What does a personnel coordinator do?

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. There are several qualifications to become a technical recruiter that include excellent communication skills, proficiency with MS Office, and experience in using customer relationship management software.

While similarities exist, there are also some differences between personnel coordinators and technical recruiter. For instance, personnel coordinator responsibilities require skills such as "human resources policies," "personnel policies," "fmla," and "workers compensation." Whereas a technical recruiter is skilled in "applicant tracking systems," "customer service," "hr," and "work ethic." This is part of what separates the two careers.

A senior recruiter is responsible for monitoring staffing services for the organization, interviewing potential candidates, and managing the onboarding of new employees. Senior recruiters evaluate various departmental operations to identify the needs of hiring additional staff by communicating with senior management. They also review job posting qualifications, screen applicants carefully, send job invites to qualified candidates, and update candidates' information with the database. A senior recruiter must have excellent knowledge of the human resources disciplines and practices to ensure hiring efficiency.

In addition to the difference in salary, there are some other key differences worth noting. For example, personnel coordinator responsibilities are more likely to require skills like "human resources policies," "personnel policies," "fmla," and "workers compensation." Meanwhile, a senior recruiter has duties that require skills in areas such as "applicant tracking systems," "customer service," "human resources," and "sr." These differences highlight just how different the day-to-day in each role looks.

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. They act as guides to applicants throughout the whole application process. Upon successful screening and interviewing of applicants, recruiters then guide them through the employment process, usually endorsing them to medical exams and other pre-employment requirements needed. At times, recruiters are responsible for providing job offers to applicants. Recruiters should have a good judge of character, decision-making skills, and interpersonal skills.

The required skills of the two careers differ considerably. For example, personnel coordinators are more likely to have skills like "human resources policies," "personnel policies," "fmla," and "workers compensation." But a recruiter is more likely to have skills like "applicant tracking systems," "customer service," "human resources," and "linkedin."

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.