What does a Nurse Recruiter do?
A nurse recruiter is primarily responsible for recruiting qualified nurses for job positions at medical establishments. They are in charge of conducting and facilitating interviews and initial assessments, screening potential candidates, answering inquiries, and negotiating terms. A nurse recruiter may also participate in job fairs and various gatherings, even reach out to universities or colleges to find promising nursing students. They may help them by recommending programs and certifications to enhance their skills and career paths.
Nurse recruiter responsibilities
Here are examples of responsibilities from real nurse recruiter resumes:
- Utilize ATS (applicant tracking software) for organizational recruiting efforts, reviewing applicant information and managing open requisitions.
- Process new hires and transfers using Taleo.
- Recruit nurses via cold calling, excel lead spreadsheets, indeed, LinkedIn, CareerBuilder, and internal referrals.
- Complete necessary Taleo procedures including entering requisitions, and responding to online applicants.
- Provide training and recommend training opportunities including utilization of online sources such as LinkedIn.
- Maintain ATS files for candidates; process approved candidate files forward and effectively disposition reject candidate files.
- Present and prepare PowerPoint presentations on various topics to educate colleagues in the office and operate WebEx technology for conference calls.
- Maintain and update employee/client files according to HIPPA guidelines.
- Manage employee's personnel files and maintain accurate up to date confidential client files to ensure compliance with HIPPA.
Nurse recruiter skills and personality traits
We calculated that 11% of Nurse Recruiters are proficient in Applicant Tracking Systems, HR, and Recruitment Strategies. They’re also known for soft skills such as Communication skills, Detail oriented, and Interpersonal skills.
We break down the percentage of Nurse Recruiters that have these skills listed on their resume here:
- Applicant Tracking Systems, 11%
Stayed current on governmental and Human resources employment policies Ensure data integrity and manage applicant tracking systems.
- HR, 11%
Collaborated with hospital managers and HR hospital administration
- Recruitment Strategies, 7%
Manage facility-wide nursing talent acquisition, retention and recruitment strategies through partnership and collaboration with internal and external leaders and stakeholders.
- Patient Care, 5%
Ensured adequate staffing levels for each patient care area by conducting phone and face-to-face interviews nationally and internationally.
- Recruitment Efforts, 5%
Manage and coordinate recruitment efforts for approximately 100 openings.
- Background Checks, 5%
Arranged interviews, reference checking, background checks for candidates in various stages of the recruitment process.
Most nurse recruiters use their skills in "applicant tracking systems," "hr," and "recruitment strategies" to do their jobs. You can find more detail on essential nurse recruiter responsibilities here:
Communication skills. One of the key soft skills for a nurse recruiter to have is communication skills. You can see how this relates to what nurse recruiters do because "listening and speaking skills are essential for human resources specialists." Additionally, a nurse recruiter resume shows how nurse recruiters use communication skills: "manage full-cycle recruitment process for bargaining union roles in accordance with local 32 union (communication workers of america) guidelines. "
Detail oriented. Another essential skill to perform nurse recruiter duties is detail oriented. Nurse recruiters responsibilities require that "specialists must pay attention to detail when evaluating applicants’ qualifications, doing background checks, maintaining records of an employee grievance, and ensuring that a workplace complies with labor standards." Nurse recruiters also use detail oriented in their role according to a real resume snippet: "managed complete recruitment process from gathering requirements and building requirements with minimal details to fully dedicated skilled responsibilities by customer. "
Interpersonal skills. nurse recruiters are also known for interpersonal skills, which are critical to their duties. You can see how this skill relates to nurse recruiter responsibilities, because "specialists continually interact with others and must be able to converse and connect with people from varied backgrounds." A nurse recruiter resume example shows how interpersonal skills is used in the workplace: "respected team leader with excellent interpersonal skills; interacted well with individuals from diverse cultures and all professional levels. "
The three companies that hire the most nurse recruiters are:
- Wellpath7 nurse recruiters jobs
- Highmark4 nurse recruiters jobs
- Memorial Healthcare System3 nurse recruiters jobs
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Compare different nurse recruiters
Nurse recruiter vs. 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. 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.
There are some key differences in the responsibilities of each position. For example, nurse recruiter responsibilities require skills like "applicant tracking systems," "hr," "recruitment strategies," and "patient care." Meanwhile a typical self-employed has skills in areas such as "windows," "mowing," "customer service," and "financial statements." This difference in skills reveals the differences in what each career does.
The education levels that self-employeds earn slightly differ from nurse recruiters. In particular, self-employeds are 4.1% less likely to graduate with a Master's Degree than a nurse recruiter. Additionally, they're 0.0% more likely to earn a Doctoral Degree.Nurse recruiter vs. Human resources administrative assistant
A human resources administrative assistant is responsible for performing administrative tasks such as gathering and processing necessary documentation, preparing timely reports and evaluations, arranging schedules, maintaining and monitoring record databases, and responding to inquiries. Aside from assisting human resource officers in their tasks, they can also lend a hand in screening and training new workforce members. Furthermore, because a human resources administrative assistant holds the employee database, they need to coordinate with other departments and employees to ensure that everyone receives what is needed.
In addition to the difference in salary, there are some other key differences worth noting. For example, nurse recruiter responsibilities are more likely to require skills like "applicant tracking systems," "hr," "recruitment strategies," and "patient care." Meanwhile, a human resources administrative assistant has duties that require skills in areas such as "customer service," "data entry," "powerpoint," and "travel arrangements." These differences highlight just how different the day-to-day in each role looks.
Human resources administrative assistants earn a lower average salary than nurse recruiters. But human resources administrative assistants earn the highest pay in the technology industry, with an average salary of $39,077. Additionally, nurse recruiters earn the highest salaries in the health care with average pay of $55,624 annually.human resources administrative assistants earn similar levels of education than nurse recruiters in general. They're 4.1% less likely to graduate with a Master's Degree and 0.0% less likely to earn a Doctoral Degree.Nurse recruiter vs. Human resources generalist
A human resources generalist is responsible for monitoring the human resources policies and procedures, making adjustments as needed to align with the company's goals and objectives. Duties of a human resources generalist also include improving employee relations system, organizing compliance and knowledge training, reviewing benefit plans, managing compensation inquiries, assisting in recruitment and staffing needs, communicating with department heads in employees' performance reviews, and storing employees' files for reference. A human resource generalist must have excellent communication and decision-making skills to address issues concerning the company and employees' welfare.
Some important key differences between the two careers include a few of the skills necessary to fulfill the responsibilities of each. Some examples from nurse recruiter resumes include skills like "hr," "recruitment strategies," "patient care," and "home health," whereas a human resources generalist is more likely to list skills in "performance management," "customer service," "payroll processing," and "excellent interpersonal. "
Human resources generalists earn the best pay in the technology industry, where they command an average salary of $61,994. Nurse recruiters earn the highest pay from the health care industry, with an average salary of $55,624.When it comes to education, human resources generalists tend to earn similar degree levels compared to nurse recruiters. In fact, they're 4.3% more likely to earn a Master's Degree, and 0.6% more likely to graduate with a Doctoral Degree.Nurse recruiter vs. Human resource specialist
A human resources specialist is responsible for assisting in the recruitment and staffing process. Duties of a human resources specialist include updating the requirements and qualifications of a job post, handling employees' inquiries regarding compensation and benefits, maintaining employees' records, updating the status of new joiners, tracking performance reviews, and generating reports as business requires. A human resource specialist must be detail-oriented, as well as excellent in organizational and communication skills. Additionally, a human resource specialist must have a broad knowledge of the recruitment process and structure.
Even though a few skill sets overlap between nurse recruiters and human resource specialists, there are some differences that are important to note. For one, a nurse recruiter might have more use for skills like "hr," "recruitment strategies," "patient care," and "recruitment efforts." Meanwhile, some responsibilities of human resource specialists require skills like "data entry," "oversight," "life insurance," and "human resources policies. "
In general, human resource specialists earn the most working in the government industry, with an average salary of $67,295. The highest-paying industry for a nurse recruiter is the health care industry.In general, human resource specialists hold similar degree levels compared to nurse recruiters. Human resource specialists are 1.3% more likely to earn their Master's Degree and 0.5% less likely to graduate with a Doctoral Degree.Types of nurse recruiter
Updated January 8, 2025
