How to hire a human resources recruiter/manager

How to hire a human resources recruiter/manager, step by step

Here's a step-by-step human resources recruiter/manager hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a human resources recruiter/manager job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new human resources recruiter/manager
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   First, determine the employments status of the human resources recruiter/manager you need to hire. Certain human resources recruiter/manager roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A human resources recruiter/manager's background is also an important factor in determining whether they'll be a good fit for the position. For example, human resources recruiter/managers from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   This list presents human resources recruiter/manager salaries for various positions.

   Type of Human Resources Recruiter/Manager	Description	Hourly rate
   Human Resources Recruiter/Manager	Human resources managers plan, direct, and coordinate the administrative functions of an organization. They oversee the recruiting, interviewing, and hiring of new staff; consult with top executives on strategic planning; and serve as a link between an organization’s management and its employees.	$24-57
   Director Of Human Resources	A human resources director is responsible for managing the overall operations of the human resources department, ensuring smooth operations while meeting the company's goals of successful profitability and services. Human resources directors' duties include providing staff consultation, addressing staffing concerns, managing compensation and benefits plans, reviewing plans for training and development programs, and reporting future actions to the management... Show more	$32-70
   Recruitment Manager	The primary job of recruitment managers is to find and recruit job candidates to fill job vacancies. They typically work for companies or recruiting agencies... Show more	$27-64

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Background Checks
   • Human Resources Policies
   • Senior Level Management
   • Performance Management
   • HRIS
   • Disciplinary Procedures
   • Recruitment Process
   • Exit Interviews
   • Applicant Tracking Systems
   • EEO
   • Reference Checks
   • Interview Process
   • Recruitment Efforts
   • Career Fairs

   Check all skills

   Responsibilities:

   • Manage compliance review of FLSA classification and analyze headcount and turnover reports and provide recommendations to management regarding appropriate headcount actions.
   • Maintain employee records using PeopleSoft base on company retention standards.
   • Analyze client needs, develop business requirements and prioritization of PeopleSoft requests.
   • Resolve appeals via peer to peer discussions with medical directors of commercial insurance companies and Medicare authorize RAC medical directors.
   • Access client's clinical systems to obtain data to enter into the EHR's clinical database.
   • Complete a clinical synopsis on the cases develop by following the medical necessity and regulatory guidelines as determined by EHR.

3. Make a budget

   Including a salary range in your human resources recruiter/manager job description is one of the best ways to attract top talent. A human resources recruiter/manager can vary based on:

   • Location. For example, human resources recruiter/managers' average salary in colorado is 36% less than in new york.
   • Seniority. Entry-level human resources recruiter/managers 57% less than senior-level human resources recruiter/managers.
   • Certifications. A human resources recruiter/manager with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a human resources recruiter/manager's salary.

   Average human resources recruiter/manager salary

   $78,339yearly

   $37.66 hourly rate

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   Entry-level human resources recruiter/manager salary

   $51,000 yearly salary

   Updated December 16, 2025

4. Writing a human resources recruiter/manager job description

   A good human resources recruiter/manager job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a human resources recruiter/manager job description:

   Human resources recruiter/manager job description example

   ROLE AND PURPOSE:
   
   Responsible for the Recruitment & Substitute Services function of the school district from candidate sourcing to placement. This position is expected to strategically plan and execute a staffing plan to meet the hiring needs of the district with exemplary candidates.
   
   QUALIFICATIONS:
   
   Education/Certification:
   
   Bachelor's Degree required. Emphasis in Human Resources or Industrial Psychology (preferred)
   Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification from the Human Resources Certification Institute (preferred)
   
   Experience:
   
   Seven (7) years previous experience in Human Resources
   Recruitment experience (strongly preferred)
   
   MAJOR RESPONSIBILITIES AND DUTIES:
   
   RECRUITMENT MANAGEMENT
   
   Create and execute strategy to source candidates for full time teachers, substitute teachers, paraprofessionals and auxiliary staff
   Manage participation in and attend career fairs as needed
   Develop collateral materials for solicitation of candidates
   Primary owner of marketing campaigns for candidate flow
   Foster professional relationships that support student teacher programs and University relations
   Analyze candidate flow and talent acquisition metrics resulting in recommended actions
   
   SCHOOL/ORGANIZATION CLIMATE
   
   Professional office environment, as well as professional representation of the District at external job related events
   
   SCHOOL/ORGANIZATIONAL IMPROVEMENT
   
   Implement actions to drive continuous improvement to candidate flow quality and quantity. Monitor and drive continuous improvement to recruitment cycle time.
   Develop and execute innovative recruitment methods to build talent pipeline for all positions
   
   ADMINISTRATION AND FISCAL/FACILITIES MANAGEMENT
   
   Manage the appropriate maintenance of an applicant tracking system. Ensure professional and timely candidate response processes. Continually foster and develop recruitment related contacts for candidate sourcing.
   
   SCHOOL/COMMUNITY RELATIONS
   
   Maintain active liaisons with college/university teacher preparation placement offices, professional associations, and other recruiting resource organizations
   Manage and direct district participation in annual district teacher job fair and/or participate in planning of regional job fair
   
   PROFESSIONAL GROWTH AND DEVELOPMENT
   
   Content expert on knowledge of applicable federal and state employment laws, employee recruitment strategies and procedures
   Continually develop analytical skills to utilize data for more effective recruitment strategies
   
   MISCELLANEOUS
   
   Performs other duties as may be assigned by the Assistant Superintendent of Human Resources
   
   This position is ESSER III grant funded and is not to extend any longer than 3 fiscal years beginning with the 2021-22 school year.

   Copy this example

   

5. Post your job

   There are a few common ways to find human resources recruiter/managers for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your human resources recruiter/manager job on Zippia to find and recruit human resources recruiter/manager candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit human resources recruiter/managers, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new human resources recruiter/manager

   Once you've found the human resources recruiter/manager candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   After that, you can create an onboarding schedule for a new human resources recruiter/manager. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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