How to hire a personnel coordinator

How to hire a personnel coordinator, step by step

Here's a step-by-step personnel coordinator hiring guide:

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

What does a personnel coordinator do?

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1. Identify your hiring needs

   Before you start hiring a personnel coordinator, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

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

   Yes

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   Hiring the perfect personnel coordinator also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   This list shows salaries for various types of personnel coordinators.

   Type of Personnel Coordinator	Description	Hourly rate
   Personnel Coordinator	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	$14-26
   Technical Recruiter	The primary role of technical recruiters is to look for candidates who will fill the technical jobs in different areas such as engineering and information technology. Their roles and responsibilities also include devising or writing job specifications and descriptions, assessing and interviewing job candidates, and representing the company at campus events and job fairs... Show more	$21-42
   Recruiter	Recruiters are responsible for filling up vacancies in the organization. They put up job postings on the company website and other recruitment websites, screen applicants, prospective schedule candidates for interviews, conduct initial interviews, and, should candidates pass the initial interview, endorse them to hiring managers... Show more	$16-35

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Background Checks
   • Human Resources Policies
   • Personnel Policies
   • Reference Checks
   • FMLA
   • Workers Compensation
   • I-9
   • HRIS
   • HIPAA
   • Unemployment Claims
   • Personnel Functions
   • Personnel Issues
   • Disciplinary Actions
   • Conduct Interviews

   Check all skills

   Responsibilities:

   • Integrate efforts on actions and programs where joint OPM functional effort are necessary to accomplish recruitment and enhance organizational effectiveness.
   • Addressed questions regarding payroll, FMLA, disability, workman's compensation, unemployment, and conduct exit interviews.
   • Set up additional database for tracking EEO information on applicants and employees.
   • Review resumes, screen, interview and hire candidates while maintaining EEO compliance.
   • Maintain HRIS database enter new hires, termination salary increases, promotions and other transactions.
   • Assist with enrollments for self-insure health insurance , 401K plan, supplemental life, FMLA etc.

   More personnel coordinator duties

3. Make a budget

   Including a salary range in your personnel coordinator job description helps attract top candidates to the position. A personnel coordinator salary can be affected by several factors, such as geography, experience, seniority, certifications, and the prestige of the hiring company.

   For example, the average salary for a personnel coordinator in Ohio may be lower than in New York, and an entry-level personnel coordinator usually earns less than a senior-level personnel coordinator. Additionally, a personnel coordinator with certifications may command a higher salary, and working for a well-known company or start-up may also impact an employee's pay.

   Average personnel coordinator salary

   $42,377yearly

   $20.37 hourly rate

   ---

   Entry-level personnel coordinator salary

   $31,000 yearly salary

   Updated December 19, 2025

   Average personnel coordinator salary by state

   Rank	State	Avg. salary	Hourly rate
   1	District of Columbia	$58,689	$28
   2	New York	$52,553	$25
   3	California	$50,716	$24
   4	Colorado	$44,609	$21
   5	North Carolina	$44,271	$21
   6	Connecticut	$42,536	$20
   7	Minnesota	$42,162	$20
   8	Florida	$41,056	$20

   Average personnel coordinator salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	University of Southern California	$51,350	$24.69
   2	UC Santa Barbara	$50,863	$24.45
   3	University of California-Berkeley	$50,215	$24.14
   4	The University System of Maryland Foundation	$49,642	$23.87
   5	Research Foundation of The City University of New York	$49,376	$23.74
   6	Univ Of Colorado-Colorado Spgs	$48,728	$23.43
   7	University Of Minnesota Physicians	$43,932	$21.12
   8	Albertsons	$42,615	$20.49	6
   9	Queen's College	$41,688	$20.04
   10	Chief of staff	$41,109	$19.76
   11	Kellton Tech Solutions	$40,852	$19.64
   12	Noblis	$40,259	$19.36
   13	Express Employment Indy South	$33,904	$16.30	4

4. Writing a personnel coordinator job description

   A personnel coordinator job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. Below, you can find an example of a personnel coordinator job description:

   Personnel coordinator job description example

   The Recruiting and Legal Personnel Coordinator provides administrative support for the department and coordinates all aspects of the law school recruiting program, the summer program and legal personnel.
   Essential Duties and Responsibilities:
   RECRUITING RELATED DUTIES Register Firm for law school recruiting and prepare and submit post-season surveys. Staff hospitality suites for law school recruiting. Plan recruiting receptions and dinners. Process incoming resumes including checking for prior contacts and sending to attorneys for review and consideration as necessary. Using recruiting database, ViRecruit, to track candidates, schedule interviews, gather interview feedback from attorneys and generate feedback reports. Coordinate clerk hiring campaign including annual mailing to judicial clerks. Schedule and arrange callback interviews for law students, clerks and lateral candidates. Prepare materials for law school interviewing and recruiting events. Provide input on mentor assignments for summer associates and associates. Provide support for Summer Associate Program by: Coordinating orientation and onboarding programs for incoming summer associates including paperwork and scheduling training; Gathering summer associate feedback for assignments from attorneys; Coordinating end of rotation and end of summer reviews for summer associates; and Coordinating group events, including Summer Smorgasbord events with partners. Support and attend recruiting, summer associate, and Firm functions as requested and be a visible part of Firm culture; Serve as point of contact and coordinate with search firms for lateral hiring, as necessary. Serve as administrator for the of vi Recruit applicant tracking system, including but not limited to supervising upgrades and maintenance. Create and maintain calendar of all Firm-sponsored law school programming including career services and student organization events. Maintain law firm statistics, (i.e. Attorney Count document, Offers Outstanding document, NALP Form).
   
   LEGAL PERSONNEL RELATED DUTIES Process all paperwork required for admission to the Bar. Complete employer affidavits for current and former attorneys and summer associates. Process work visa and related immigration paperwork for summer associates, attorneys and visiting attorneys
   
   OTHER DUTIES Maintain membership with the local city group New York City Recruitment Association (NYCRA) and the National Association for Law Placement (NALP). Serve as a resource to associates to discuss matters on an ad hoc basis. Ad hoc projects as requested.
   
   Knowledge, Skills, and Abilities Required:
   Knowledge of current recruiting and diversity best practices. Excellent oral and written communication skills and interpersonal skills to deal effectively with all levels of personnel. Professional and gracious demeanor and service attitude at all times. Accuracy and attention to detail. Ability to work independently under pressure. Ability to provide support for detailed and complex projects. Flexibility in the midst of multiple and/or changing priorities and deadlines. Professional grace and demeanor and service attitude at all times. Integrity - strong professional and ethical standards; must observe confidentiality of personnel and Firm matters. Proficiency in Outlook, MS Office Suite and familiarity with ATS such as Vi or similar databases.
   
   Education and Experience:
   Bachelor's degree required. Two or more years' experience in professional services environment in recruiting, legal personnel and/or human resources.
   
   Working Conditions:
   Normal office environment with little exposure to excessive noise, dust, temperature, etc. This position is full-time and requires flexibility to maintain confidentiality, work extended hours and/or travel, as necessary. Full C-19 Vaccination is required unless otherwise permitted by law.

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right personnel coordinator for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

   • Post your personnel coordinator job on Zippia to find and recruit personnel coordinator candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit personnel coordinators, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you 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 personnel coordinator

   Once you have selected a candidate for the personnel coordinator position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize 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.

   After that, you can create an onboarding schedule for a new personnel coordinator. 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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How much does it cost to hire a personnel coordinator?