How to hire an employment recruiter

How to hire an employment recruiter, step by step

Here's a step-by-step employment recruiter hiring guide:

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

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1. Identify your hiring needs

   Before you post your employment 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 an employment 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

   An employment recruiter's background is also an important factor in determining whether they'll be a good fit for the position. For example, employment 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.

   Here's a comparison of employment recruiter salaries for various roles:

   Type of Employment Recruiter	Description	Hourly rate
   Employment 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	$14-41
   Staffing Consultant	A staffing consultant develops and maintains the accounts of clients through outside and inside organizational activities. Staffing consultants induct, assess, and monitor the job applicants preparing them for their assignments... Show more	$12-31
   Staffing Coordinator	A staffing coordinator is responsible for assisting the staffing needs of an organization, organizing the hiring process, and monitoring the working schedule of staff to ensure smooth operations. Staffing coordinators often coordinate with recruiting agencies for staffing solutions to fill roles and process onboarding... Show more	$14-29

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Human Resources
   • Background Checks
   • Applicant Tracking Systems
   • Recruitment Strategies
   • Career Fairs
   • ATS
   • Open Positions
   • Ofccp
   • Selection Process
   • Recruitment Process
   • Drug Screens
   • Business Relationships
   • Interview Applicants
   • I-9

   Check all skills

   Responsibilities:

   • Manage social media communication with job boards and ATS system (i.e.
   • Manage and supervise work of recruiting coordinators as appropriate.
   • Advise the management team regarding hiring decisions and EEO practices.
   • Administer internal and external job posting process in compliance with AAP and EEO guidelines.
   • Hired/Mentored/Manage recruiters and recruiting coordinators.
   • Monitor status of job posting software, PeopleSoft.

   More employment recruiter duties

3. Make a budget

   Including a salary range in the employment recruiter job description is a good way to get more applicants. An employment recruiter salary can be affected by several factors, such as the location of the job, the level of experience, education, certifications, and the employer's prestige.

   For example, the average salary for an employment recruiter in Nebraska may be lower than in California, and an entry-level engineer typically earns less than a senior-level employment recruiter. Additionally, an employment recruiter with lots of experience in the field may command a higher salary as a result.

   Average employment recruiter salary

   $50,951yearly

   $24.50 hourly rate

   ---

   Entry-level employment recruiter salary

   $30,000 yearly salary

   Updated December 14, 2025

   Average employment recruiter salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$69,388	$33
   2	Washington	$66,869	$32
   3	District of Columbia	$65,351	$31
   4	New Jersey	$64,620	$31
   5	New York	$58,677	$28
   6	Texas	$58,090	$28
   7	Hawaii	$54,445	$26
   8	Illinois	$54,175	$26
   9	Maryland	$53,493	$26
   10	Nevada	$52,434	$25
   11	Pennsylvania	$52,100	$25
   12	Wisconsin	$48,536	$23
   13	Georgia	$47,744	$23
   14	Colorado	$46,442	$22
   15	Arizona	$46,132	$22
   16	Missouri	$44,656	$21
   17	North Carolina	$44,601	$21
   18	Indiana	$43,364	$21
   19	Florida	$36,875	$18

   Average employment recruiter salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Prudential Bank	$79,265	$38.11
   2	Pinnacle Technical Resources	$61,812	$29.72
   3	Raytheon Technologies	$57,880	$27.83	2
   4	HMSA	$56,601	$27.21
   5	University of California-Berkeley	$54,775	$26.33
   6	CP Language Institute	$54,708	$26.30
   7	Good Shepherd Communities	$53,733	$25.83
   8	Marquis Companies	$53,382	$25.66
   9	Texas Children's Hospital	$52,691	$25.33	1
   10	Northside Hospital	$50,418	$24.24
   11	Westcare Health Corporation	$49,823	$23.95
   12	CB Richard Ellis Memphis LLC	$49,823	$23.95
   13	CBRE Group	$49,525	$23.81	56
   14	Discount Tire	$42,664	$20.51
   15	Caesars Entertainment	$39,017	$18.76	3

4. Writing an employment recruiter job description

   A job description for an employment recruiter role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's an employment recruiter job description:

   Employment recruiter job description example

   
   85577
   
   Posted
   
   08-Sep-2022
   
   Service line
   
   GWS Segment
   
   Role type
   
   Full-time
   
   Areas of Interest
   
   People/Human Resources
   
   Location(s)
   
   Austin - Texas - United States of America, Dallas - Texas - United States of America, Mountain View - California - United States of America, Phoenix - Arizona - United States of America
   
   **JOB SUMMARY**
   
   Provides recruitment, selection, placement support and direction to assigned client groups. Ensures adequate diverse pool of qualified candidates to meet client needs. Consults with managers to develop recruiting plans and programs to achieve business goals.
   
   **ESSENTIAL DUTIES AND RESPONSIBILITIES**
   
   Maintains effective working relationships with all levels of company management to ensure staffing coverage of human resource needs.
   
   Develops and implements, under general supervision, recruiting/sourcing strategies and processes to support the hiring and business needs of the corporation.
   
   Recommends qualified candidates to hiring managers and HR Generalists for regular professional and administrative/support positions after interviewing candidates and assessing strength of qualifications against job requirements. May extend job offer and negotiate terms.
   
   Monitors staffing processes to ensure regulatory compliance. Supports internal job posting and transfers program. Coordinates the implementation of recruitment advertising.
   
   Recommends process enhancements based on analysis of quarterly staffing summary reports.
   
   Verifies pre-employment hiring documentation and reviews hiring decision. Evaluates and adjudicates pre-employment background checks.
   
   Counsels and trains managers and employees on staffing processes, regulatory compliance and career planning.
   
   Develops, updates and administers programs (e.g. Internships and Career Day).
   
   Identifies and develops sources for qualified candidates by establishing relationships with placement agencies, colleges, universities, technical schools, diversity community agencies, etc.
   
   Performs other duties as assigned.
   
   **SUPERVISORY RESPONSIBILITIES**
   
   No formal supervisory responsibilities in this position. Provides informal assistance such as technical guidance,\ and/or training to co-workers. May coordinate and assign tasks to co-workers within a work unit and/or project.
   
   **QUALIFICATIONS**
   
   To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required.
   
   Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
   
   **EDUCATION and EXPERIENCE**
   
   Bachelor's degree (BA/BS) from 4-year college or university in human resources or related field or comparable combination of education and experience. Minimum of 2 years staffing or recruiting experience required.
   
   **CERTIFICATES and/or LICENSES**
   
   None
   
   **COMMUNICATION SKILLS**
   
   Excellent written and verbal communication skills. Strong organizational and analytical skills. Ability to provide efficient, timely, reliable and courteous service to customers. Ability to effectively present information.
   
   **FINANCIAL KNOWLEDGE**
   
   Ability to calculate intermediate figures such as percentages, salaries and commissions.
   
   **REASONING ABILITY**
   
   Ability to solve problems involving several options. Under supervision and with latitude for actions and decisions, has responsibility for most aspects of projects that are broad in nature and that may require originality and/or ingenuity. Ability to apply sound judgment and a high level of analytical skills when calibrating candidates to target positions.
   
   **OTHER SKILLS and ABILITIES**
   
   Understanding of specific HR concepts with emphasis on staffing processes, internal HR policies, employment law and interviewing techniques or equivalent demonstrated skills and abilities. Demonstrated personal computer skills using Microsoft Office, Internet software, and human resources information system (HRIS) and applicant tracking system (ATS) applications. Basic knowledge of basic human resource functions such as compensation, benefits, employee/labor relations, training and development.
   
   **SCOPE OF RESPONSIBILITY**
   
   Decisions made with understanding of procedures and company policies to achieve set results and deadlines. Responsible for setting own project deadlines. Errors in judgment may cause short-term impact to co-workers and supervisor.
   
   CBRE is an equal opportunity/affirmative action employer with a long-standing commitment to providing equal employment opportunity to all qualified applicants regardless of race, color, religion, national origin, sex, sexual orientation, gender identity, pregnancy, age, citizenship, marital status, disability, veteran status, political belief, or any other basis protected by applicable law.
   
   NOTE: Some, but not all, of our positions may have an additional requirement to comply with COVID-19 health and safety protocols, including COVID-19 vaccination proof and/or rigorous testing. If you have questions about the requirement(s) for this position, please inform your Recruiter.
   
   CBRE, Inc. is an Equal Opportunity and Affirmative Action Employer (Women/Minorities/Persons with Disabilities/US Veterans)

   Copy this example

   

5. Post your job

   To find the right employment 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 employment recruiters they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit employment 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 employment recruiter job on Zippia to find and recruit employment 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 employment 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.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete 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 employment recruiter

   Once you've decided on a perfect employment recruiter candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your agreement with a contract.

   It's equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   After that, you can create an onboarding schedule for a new employment recruiter. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are created.

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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