Personnel technician vs recruiter

The differences between personnel technicians and recruiters can be seen in a few details. Each job has different responsibilities and duties. It typically takes 4-6 years to become both a personnel technician and a recruiter. Additionally, a recruiter has an average salary of $51,374, which is higher than the $39,836 average annual salary of a personnel technician.

The top three skills for a personnel technician include human resources, payroll processing and personnel actions. The most important skills for a recruiter are applicant tracking systems, customer service, and human resources.

Personnel technician vs recruiter overview

	Personnel Technician	Recruiter
Yearly salary	$39,836	$51,374
Hourly rate	$19.15	$24.70
Growth rate	8%	8%
Number of jobs	15,651	37,954
Job satisfaction	-	4
Most common degree	Bachelor's Degree, 49%	Bachelor's Degree, 69%
Average age	41	41
Years of experience	6	6

Personnel technician vs recruiter salary

Personnel technicians and recruiters have different pay scales, as shown below.

	Personnel Technician	Recruiter
Average salary	$39,836	$51,374
Salary range	Between $28,000 And $55,000	Between $35,000 And $74,000
Highest paying City	Martinez, CA	Richmond, CA
Highest paying state	California	Massachusetts
Best paying company	Rowland Unified School District	Meta
Best paying industry	Manufacturing	Technology

Differences between personnel technician and recruiter education

There are a few differences between a personnel technician and a recruiter in terms of educational background:

	Personnel Technician	Recruiter
Most common degree	Bachelor's Degree, 49%	Bachelor's Degree, 69%
Most common major	Business	Business
Most common college	University of Pennsylvania	University of Pennsylvania

Personnel technician vs recruiter demographics

Here are the differences between personnel technicians' and recruiters' demographics:

	Personnel Technician	Recruiter
Average age	41	41
Gender ratio	Male, 30.5% Female, 69.5%	Male, 40.1% Female, 59.9%
Race ratio	Black or African American, 13.0% Unknown, 5.1% Hispanic or Latino, 18.5% Asian, 7.5% White, 55.4% American Indian and Alaska Native, 0.6%	Black or African American, 10.4% Unknown, 5.1% Hispanic or Latino, 19.4% Asian, 7.8% White, 56.7% American Indian and Alaska Native, 0.6%
LGBT Percentage	9%	9%

Differences between personnel technician and recruiter duties and responsibilities

Personnel technician example responsibilities.

Manage wage and salary administration and supervise payroll function.
Enter and process all employment, absences, FMLA and other miscellaneous transactions into PeopleSoft.
Design and facilitate training sessions for campus HRIS users.
Create training material for say policies (i.e., books, handouts and PowerPoint presentations).
Process employee s time punches by generating time and attendance reports from both the PeopleSoft and TimeTrak systems.
Audit data on the HRIS and FMCS to ensure accurate and timely download of data from HRIS into FMCS.

Recruiter example responsibilities.

Manage an average 20 c-level and executive job requisitions per month and achieve a time to slate average of 3 days.
Manage these teams and eventually hire someone to take over the Jr. high ministry completely.
Manage the internal data base system (ICIMS) maintaining high priority candidates as well as priority job openings.
Manage and negotiate contracts for all job boards including: Monster-SignOnSanDiego, YahooHotJobs, Careerbuilder, Jobing, and Craigslist.
Manage records of sales activities and follow-up on requirements by utilizing office specific HRIS technology.
Utilize ATS (applicant tracking software) for organizational recruiting efforts, reviewing applicant information and managing open requisitions.

Personnel technician vs recruiter skills

Common personnel technician skills

Human Resources, 15%
Payroll Processing, 10%
Personnel Actions, 5%
Personnel Transactions, 4%
Workers Compensation, 4%
FMLA, 4%

Common recruiter skills

Applicant Tracking Systems, 10%
Customer Service, 10%
Human Resources, 8%
Linkedin, 4%
Healthcare, 4%
Background Checks, 4%