Explore jobs
Find specific jobs
Explore careers
Explore professions
Best companies
Explore companies
Job outlook for employment specialists in the United States
Employment specialist job growth summary. After extensive research, interviews, and analysis, Zippia's data science team found that:
The projected employment specialist job growth rate is 8% from 2018-2028.
About 58,800 new jobs for employment specialists are projected over the next decade.
Employment specialist salaries have increased 7% for employment specialists in the last 5 years.
There are over 28,482 employment specialists currently employed in the United States.
There are 59,757 active employment specialist job openings in the US.
The average employment specialist salary is $39,530.
Are employment specialist jobs in demand?
Employment specialist job and salary trends over time
Employment specialist jobs over time
Employment specialist job growth rate over time
| Year | # of jobs | % of population |
|---|---|---|
| 2021 | 28,482 | 0.01% |
| 2020 | 25,024 | 0.01% |
| 2019 | 24,465 | 0.01% |
| 2018 | 22,946 | 0.01% |
| 2017 | 21,448 | 0.01% |
Average employment specialist salary over time
Employment specialist salary by year
| Year | Avg. salary | Hourly rate | % Change |
|---|---|---|---|
| 2026 | $39,530 | $19.00 | +2.5% |
| 2025 | $38,553 | $18.53 | +1.7% |
| 2024 | $37,905 | $18.22 | +0.9% |
| 2023 | $37,575 | $18.06 | +2.0% |
| 2022 | $36,847 | $17.71 | +1.4% |
Employment specialist jobs by state
Most common states for employment specialists
| Rank | State | Population | # of jobs | Employment/ 1000ppl |
|---|---|---|---|---|
| 1 | District of Columbia | 693,972 | 187 | 27% |
| 2 | Delaware | 961,939 | 111 | 12% |
| 3 | Massachusetts | 6,859,819 | 655 | 10% |
| 4 | Iowa | 3,145,711 | 323 | 10% |
| 5 | Nebraska | 1,920,076 | 193 | 10% |
| 6 | Vermont | 623,657 | 62 | 10% |
| 7 | Wyoming | 579,315 | 58 | 10% |
| 8 | New Hampshire | 1,342,795 | 119 | 9% |
| 9 | Montana | 1,050,493 | 90 | 9% |
| 10 | North Dakota | 755,393 | 71 | 9% |
| 11 | Alaska | 739,795 | 68 | 9% |
| 12 | Maryland | 6,052,177 | 485 | 8% |
| 13 | Minnesota | 5,576,606 | 440 | 8% |
| 14 | Georgia | 10,429,379 | 714 | 7% |
| 15 | Virginia | 8,470,020 | 563 | 7% |
| 16 | Oregon | 4,142,776 | 288 | 7% |
| 17 | Kansas | 2,913,123 | 204 | 7% |
| 18 | Hawaii | 1,427,538 | 99 | 7% |
| 19 | Maine | 1,335,907 | 91 | 7% |
| 20 | Rhode Island | 1,059,639 | 72 | 7% |
Most common cities for employment specialists
| Rank | City | # of jobs | Employment/ 1000ppl | Avg. salary |
|---|---|---|---|---|
| 1 | Branford | 3 | 11% | $39,745 |
| 2 | Pittsfield | 3 | 7% | $42,743 |
| 3 | Lancaster | 3 | 5% | $37,333 |
| 4 | Cherry Hill | 2 | 3% | $44,171 |
| 5 | Baltimore | 5 | 1% | $42,231 |
| 6 | Washington | 5 | 1% | $61,414 |
| 7 | Denver | 4 | 1% | $40,195 |
| 8 | Atlanta | 3 | 1% | $41,741 |
| 9 | Greensboro | 3 | 1% | $34,361 |
| 10 | Sacramento | 3 | 1% | $46,358 |
| 11 | Saint Louis | 3 | 1% | $32,604 |
| 12 | New York | 13 | 0% | $45,126 |
| 13 | Charlotte | 4 | 0% | $34,042 |
| 14 | Portland | 3 | 0% | $42,521 |
| 15 | Boston | 2 | 0% | $42,180 |
| 16 | Dallas | 2 | 0% | $39,768 |
Employment Specialist job outlook: Expert opinions
Our panel of employment specialist experts
University of Arizona
Lamar University
Brigham Young University - Idaho
Indiana University Southeast
Neumann University
Land O Lakes
Grand Valley State University
University of Idaho
Arizona State University
Superior Restaurant Group
University of New Hampshire
Indiana University Kokomo
Drexel University
LIU-Brooklyn
Indiana University of Pennsylvania (IUP)
University of Maryland Global Campus
University of California, Los Angeles
Wake Forest University
DePauw University
DePaul University
What Employment Specialist skills would you recommend for someone trying to advance their career?
Timothy Ottusch Ph.D.: I think the skills needed now and similar to what will be important soon. So much of it comes down to a foundational mix of accurate understanding of human development (as opposed to misunderstandings through myths, etc.), good critical thinking skills, and communication skills.
Dr. Raymond Doe PhD
Associate ProfessorLamar University
Psychology
What will help Employment Specialists increase their earning potential?
Dr. Raymond Doe PhD: Show problems you have solved and how it fits into the work tasks you will be doing in the organization. Do not hesitate to negotiate for the price the industry is paying for a graduate that is work-ready with competencies that are transferable.
Matthew Maroon
Chair of the Marketing DepartmentBrigham Young University - Idaho
Business, Management, Marketing, And Related Support Services
What general advice would you give to an Employment Specialist?
Matthew Maroon: Soft skills. More and more tools are becoming simpler to use and more automated. People entering the workforce need to know that things like strong communication/collaboration skills, ability to give and receive feedback, having a "growth" mindset to improve and finding ways to add value to wherever they are, are becoming invaluable skills for many employers. There will always be some level of training that happens in a new job for hard skills, but soft skills can determine whether a hiring manager wants to spend 40 hours a week with someone.
Dr. Gregory Kordsmeier
Director, Institute for Learning and TeachingIndiana University Southeast
Sociology
What Employment Specialist 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 Employment Specialists?
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 Employment Specialists 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.
Philomena Morrissey Satre
Director of Diversity Equity & Inclusion and External Strategic PartnershipsLand O Lakes
What soft skills should all Employment Specialists 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 Employment Specialists?
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.
What skills will help Employment Specialists earn the most?
Philomena Morrissey Satre: Coachability: listen and receive feedback, communicate effectively, draw on Internship or prior job experience, show that you can manage multiple priorities, and willingness to learn and continue developing skills and manage multiple priorities. Additionally, care and compassion for all. Willingness to do what it takes to get the job done even when it may not be your favorite task or responsibility. Lastly, an innovative mindset!
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 Employment Specialists?
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 Employment Specialist 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.
Maryjo Douglas Zunk
Manager, Career Professional DevelopmentArizona State University
School of Public Affairs (SPA)
What technology do you think will become more important and prevalent for Employment Specialists in the next 3-5 years?
Maryjo Douglas Zunk: Data analytics are crucial to the planning and implementation of public programs and services. Data collection and management systems, communication, and IT security will remain critical to connecting the government with the people. Analysts will be in high demand to gather, review, and communicate with decision-makers.
Will there be an increase or decrease in demand for Employment Specialists in the next 5 years?
Maryjo Douglas Zunk: An increase in demand for public management in local government with continued business and population movement. On average, management professionals' need is 13% higher than the U.S. average for all occupations.
What are the biggest trends we'll see in the Employment Specialist job market given the pandemic?
Brandi Sechrist: The trend we are currently seeing due to the pandemic is lack of applicant flow. I would encourage those coming into the restaurant business to think outside of the box on attracting candidates.
How have salaries changed over time for Employment Specialists?
Brandi Sechrist: Salaries have risen over the years but not drastically.
Jonathan Nash Ph.D.
Assistant Professor of AccountingUniversity of New Hampshire
Paul College of Business and Economics
What are the biggest trends we'll see in the Employment Specialist job market given the pandemic?
Jonathan Nash Ph.D.: In most years accounting firms have a visible presence on campus. They host networking sessions, resume reviews, and other events promoting professional development. Because of the pandemic firms now offer virtual sessions to help students gain insight into this profession and firm culture. Similarly, interviews, internships, and leadership training events have all moved online.
Despite these changes, employment opportunities have remained strong. Firms need accounting information to make decisions irrespective of macro-level economic conditions. As a result, demand for accounting majors is fairly inelastic (in the press accounting is often referred to as a "recession proof" majorwww.cnbc.com. Initial data suggests our placement rate for this year will be in the mid-90's, consistent with prior years, and salaries remain high (median starting salary of approximately $60,000) relative to most other majors.
Adam Smith Ph.D.
Bicentennial Professor, Associate Professor of Management, Enactus Sam Walton FellowIndiana University Kokomo
School of Business
Will there be an enduring impact of the coronavirus pandemic on Employment Specialists?
Adam Smith Ph.D.: The work environment may be changed forever. Many employers may hang on to elements of this current work from home reality, if they didn't have a negative impact on productivity. Additionally, some employees from younger generations may enjoy the added flexibility. The good news for graduates is that they are getting more experience with online meetings, collaboration technology, and virtual teams. So even though this may not be an approach we sought in education, it is giving students skills that will translate after graduation.
Dr. Salvatore Falletta
Human Resource Development – Program DirectorDrexel University
Policy, Organization, and Leadership
Will there be an enduring impact of the coronavirus pandemic on Employment Specialists?
Dr. Salvatore Falletta: The once-in-a-100-years pandemic namely, COVID-19, has been sweeping across our nation and the world. Uncertainty is at an all-time high, as we experience complete disruption of our daily activities and become more homebound. As a result, the way in which we work has changed rapidly. Working remotely has exponentially increased and technology is being leveraged like never before. Remote work will be the new normal for many organizations and industries including the HR profession, which in turn, will provide recent graduates and top talent with greater opportunities irrespective of geographical location and where they physically reside.
Will there be an enduring impact of the coronavirus pandemic on Employment Specialists?
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.
Dr. Tammy Manko Ed.D.
DirectorIndiana University of Pennsylvania (IUP)
Career and Professional Development Center, Academic Affairs
What are the biggest trends we'll see in the Employment Specialist job market given the pandemic?
Dr. Tammy Manko Ed.D.: We'll see an increased need for change management and agile responses. We'll also see an increase in the number of interviews being conducted virtually. More workplaces will conduct onboarding virtually and use flexible and hybrid work schedules, more specifically those including work-from-home or virtual work, at least temporarily, if not more permanently. We will see continued hiring and organizational growth, despite concerns from many regarding the job market. All industries will experience an increased need for upskilling and reskilling of employees. Technological skills will be in high demand and so will human skills, such as emotional intelligence, negotiation, nonverbal communication, collaboration, and change agility.
What Employment Specialist skills would you recommend for someone trying to advance their career?
Dr. Tammy Manko Ed.D.: I recommend all graduates and professionals become adept at virtual communication in all its forms, so they can be effective communicators in all settings and are prepared to work with various technological platforms and tools. I also recommend all graduates and professionals review the NACE Competencies naceweb and ensure they have and continue to hone the outlined career-ready skill sets as well as these additional career and life skills (or power/soft skills): adaptability, prioritization, positivity, emotional intelligence, and nonverbal communication (i.e., body language).
What general advice would you give to an Employment Specialist?
Dr. Tammy Manko Ed.D.: Aside from the recommended skills development mentioned in response to the gap year question, I encourage new professionals to find meaning in their work and to differentiate themselves in a positive manner by reskilling and upskilling, and to prioritize lifelong learning and the development of leadership/executive presence. All professionals will need to be able to mine data and analyze information. New graduates should take the initiative to join and be active members of professional organizations and engage regularly in professional networking to build and maintain relationships that will help them with their career development and management. That's especially important in the virtual world that we're facing today when face-to-face networking cannot take place. Taking professional networking one step further, I advise young professionals to identify a few mentors that will be there to help them learn and develop and several champions who have diverse skill sets and job responsibilities in their organization that will support, promote, and advocate for them within and outside of the organization.
Dr. Francine Blume Ph.D.
Assistant Vice PresidentUniversity of Maryland Global Campus
Career Development Office
What skills stand out on Employment Specialist resumes?
Dr. Francine Blume Ph.D.: Skills that stand out depend on the field, but you always want to point out your tech skills, language skills and especially "soft" skills, such as communication and initiative.
For tech skills, you can demonstrate proficiency by citing certifications. For language skills, be as accurate as you can regarding proficiency in reading, writing, and speaking. For soft skills, make sure they are evident in the descriptions of your accomplishments and duties. Don't just say, "I have strong problem-solving skills and I learn fast." Anyone can say that, but you should quantify your experience and skills to demonstrate those soft skills.
What are the biggest trends we'll see in the Employment Specialist job market given the pandemic?
Dr. Francine Blume Ph.D.: There are some obvious changes that we are seeing, such as a more permanent move to telework or more flexibility in telework policies. We're seeing recruiting, hiring, and onboarding taking place virtually.
As services have shuttered, jobs have shifted to fulfillment needs. Amazon, UPS, CVS, and Walgreens have expanded hiring. We're also seeing a huge need for experienced biotech professionals.
I would say that many trends were already in process, and the pandemic exacerbated them. Traditional retail was already struggling against Amazon. Health services were already expanding with aging baby boomers. Tech continues to grow as does cybersecurity.
Other trends are dependent on the economy, economic stimulus, and other actions taken by the federal government. Which industries will get economic support, and which won't. We saw the beginnings of a speedier than expected recovery after the first wave of Covid eased and we were able to reopen parts of our economy.
What are the biggest trends we'll see in the Employment Specialist job market given the pandemic?
Hassan Akmal: It's a time to pivot. More students - now than ever, are being forced to reskill, upskill, and explore new industries. The jobs of the future are being created now, and we will see much more career transitioning - a decrease in longevity, an increase in project-based work and micro internships, more side hustles, more careers over a 30 to 40 year runway, and finally, more careers at the same time.
What skills stand out on Employment Specialist resumes?
Hassan Akmal: Transferable skills. Soft and hard. The soft skills are now referred to as "success skills" and include skills such as creativity, emotional intelligence, critical thinking and problem solving, analytics skills, and people management.
Active learning, agility, resilience, stress tolerance and flexibility are additional skills in demand that graduates need to consider.
Are there any particularly good places in the United States for Employment Specialists to find work opportunities?
Hassan Akmal: Due to remote opportunities, the playing field has widely opened up. You can essentially work for almost any organization from where you are at the moment, at least for the time being. This actually increases the number of opportunities for you, as before, if you were out of state, you may have not been considered. That being said, there are still hot spots. They include: Top Metro Areas for Sociologists Source: 2019 Occupational Employment Statistics and 2018-28 Employment Projections, Bureau of Labor Statistics, BLS.gov
Andy Chan
Vice President, Innnovation and Career DevelopmentWake Forest University
Office of Personal and Career Development
What general advice would you give to an Employment Specialist?
Andy Chan: Grads entering the workforce in 2021 must be nimble and flexible. Organizations were forced to change in 2020 due to the pandemic and now employers are rethinking how work will happen in the future, said Wake Forest University Vice President for Innovation and Career Development Andy Chan. New workers will likely have to connect and develop relationships with their colleagues virtually, so being highly self-motivated and accountable, and having a positive attitude and strong communication skills will be more important than ever. It will be essential to take time for self-care and have a growth mindset bent towards learning, curiosity and appreciation.
Erin Duffy
Director of Career Services and Employer RelationsDePauw University
Kathryn F. Hubbard Center for Student Engagement
What are the biggest trends we'll see in the Employment Specialist job market given the pandemic?
Erin Duffy: The biggest trends we are seeing is a move to remote working and virtual meetings, including internships. We suspect that a hybrid of working remotely and on-site will continue in 2021 and perhaps beyond.
What Employment Specialist skills would you recommend for someone trying to advance their career?
Erin Duffy: If students take a gap year, we recommend that they work to build connections in areas of industry interest as well as gain any additional skills that might be helpful. For example, if they are interested in IT and tech, maybe work on learning coding or other tech platforms. If they are interested in finance, work on learning some accounting. If they are interested in sales and marketing, read some books on current sales techniques, write some articles, or start a blog.
What Employment Specialist 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.