setting and therein reducing the need for traditional office space or even shared workspace. Graduates with a degree in human resource management will need to not only be comfortable working remotely in a non-office environment but need to truly find a balance between work demands (which are now 24/7) and the ability to lose oneself within the comforts of one's home surroundings. Work-life balance will not only be of the utmost import for employees but for HR professionals as well.
Secondly, HR graduates, even if working in a traditional office setting, will be expected to be well versed in the use of HR analytics and HRIS packages (i.e. UKG Pro, TriNet, BambooHR, UKG Ready, Workday Human Capital Management, Ceridian Dayforce, Oracle Cloud HCM, ADP Workforce Now, Oracle PeopleSoft HCM, Paychex Flex, and Zenefits) which integrate HR functions including job analysis and job design, recruitment and selection of employees, training and development, performance management, compensation and benefits, and employee retention. HR graduates should also be quite comfortable using computer hardware and software that facilitate virtual meetings and conferences - in person job interviews may become the thing of the past and replaced with Zoom, Google Hangouts, Cisco Webex Meetings and even Skype or WhatsApp.
What skills stand out on Corporate Human Resources Recruiter resumes?
Elaine Farndale Ph.D.: An ability to be flexible and adaptable has to be a number one priority for most positions, particularly HR. This might be related to geographic flexibility, i.e., being willing to go where skills are needed, or flexibility of working hours or place of work (in an office or working from home). We have learned a lot about the advantages (e.g., reduced office space, meeting, and travel costs) and disadvantages (e.g., losing connections with co-workers, more complex people management, and productivity challenges) of remote working so businesses will be trying to continue to keep the advantages while removing the disadvantages once people can work on-site as well as remotely. HR professionals who can advise businesses through this balancing act will be invaluable.
Are there any particularly good places in the United States for Corporate Human Resources Recruiters to find work opportunities?
Elaine Farndale Ph.D.: The answer will lie in which states can recover from the pandemic the quickest, which is still very much unknown.
What are the biggest trends we'll see in the Corporate Human Resources Recruiter job market given the pandemic?
Tonya Courtois: Covid 19 has forced many to rethink and reevaluate the status quo. Remote work has always been a topic of consideration for many but the pandemic pushed it into high gear for both employers and potential employees. More employers are going to be looking for individuals who are open to remote work. This brings its own set of new considerations. As an employer you are looking for individuals who are able to manage themselves and their time. Are they tech-savvy, adaptable, innovative, organized and self-aware? How will we manage accountability and production? For potential employees, they want to know how they will learn the role, how personal will it feel, will there be any disconnect, and how to balance work and home life.
Recruiters will have to think outside of the box to hire and onboard individuals. However, it doesn't stop there. Recruiters now have to be more accommodating, educated on the culture of the organization, and find that personal touch that allows the candidate to feel connected to the mission of the organization. They have to paint that picture of the company as a whole. They will have to be the expert, the coach, the teacher, the face of the organization.
What skills stand out on Corporate Human Resources Recruiter resumes?
Tonya Courtois: 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 general advice would you give to a Corporate Human Resources Recruiter?
Dr. James Lampley: Be willing to go where the jobs are. Many of our graduates are "place-bound". Their family obligations or spouses make it difficult to relocate.
What are the biggest trends we'll see in the Corporate Human Resources Recruiter job market given the pandemic?
Dr. James Lampley: Online delivery. Before the pandemic, we were already seeing a trend to more online programs. After we return to "normal" we will see online courses and online programs expand exponentially.
What Corporate Human Resources Recruiter skills would you recommend for someone trying to advance their career?
Dr. James Lampley: I would encourage a graduate or graduate student to use the gap year experience to learn a new marketable skill or to work with under-served groups. Learn how to do something that not a lot of people can do.
What Corporate Human Resources Recruiter skills would you recommend for someone trying to advance their career?
Dr. Martha Martinez- Firestone Ph.D.: 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.
Are there any particularly good places in the United States for Corporate Human Resources Recruiters to find work opportunities?
Dr. Amy Dufrane: Attractive locations for graduates to work are larger cities with manufacturing and service-driven economies using shared resources and supply chains with technological and virtual service delivery. However, as more companies have relaxed their remote work policies, where someone lives is becoming less and less important. What is becoming more important to graduates are the certifications and learning experiences that will differentiate them from others seeking employment.