What does a regional recruiter do?
A regional recruiter is an individual who is responsible for managing the recruitment process of an organization in a region or area. Regional recruiters must ensure that the organization's recruitment process complies with government regulations on employment. They are required to work closely with the upper management and hiring managers in developing a recruitment plan and creating job descriptions. They must manage the overall recruitment process as well as to conduct training on behavioral interviewing. Regional recruiters must also maintain documentation and feedback for program changes and modifications to the recruitment process.
Regional recruiter responsibilities
Here are examples of responsibilities from real regional recruiter resumes:
- Manage EEO compliance and administration of hiring process.
- Manage candidate activity and provide consistent documentation using Taleo applicant tracking system.
- Manage the scheduling and logistics of all interviews between candidates and hiring managers including post-interview calibration/feedback with interview teams.
- Maintain complete and up-to-date credential files for various healthcare providers.
- Maintain heavy travel schedule to recruit healthcare professional from other states.
- Source candidates via job boards, LinkedIn, referrals, and cold calling.
- Train all Account/Operations/Hiring managers on how to successfully use ICIMS to staff sites.
- Monitor and advise all hiring managers regarding EEO and OFCCP guidelines to ensure compliance.
- Exhibit knowledge of on-line hiring practices, behavioral interviewing and assessment techniques using the iCIMS talent platform.
- Research, review, and negotiate contracts with vendors including ATS integration and optimization and job board spend.
- Administer the established internal/external ATS job posting process.
- Develop and implement strategic recruiting and hiring process to ensure consistency and OFCCP compliancy.
- Develop and maintain database applications in Taleo for applicant and interview tracking which reduce recruiting costs while assuring AA/EEO compliance.
- Hired/Mentored/Manage recruiters and recruiting coordinators.
- Hired/Mentored/Manage recruiters and recruiting coordinators.
Regional recruiter skills and personality traits
We calculated that 14% of Regional Recruiters are proficient in Applicant Tracking Systems, Human Resources, and Flyers. They’re also known for soft skills such as Communication skills, Detail oriented, and Interpersonal skills.
We break down the percentage of Regional Recruiters that have these skills listed on their resume here:
- Applicant Tracking Systems, 14%
Utilize applicant tracking systems Newton, and My Staffing Pro to manage requisitions.
- Human Resources, 9%
Provide coaching and Human Resources support for employee relations matters, benefits/compensation and policy and procedure interpretation to management and employees.
- Flyers, 7%
Developed and implemented plan for advertising and promotional outlets and wrote copy for advertisements and flyers.
- Career Fairs, 6%
Attended career fairs, giving university students realistic job expectations which minimized new hire turnover.
- Recruitment Strategies, 6%
Consult with and provide ongoing communication/status reporting to sales leadership teams to determine agency deployment and recruitment strategies.
- Background Checks, 5%
Prepared and extend offers to selected candidates, coordinated background checks including employment verification, education verification and drug screens;
Most regional recruiters use their skills in "applicant tracking systems," "human resources," and "flyers" to do their jobs. You can find more detail on essential regional recruiter responsibilities here:
Communication skills. One of the key soft skills for a regional recruiter to have is communication skills. You can see how this relates to what regional recruiters do because "listening and speaking skills are essential for human resources specialists." Additionally, a regional recruiter resume shows how regional recruiters use communication skills: "utilized effective communication strategies to facilitate best practices in the recruitment process to ensure equality among smaller localities. "
Detail oriented. Many regional recruiter duties rely on detail oriented. "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.," so a regional recruiter will need this skill often in their role. This resume example is just one of many ways regional recruiter responsibilities rely on detail oriented: "provided detailed evaluation of each candidate for advance recruitment process. "
Interpersonal skills. regional recruiters are also known for interpersonal skills, which are critical to their duties. You can see how this skill relates to regional recruiter responsibilities, because "specialists continually interact with others and must be able to converse and connect with people from varied backgrounds." A regional recruiter resume example shows how interpersonal skills is used in the workplace: "performed general office duties which include filing, prior knowledge with microsoft office/excel, and excellent interpersonal skills. "
The three companies that hire the most regional recruiters are:
- ICF95 regional recruiters jobs
- Discount Tire37 regional recruiters jobs
- Allied Universal
19 regional recruiters jobs
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Compare different regional recruiters
Regional recruiter vs. Talent acquisition consultant
A Talent Acquisition Consultant is responsible for sourcing and recruiting high-quality candidates. They may work in an office setting or travel to different locations to search for new talents.
These skill sets are where the common ground ends though. The responsibilities of a regional recruiter are more likely to require skills like "flyers," "linkedin," "home health," and "excellent time management." On the other hand, a job as a talent acquisition consultant requires skills like "customer service," "manufacturing industry," "ta," and "client facing." As you can see, what employees do in each career varies considerably.
Talent acquisition consultants earn the highest salaries when working in the finance industry, with an average yearly salary of $74,599. On the other hand, regional recruiters are paid more in the retail industry with an average salary of $68,366.On average, talent acquisition consultants reach similar levels of education than regional recruiters. Talent acquisition consultants are 3.1% more likely to earn a Master's Degree and 0.6% more likely to graduate with a Doctoral Degree.Regional recruiter vs. Staffing consultant
A staffing consultant develops and maintains the accounts of clients through outside and inside organizational activities. Staffing consultants induct, assess, and monitor the job applicants preparing them for their assignments. They match jobs to applicants and the candidates to their jobs. Their duties include helping both employees and employers in their respective responsibilities. They also act as business development and sales consultant to talent acquisition firms.
Each career also uses different skills, according to real regional recruiter resumes. While regional recruiter responsibilities can utilize skills like "flyers," "background checks," "recruitment efforts," and "source candidates," staffing consultants use skills like "r," "direct hire," "criminal background checks," and "business development."
Average education levels between the two professions vary. Staffing consultants tend to reach similar levels of education than regional recruiters. In fact, they're 2.6% less likely to graduate with a Master's Degree and 0.6% more likely to earn a Doctoral Degree.Regional recruiter vs. Human resources supervisor
A human resources supervisor is an individual responsible for developing and administering human resources programs so that the company can achieve efficient operations. Human resources supervisors coordinate all stages of the hiring process, such as checking all candidates' backgrounds, conducting interviews, and drug screening. They address conflicts among employees, investigate employee problems, and work with management to administer employee discipline or corrective action. The human resources supervisor also develops training and development programs for their salaried employees.
Some important key differences between the two careers include a few of the skills necessary to fulfill the responsibilities of each. Some examples from regional recruiter resumes include skills like "human resources," "flyers," "career fairs," and "recruitment strategies," whereas a human resources supervisor is more likely to list skills in "customer service," "state laws," "payroll processing," and "personnel actions. "
Human resources supervisors earn the highest salary when working in the manufacturing industry, where they receive an average salary of $69,170. Comparatively, regional recruiters have the highest earning potential in the retail industry, with an average salary of $68,366.Most human resources supervisors achieve a similar degree level compared to regional recruiters. For example, they're 3.5% more likely to graduate with a Master's Degree, and 0.3% more likely to earn a Doctoral Degree.Regional recruiter vs. Recruiting coordinator
A recruiting coordinator's tasks include posting job vacancies, coordinating candidate travel, setting up schedules for interviews and handling last-minute scheduling changes, preparing offer letters, and conducting background checks on aspirants. The coordinator assists in the company's recruiting and talent acquisition procedures and strategies by hiring job-seekers to fill in vacant positions and to supply the company's workforce needs and goals. To be effective, he/she should have excellent communication skills and intimate knowledge about hiring best practices to be able to attract aspirants.
Types of regional recruiter
Updated January 8, 2025
