What does an employment coordinator do?

A human resources specialist is responsible for assisting in the recruitment and staffing process. Duties of a human resources specialist include updating the requirements and qualifications of a job post, handling employees' inquiries regarding compensation and benefits, maintaining employees' records, updating the status of new joiners, tracking performance reviews, and generating reports as business requires. A human resource specialist must be detail-oriented, as well as excellent in organizational and communication skills. Additionally, a human resource specialist must have a broad knowledge of the recruitment process and structure.

These skill sets are where the common ground ends though. The responsibilities of an employment coordinator are more likely to require skills like "hr," "payroll," "rehabilitation," and "social work." On the other hand, a job as a human resource specialist requires skills like "data entry," "oversight," "life insurance," and "human resources policies." As you can see, what employees do in each career varies considerably.

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.

In addition to the difference in salary, there are some other key differences worth noting. For example, employment coordinator responsibilities are more likely to require skills like "hr," "rehabilitation," "social work," and "community resources." Meanwhile, a recruiter has duties that require skills in areas such as "customer service," "human resources," "linkedin," and "healthcare." These differences highlight just how different the day-to-day in each role looks.

A human resources administrative assistant is responsible for performing administrative tasks such as gathering and processing necessary documentation, preparing timely reports and evaluations, arranging schedules, maintaining and monitoring record databases, and responding to inquiries. Aside from assisting human resource officers in their tasks, they can also lend a hand in screening and training new workforce members. Furthermore, because a human resources administrative assistant holds the employee database, they need to coordinate with other departments and employees to ensure that everyone receives what is needed.

There are many key differences between these two careers, including some of the skills required to perform responsibilities within each role. For example, an employment coordinator is likely to be skilled in "hr," "payroll," "rehabilitation," and "social work," while a typical human resources administrative assistant is skilled in "customer service," "data entry," "powerpoint," and "administrative tasks."

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.