What does a recruitment manager do?
The primary job of recruitment managers is to find and recruit job candidates to fill job vacancies. They typically work for companies or recruiting agencies. Recruitment managers are responsible for a few tasks, including identifying prospective candidates, defining job descriptions, and conducting job interviews. They are also responsible for developing recruiting procedures, overseeing the entire recruitment team, and selecting job advertising options. Most employers prefer someone with experience as a recruitment manager or related position, knowledge of labor law, and a bachelor's degree in human resources management.
Recruitment manager responsibilities
Here are examples of responsibilities from real recruitment manager resumes:
- Manage the implementation of online applicant tracking system, ICIMS.
- Lead RFP process for prefer staffing and background check vendors.
- Manage pulling resumes off of Jobvite and screen each resume.
- Manage HRIS to ensure compliance with applicant flow log, I9's, background & reference check, etc.
- Schedule new hires for sales training and orientation programs, manage PeopleSoft files and on line resume tracking reports.
- Manage the recruitment budget; approve and track expenses; ensure highest ROI by tracking outputs of events and postings.
- Utilize social media such as Facebook & LinkedIn for recruitment attraction.
- Write, edit, and deliver social media messages through facebook and twitter.
- Source candidates via LinkedIn, external vendors, referral campaigns, internal/external job boards, and networking via industry events.
- Company mentor for advice on generating Facebook likes and best practices.
- Implement KPI metrics that help increase sales performance for the company.
- Act as the main point of contact/account manager for large VMS clients.
- Maximize organizations ROI by understanding the sources that return both quantity and quality within candidate pool.
- Perform business to business marketing via LinkedIn, Internet research, email, and direct call (s).
- Design and organize job descriptions, KPI and prepare annual performance evaluation on all employees in a prompt manner.
Recruitment manager skills and personality traits
We calculated that 18% of Recruitment Managers are proficient in Customer Service, Client Relationships, and Human Resources. They’re also known for soft skills such as Leadership skills, Organizational skills, and Speaking skills.
We break down the percentage of Recruitment Managers that have these skills listed on their resume here:
- Customer Service, 18%
Provided outstanding customer service to all clients and professionals via timely communication and conflict resolution using various resources and departmental support.
- Client Relationships, 9%
Utilized effective communication skills to maintain client relationships and develop new business in departments where previously efforts were unsuccessful.
- Human Resources, 6%
Assist with development of corporate human resources financial strategies by estimating, forecasting, and anticipating requirements for recruiting budget.
- Business Development, 6%
Joined this fast-paced environment to help penetrate and further solidify our presence in a defined territory through consistent business development efforts.
- Recruitment Strategies, 5%
Facilitated the interview process for regional hiring managers, while actively advising business leaders on effective recruitment strategies and processes.
- Recruitment Process, 4%
Designed, constructed and implemented new strategic recruitment processes and procedures resulting in increased efficiency and consistent achievement of hiring goals.
Common skills that a recruitment manager uses to do their job include "customer service," "client relationships," and "human resources." You can find details on the most important recruitment manager responsibilities below.
Leadership skills. The most essential soft skill for a recruitment manager to carry out their responsibilities is leadership skills. This skill is important for the role because "human resources managers must coordinate work activities and ensure that staff complete the duties and responsibilities of their department." Additionally, a recruitment manager resume shows how their duties depend on leadership skills: "provided coaching and guidance to area leadership in the areas of interviewing techniques, assessment testing and recruitment processes. "
Organizational skills. Many recruitment manager duties rely on organizational skills. "human resources managers must be able to prioritize tasks and manage several projects at once.," so a recruitment manager will need this skill often in their role. This resume example is just one of many ways recruitment manager responsibilities rely on organizational skills: "maintain strategic partnerships with hiring managers and hr business partners through the organizational development and recruitment processes. "
Interpersonal skills. recruitment manager responsibilities often require "interpersonal skills." The duties that rely on this skill are shown by the fact that "human resources managers regularly interact with people, such as to collaborate on teams, and must develop working relationships with their colleagues." This resume example shows what recruitment managers do with interpersonal skills on a typical day: "demonstrate excellent interpersonal skills while performing in a high performance recruiting team. "
Communication skills. Another crucial skill for a recruitment manager to carry out their responsibilities is "communication skills." A big part of what recruitment managers relies on this skill, since "human resources managers need strong speaking, writing, and listening skills to give presentations and direct their staff." How this skill relates to recruitment manager duties can be seen in an example from a recruitment manager resume snippet: "created change management communications of new recruitment processes and rolled out to all regional and international offices. "
The three companies that hire the most recruitment managers are:
- Deloitte261 recruitment managers jobs
- Robert Half157 recruitment managers jobs
- Accenture58 recruitment managers jobs
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Compare different recruitment managers
Recruitment manager vs. Senior human resources consultant
A senior human resources consultant specializes in recommending solutions to optimize a company's human resource operations. Their responsibilities typically revolve around performing research and analysis to identify the strengths and weaknesses of existing procedures, devising strategies to attain the best employment practices, and developing programs for the benefit of employees. They may also implement the company's policies and regulations, creating new ones as needed. Furthermore, as a senior human resources consultant, it is essential to lead and encourage junior consultants and managers to accomplish goals in adherence to the vision and mission of the company.
While similarities exist, there are also some differences between recruitment managers and senior human resources consultant. For instance, recruitment manager responsibilities require skills such as "customer service," "client relationships," "human resources," and "recruitment strategies." Whereas a senior human resources consultant is skilled in "employee engagement," "project management," "sr," and "shared services." This is part of what separates the two careers.
Senior human resources consultants really shine in the technology industry with an average salary of $86,984. Comparatively, recruitment managers tend to make the most money in the technology industry with an average salary of $83,159.On average, senior human resources consultants reach higher levels of education than recruitment managers. Senior human resources consultants are 10.2% more likely to earn a Master's Degree and 0.9% more likely to graduate with a Doctoral Degree.Recruitment manager vs. Human resource officer
A human resources officer is typically in charge of managing and handling the employment operations in the company, including the payroll and training systems. Their responsibilities revolve around participating in advertising job openings, interviewing applicants, training and managing new employees, and devising programs that will help them learn about the policies and regulations of the company. Furthermore, a human resources officer is also responsible for managing employee data, such as personal information and work attendance, processing payroll, and handling any issues or concerns.
While some skills are similar in these professions, other skills aren't so similar. For example, resumes show us that recruitment manager responsibilities requires skills like "customer service," "client relationships," "human resources," and "business development." But a human resource officer might use other skills in their typical duties, such as, "human resources functions," "personnel actions," "employee development," and "labor relations."
Human resource officers may earn a higher salary than recruitment managers, but human resource officers earn the most pay in the government industry with an average salary of $77,057. On the other hand, recruitment managers receive higher pay in the technology industry, where they earn an average salary of $83,159.human resource officers earn higher levels of education than recruitment managers in general. They're 8.8% more likely to graduate with a Master's Degree and 0.9% more likely to earn a Doctoral Degree.What technology do you think will become more important and prevalent for recruitment managers in the next 3-5 years?
Mick Joneja
Senior Director of Talent Acquisition, Life Time
Recruitment manager vs. Human resources business partner
Human resource (HR) business partners' primary job is to ensure that business objectives are aligned with the management and employees within an organization. They typically focus more on developing HR strategy than implementing the company policies. They often work with individual business units, and their work is related to the company's current and future success. HR business partners are also responsible for providing performance management guidance, developing contract terms for new employees, transfers, and promotions, and providing advice on business units.
The required skills of the two careers differ considerably. For example, recruitment managers are more likely to have skills like "customer service," "client relationships," "human resources," and "business development." But a human resources business partner is more likely to have skills like "employee engagement," "hrbp," "business objectives," and "organizational development."
Human resources business partners earn the highest salary when working in the finance industry, where they receive an average salary of $99,409. Comparatively, recruitment managers have the highest earning potential in the technology industry, with an average salary of $83,159.human resources business partners typically earn higher educational levels compared to recruitment managers. Specifically, they're 10.0% more likely to graduate with a Master's Degree, and 0.3% more likely to earn a Doctoral Degree.Recruitment manager vs. Director of talent acquisition
A director of talent acquisition is primarily responsible for spearheading the development of strategies that will help a company to narrow down and acquire talented individuals. Typically, they must set goals and budgets, coordinate with stakeholders or higher-ranking officials, review and assess the performance of the talent acquisition team, and conduct training and meetings. Furthermore, as director, it is essential to implement all policies and regulations, craft new ones if necessary, all while shaping the team into an efficient workforce.
Types of recruitment manager
Updated January 8, 2025
