How to hire a job recruiter

How to hire a job recruiter, step by step

Here's a step-by-step job recruiter hiring guide:

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

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1. Identify your hiring needs

   The job recruiter hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

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

   Yes

   No

   You should also consider the ideal background you'd like them a job recruiter to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a job recruiter that fits the bill.

   This list presents job recruiter salaries for various positions.

   Type of Job Recruiter	Description	Hourly rate
   Job Recruiter	Human resources specialists recruit, screen, interview, and place workers. They often handle other human resources work, such as those related to employee relations, compensation and benefits, and training... Show more	$14-33
   Self-Employed	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... Show more	$12-21
   Staffing Coordinator	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... Show more	$14-29

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Background Checks
   • Open Positions
   • Drug Tests
   • Phone Interviews
   • Outbound Calls
   • Human Resources
   • Drug Screens
   • Inbound Calls
   • Interview Candidates
   • I-9
   • Monster

   Responsibilities:

   • Utilize ATS (applicant tracking software) for organizational recruiting efforts, reviewing applicant information and managing open requisitions.
   • Present and prepare PowerPoint presentations on various topics to educate colleagues in the office and operate WebEx technology for conference calls.
   • Manage employee's personnel files and maintain accurate up to date confidential client files to ensure compliance with HIPPA.

3. Make a budget

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

   • Location. For example, job recruiters' average salary in tennessee is 44% less than in new york.
   • Seniority. Entry-level job recruiters 57% less than senior-level job recruiters.
   • Certifications. A job recruiter 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 job recruiter's salary.

   Average job recruiter salary

   $46,511yearly

   $22.36 hourly rate

   ---

   Entry-level job recruiter salary

   $30,000 yearly salary

   Updated December 17, 2025

4. Writing a job recruiter job description

   A good job recruiter 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 job recruiter job description:

   Job recruiter job description example

   • Manage 30-40 job openings within sales roles
   • Manage candidate activity in Peoplesoft
   • Ensure compliance with all federal/state employment laws and regulations
   • Provide hiring policy & procedure guidance to hiring managers & employees
   • Assist with recruiting & onboarding processes
   • Collaborate with hiring managers to determine skills & attribuste required to perform roles
   • Create & place job opening advertisements on job boards and/or local newspapers
   • Train & guide hiring managers in preparation of interviews.

   
   Requirements:

   • 3 years of experience in the full cycle recruitment process specifically for Sales positions.
   • Bachelor's degree with emphasis on Human Resources or related fields
   • Proficient with Microsoft Office suite (Teams, Outlook, Excel and Word).
   • Experience with ATS; PeopleSoft HRIS preferred.
   • Proven track record of hiring diverse and inclusive talent.
   • General understanding of OFCCP/AAP Guidelines required.
   • Strong working knowledge of current federal/state employment regulations required (i.e. EEOC and OFCCP).

   
   Additional Info:

   • Pay: $70K-$85K + corporate bonus program of 5% annually
   • Schedule: Monday-Friday, 8am-5pm
   • Location: Minneapolis
     Type: Direct Hire (Full Benefits!!)
     

   
   
   We are an equal opportunity employer and make hiring decisions based on merit. Recruitment, hiring, training, and job assignments are made without regard to race, color, national origin, age, ancestry, religion, sex, sexual orientation, gender identity, gender expression, marital status, disability, or any other protected classification. We consider all qualified applicants, including those with criminal histories, in a manner consistent with state and local laws, including the City of Los Angeles' Fair Chance Initiative for Hiring Ordinance.

   Copy this example

   

5. Post your job

   To find the right job recruiter for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with job recruiters they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit job recruiters who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your job recruiter job on Zippia to find and recruit job recruiter 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 job recruiters, 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.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete 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 job recruiter

   Once you've selected the best job recruiter candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   It's equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   Once that's done, you can draft an onboarding schedule for the new job recruiter. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

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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