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Human Resources Recruiter skills for your resume and career

Updated January 8, 2025

5 min read

Quoted Experts

Tonya Courtois,

J. Adam Shoemaker Ph.D.

Human Resources Recruiter Example Skills

Below we've compiled a list of the most critical human resources recruiter skills. We ranked the top skills for human resources recruiters based on the percentage of resumes they appeared on. For example, 9.7% of human resources recruiter resumes contained customer service as a skill. Continue reading to find out what skills a human resources recruiter needs to be successful in the workplace.

15 human resources recruiter skills for your resume and career

1. Customer Service

Customer service is the process of offering assistance to all the current and potential customers -- answering questions, fixing problems, and providing excellent service. The main goal of customer service is to build a strong relationship with the customers so that they keep coming back for more business.

Here's how human resources recruiters use customer service:

Have gained experience with human resources/recruiting/buyer/customer service/administrative assistant.
Retail Management/Business Management/Sales & Customer Service Management

2. HRIS

Here's how human resources recruiters use hris:

Processed new hire paperwork, completed background investigations and entered data for all new substitutes into the HRIS and SubFinder System.
Worked with HR staff members to fulfill various HR duties; assisted with the maintenance of HRIS and group benefits databases.

3. Applicant Tracking Systems

Here's how human resources recruiters use applicant tracking systems:

Subject Matter Expert regarding applicant tracking systems versus paper employment applications and files.
Assisted in the evaluation of applicant tracking systems and was involved in the selection and implementation of new applicant tracking system.

4. Open Positions

Open positions may refer to a potential investment trade, where the trade has been established and recognized but has not yet closed. This is common for many investors holding a great deal of stock but have not yet sold those shares; however, there is considerable risk in holding multiple open positions given the market fluctuation.

Here's how human resources recruiters use open positions:

Developed monthly and weekly trending analysis on open positions, provided weekly status reports to forecasting group and senior management by.
Monitored open positions at assigned offices and follows up with hiring managers regarding open positions to ensure open positions were filled.

5. Career Fairs

Here's how human resources recruiters use career fairs:

Participated in community outreach through attending events and career fairs sponsored by Memphis City Schools and community centers throughout Memphis.
Identified and attended networking activities such career fairs, professional association meetings, technical schools and outplacement services.

6. Excellent Interpersonal

Here's how human resources recruiters use excellent interpersonal:

Demonstrate initiative, creativity, and excellent interpersonal and written communication skills.
Showcased excellent interpersonal, communication and customer service skills.

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7. Reference Checks

Here's how human resources recruiters use reference checks:

Partnered with hiring managers to determine ideal candidates, verify licenses/certifications, and conduct reference checks.
Coordinated recruitment and selection processes; screened applications/resumes; and completed reference checks.

8. Phone Screens

A phone screen refers to the stage of the recruiting process that occurs after narrowing the applicant pool through candidate's resumes and before they are asked for a face-to-face interview. Phone screenings are typically conducted over a call from a recruiter or talent acquisition team coordinator at a company to assess the applicant's suitability for a specific position and discuss basic qualifications and information about a job. This is usually a short call that lasts between 15 and 30 minutes. Phone screens can also be useful for employers to get a picture of realistic market expectations from applicants for a specific job.

Here's how human resources recruiters use phone screens:

Conducted phone screens and interviews with qualified applicants to determine candidacy.
Review resumes/applications and conduct phone screens.

9. Payroll

Payroll is the sum of all the compensation that an organization has to pay to employees at a specified time. Payroll is managed by the finance or HR department while small business owners may handle it themselves. Payroll isn't fixed as it varies every month due to sick leaves, overtime, etc.

Here's how human resources recruiters use payroll:

Provided necessary information to departments such as Information Technology, Licensing, Payroll, and Compensation to ensure a successful on-boarding.
Gained hands-on skills in gracefully promoting diversity, resolving complex payroll issues, facilitating multiple staff changes and establishing attendance guidelines.

10. Source Candidates

Here's how human resources recruiters use source candidates:

Source candidates to fill open requisitions using technology based search techniques and established external relationships such as CareerBuilder and LinkedIn.
Partner with recruitment agencies, colleges/universities, and other recruitment organizations to source candidates and build partnerships.

11. Recruitment Process

Here's how human resources recruiters use recruitment process:

Managed the supervisor candidate recruitment process, facilitated various employee retention initiatives and processed and managed a wide-range of personnel actions.
Streamlined recruitment process by designing standardized forms for core procedures, including client intake and candidate behavioral-based telephone screenings.

12. Linkedin

Here's how human resources recruiters use linkedin:

Manage company's recruiting networks such as: LinkedIn, Monster, CareerBuilder, Indeed, Rig Zone and many others.
Utilize numerous recruiting methods including cold-call sourcing, referrals, Boolean Internet searches, LinkedIn, and various Internet job sites.

13. Criminal Background Checks

Here's how human resources recruiters use criminal background checks:

Prepared written recommendations for candidates and promotional panels, and conducted reference and criminal background checks.
Performed criminal background checks, checked drivers records, and verified college graduation using internet search engines on potential employees.

14. PowerPoint

Here's how human resources recruiters use powerpoint:

Created a PowerPoint training presentation on behavioral based interviewing which was shared with all corporate recruiting groups.
Researched materials about foreign cultures for PowerPoint training presentations for USRPAC activation readiness.

15. Conduct Interviews

Conduct interview is the ability of an individual - the interviewer, to communicate formally or face to face with someone from whom the interviewer is gathering information. The interviewer controls the order of the questions and can ensure that all questions are answered. The purpose of conducting interview is to be able to assess the suitability of the candidate being interviewed for a specific position.

Here's how human resources recruiters use conduct interviews:

Conduct interviews and prepare investigative reports related to complaints of discrimination, sexual harassment and other work-related issues.
Conduct interviews for exempt or non-exempt positions then would make recommendations to hiring supervisors and managers.

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What skills help Human Resources Recruiters find jobs?

Tell us what job you are looking for, we’ll show you what skills employers want.

What skills stand out on Human Resources Recruiter resumes?

Tonya Courtois

Recruiting Manager, Emmaus Homes

To be most attractive to us a resume should be more than just a list of a person's work history and the skills they acquired while they occupied each role. A resume that will stand out to us, is a resume that tells us how a candidate problem-solved during their tenure at each job. We are also looking for candidates who closely align with our core value system. A one size fits all resume is not a best practice. Candidates should do their homework and clearly and specifically identify past behaviors that demonstrate they share our values. Resumes should be full of well-written examples of how they added value.

What soft skills should all Human Resources Recruiters possess?

J. Adam Shoemaker Ph.D.

Associate Professor of Management & Human Resources, Saint Leo University

FYI, soft skills are a lot more difficult to train than hard skills. This is part of the reason that there is so much demand for soft skills - for the most part, they need to be innate to the candidate.
Here again, communication comes up - and here, it is important to recognize that communication is much more than just telling people. A good communicator is a great listener. He knows when to speak his mind and when to wait and see what happens. She knows how to collaborate effectively with people and how to take action when needed.

What hard/technical skills are most important for Human Resources Recruiters?

J. Adam Shoemaker Ph.D.

Associate Professor of Management & Human Resources, Saint Leo University

Even though these skills are much more trainable, it helps if HR professionals are familiar with HR information systems.
There are too many to name them all here (sorry, no free advertising)! It would be difficult for a candidate to be familiar with every platform a company might use for their HRIS, but it is good to know that they generally work in the same ways.
If the company asks if you have experience with a particular platform that you have never heard of, always be truthful but still be ready to ask intelligent questions about it: "I'm not too familiar with that platform, but I'd be curious to know about your employees' experiences with it. How long have you been using it, and how robust is the self-service interface?"

What Human Resources Recruiter skills would you recommend for someone trying to advance their career?

Dr. Michael Pasquale Ph.D.

Professor of Linguistics, Humanities Division Chair, Cornerstone University

Graduates should continue to develop expertise and fluency in their language learning and development. They should focus on developing language fluency in the career areas they are pursuing. For example, they should read extensively and listen to podcasts in their target language to understand the field and how to use the language fluently and effectively in those contexts.

What technical skills for a Human Resources Recruiter stand out to employers?

Ryan Smolko

Associate Director, Career Center, Muhlenberg College

Technical skills vary by industry and the technical skills needed today are not those that will be needed five or even one year from now. Adaptability is key to staying relevant in their career both now and in the future. O*Net is a great resource for students to see technical skills commonly used in their jobs of interest.

The technical skills everyone should be continually working on are Excel/Tableau and Canva/PowerPoint. Working with large amounts of data is almost universal in today's economy regardless of industry or position. You can also have the best data in the world but if you can't present it in a dynamic way it won't be seen which is why being well versed in presentation and design tools can be a big advantage.

Do you want to know more?

List of human resources recruiter skills to add to your resume

The most important skills for a human resources recruiter resume and required skills for a human resources recruiter to have include:

Customer Service
HRIS
Applicant Tracking Systems
Open Positions
Career Fairs
Excellent Interpersonal
Reference Checks
Phone Screens
Payroll
Source Candidates
Recruitment Process
Linkedin
Criminal Background Checks
PowerPoint
Conduct Interviews
Schedule Interviews
Phone Interviews

Recruitment Strategies
EEO
Taleo
Professional Organizations
Interview Process
Exit Interviews
Recruitment Efforts
I-9
ATS
Drug Screens
Hr Administration
Interview Candidates
In-Person Interviews
Employment Agencies
E-Verify
Selection Process
ADP

Community Services
Facebook
ICIMS
Training Programs
FMLA
Develop Recruitment Strategies
Unemployment Claims
Monster
Candidate Tracking
PeopleSoft
Excellent Candidate
I9
Hr Databases
Organization Plans
External Candidates

Updated January 8, 2025

Zippia Team

Editorial Staff

The Zippia Research Team has spent countless hours reviewing resumes, job postings, and government data to determine what goes into getting a job in each phase of life. Professional writers and data scientists comprise the Zippia Research Team.

Updated January 8, 2025

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