Human factors specialist vs technical recruiter

Differences between human factors specialist and 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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Technical recruiter example responsibilities.

• Manage the scheduling and logistics of all interviews between candidates and hiring managers.
• Manage and maintain information in OpenHire & ICIMS documenting the recruiting process including all candidate correspondence and follow-up.
• Manage relationships with major healthcare, financial and pharmaceutical companies.
• Plan and manage full cycle recruitment for data warehouse, quantitative marketing and statistical programmers.
• Source on non-traditional job boards such as recruiting blogs, LinkedIn, Facebook and twitter to find qualify candidates.
• Use job boards such as dice, monster, CareerBuilder, LinkedIn, and networking to place / source qualify candidates.
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