What does an employment consultant do?

A senior technical recruiter is an individual who is responsible for identifying and hiring top talent candidates to work for a company. Senior technical recruiters must work closely with hiring managers to ensure that the right talents are being recruited and keep track of the hiring cycle's goals, metrics, and performance. They craft and personalized recruiting emails to attract passive candidates with job openings and compose job offer letters for the newly hired employees. They also submit resumes to management and conduct interviews of the candidates.

These skill sets are where the common ground ends though. The responsibilities of an employment consultant are more likely to require skills like "human resources," "rehabilitation," "project management," and "powerpoint." On the other hand, a job as a senior technical recruiter requires skills like "applicant tracking systems," "hr," "internal database," and "cold calls." As you can see, what employees do in each career varies considerably.

A human resources supervisor is an individual responsible for developing and administering human resources programs so that the company can achieve efficient operations. Human resources supervisors coordinate all stages of the hiring process, such as checking all candidates' backgrounds, conducting interviews, and drug screening. They address conflicts among employees, investigate employee problems, and work with management to administer employee discipline or corrective action. The human resources supervisor also develops training and development programs for their salaried employees.

Each career also uses different skills, according to real employment consultant resumes. While employment consultant responsibilities can utilize skills like "human resources," "rehabilitation," "project management," and "payroll," human resources supervisors use skills like "customer service," "state laws," "payroll processing," and "personnel actions."

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. They act as guides to applicants throughout the whole application process. Upon successful screening and interviewing of applicants, recruiters then guide them through the employment process, usually endorsing them to medical exams and other pre-employment requirements needed. At times, recruiters are responsible for providing job offers to applicants. Recruiters should have a good judge of character, decision-making skills, and interpersonal skills.

The required skills of the two careers differ considerably. For example, employment consultants are more likely to have skills like "rehabilitation," "project management," "employment services," and "developmental disabilities." But a recruiter is more likely to have skills like "applicant tracking systems," "customer service," "linkedin," and "healthcare."

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. There are several qualifications to become a technical recruiter that include excellent communication skills, proficiency with MS Office, and experience in using customer relationship management software.

Even though a few skill sets overlap between employment consultants and technical recruiters, there are some differences that are important to note. For one, an employment consultant might have more use for skills like "human resources," "rehabilitation," "project management," and "powerpoint." Meanwhile, some responsibilities of technical recruiters require skills like "applicant tracking systems," "customer service," "hr," and "reference checks. "