Human factors specialist vs recruiting coordinator

Differences between human factors specialist and recruiting coordinator duties and responsibilities

Human factors specialist example responsibilities.

• Reformat and manage team SharePoint page on support unit portal, providing increase accessibility and distribution of team products.
• Integrate efforts on actions and programs where joint OPM functional effort are necessary to accomplish recruitment and enhance organizational effectiveness.
• Process arrears payments for employees on LOA or FMLA and other leave as applicable.
• Coordinate leaves of absence with appropriate laws such as FMLA, work comp and ADA.
• Categorize non-exempt and exempt positions according to FLSA.
• Research methods include surveys, questionnaires, laboratory experiments, usability testing, task analyses, prototyping, and human-in-the-loop simulations.
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Recruiting coordinator example responsibilities.

• Manage bulletins on craigslist, newspapers and mailing letters.
• Monitor and manage applicants/resumes in TALEO; identify internal and external candidates to forward to next step.
• Manage external relationships with employment and professional associations to ensure compliance with EEO.
• Schedule interviews with managers booking conference rooms and manage conflicting schedules and calendars.
• Communicate effectively with branch manager, regional vice-president, and corporate departments to accomplish daily payroll reports.
• Manage advertising vendors/associations and online resources (LinkedIn) to recruit from multiple talent sources w/ an emphasis on university/veteran/disability campaigns.
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