Human factors specialist vs senior technical recruiter

Differences between human factors specialist and senior technical recruiter 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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Senior technical recruiter example responsibilities.

• Manage internal resources and are main point of contact in the use of vendor manage software (VMS) systems.
• Utilize Taleo applicant tracking system to manage positions and candidates.
• Plan and manage full cycle recruitment for data warehouse, quantitative marketing and statistical programmers.
• Develop a list of prospective candidates to reach out to using tools such as LinkedIn, company ATS or referrals.
• Used ICIMS extensively, the database - candidate applicant tracking system for building pipeline of candidates.
• Utilize iCIMS (online recruiting database) to track candidates' progress from candidate to new hire status.
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