What does a job development specialist do?

A staffing coordinator is responsible for assisting the staffing needs of an organization, organizing the hiring process, and monitoring the working schedule of staff to ensure smooth operations. Staffing coordinators often coordinate with recruiting agencies for staffing solutions to fill roles and process onboarding. They also manage payroll procedures and check timesheets, create staffing reports, and address the employees' inquiries and concerns. A staffing coordinator must be knowledgeable on human resources procedures, as well as have excellent organizational and communication skills to perform administrative tasks as needed and determine staffing strategies.

While similarities exist, there are also some differences between job development specialists and staffing coordinator. For instance, job development specialist responsibilities require skills such as "employment services," "training programs," "technical assistance," and "employment trends." Whereas a staffing coordinator is skilled in "patients," "customer service," "home health," and "patient care." This is part of what separates the two careers.

A human resources coordinator is responsible for cooperating with the company's human resources department, supporting its processes and procedures, and assisting with employees' concerns. Human resources coordinators' duties include maintaining business files and employees' records, processing documents and submitting required reports, administering background checks for the recruitment process, reviewing and referring to company's handbook for corrective action and performance review, scheduling meetings and facilitating events, and advising effective strategies to human resources management. A human resources coordinator requires excellent communication and employee-relation skills to support the company's daily operations.

While some skills are similar in these professions, other skills aren't so similar. For example, resumes show us that job development specialist responsibilities requires skills like "employment services," "technical assistance," "employment trends," and "community resources." But a human resources coordinator might use other skills in their typical duties, such as, "customer service," "hris," "process payroll," and "data entry."

A self-employed person works without the supervision of a specific employer. Self-employed entrepreneurs decide their business plans to increase profitability and get involved with the current market trends. They also attend business orientations to improve their skills and strategies on driving their business' growth. A self-employed person must display exceptional decision-making and organizational skills to implement strategies, provide the best customer service with the clients, address their needs, manage complaints, and respond to the customer's inquiries.

Some important key differences between the two careers include a few of the skills necessary to fulfill the responsibilities of each. Some examples from job development specialist resumes include skills like "unemployment claims," "employment services," "training programs," and "technical assistance," whereas a self-employed is more likely to list skills in "windows," "mowing," "customer service," and "financial statements. "

A recruiting coordinator's tasks include posting job vacancies, coordinating candidate travel, setting up schedules for interviews and handling last-minute scheduling changes, preparing offer letters, and conducting background checks on aspirants. The coordinator assists in the company's recruiting and talent acquisition procedures and strategies by hiring job-seekers to fill in vacant positions and to supply the company's workforce needs and goals. To be effective, he/she should have excellent communication skills and intimate knowledge about hiring best practices to be able to attract aspirants.