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Job outlook for resource specialists in the United States
Resource specialist job growth summary. After extensive research, interviews, and analysis, Zippia's data science team found that:
The projected resource specialist job growth rate is 6% from 2018-2028.
About 4,600 new jobs for resource specialists are projected over the next decade.
Resource specialist salaries have increased 15% for resource specialists in the last 5 years.
There are over 6,676 resource specialists currently employed in the United States.
There are 36,281 active resource specialist job openings in the US.
The average resource specialist salary is $55,558.
Are resource specialist jobs in demand?
Resource specialist job and salary trends over time
Resource specialist jobs over time
Resource specialist job growth rate over time
| Year | # of jobs | % of population |
|---|---|---|
| 2021 | 6,676 | 0.00% |
| 2020 | 6,762 | 0.00% |
| 2019 | 6,178 | 0.00% |
| 2018 | 5,595 | 0.00% |
| 2017 | 5,274 | 0.00% |
Average resource specialist salary over time
Resource specialist salary by year
| Year | Avg. salary | Hourly rate | % Change |
|---|---|---|---|
| 2026 | $55,558 | $26.71 | +6.8% |
| 2025 | $51,997 | $25.00 | +4.2% |
| 2024 | $49,887 | $23.98 | +4.1% |
| 2023 | $47,917 | $23.04 | --0.7% |
| 2022 | $48,272 | $23.21 | --0.3% |
Resource specialist jobs by state
Most common states for resource specialists
| Rank | State | Population | # of jobs | Employment/ 1000ppl |
|---|---|---|---|---|
| 1 | District of Columbia | 693,972 | 184 | 27% |
| 2 | Alaska | 739,795 | 105 | 14% |
| 3 | Wyoming | 579,315 | 79 | 14% |
| 4 | Iowa | 3,145,711 | 341 | 11% |
| 5 | Nebraska | 1,920,076 | 219 | 11% |
| 6 | Vermont | 623,657 | 70 | 11% |
| 7 | Massachusetts | 6,859,819 | 658 | 10% |
| 8 | Maine | 1,335,907 | 138 | 10% |
| 9 | Montana | 1,050,493 | 110 | 10% |
| 10 | Delaware | 961,939 | 101 | 10% |
| 11 | South Dakota | 869,666 | 78 | 9% |
| 12 | North Dakota | 755,393 | 65 | 9% |
| 13 | Virginia | 8,470,020 | 675 | 8% |
| 14 | Maryland | 6,052,177 | 473 | 8% |
| 15 | Oregon | 4,142,776 | 337 | 8% |
| 16 | New Hampshire | 1,342,795 | 107 | 8% |
| 17 | Arizona | 7,016,270 | 522 | 7% |
| 18 | Kansas | 2,913,123 | 203 | 7% |
| 19 | Nevada | 2,998,039 | 198 | 7% |
| 20 | Rhode Island | 1,059,639 | 70 | 7% |
Most common cities for resource specialists
| Rank | City | # of jobs | Employment/ 1000ppl | Avg. salary |
|---|---|---|---|---|
| 1 | Coeur dAlene | 2 | 4% | $38,887 |
| 2 | Fort Myers | 2 | 3% | $41,684 |
| 3 | Grand Rapids | 3 | 2% | $48,407 |
| 4 | Boca Raton | 2 | 2% | $41,230 |
| 5 | Costa Mesa | 2 | 2% | $64,940 |
| 6 | Boston | 4 | 1% | $72,781 |
| 7 | Tampa | 4 | 1% | $40,957 |
| 8 | Atlanta | 3 | 1% | $39,621 |
| 9 | Orlando | 3 | 1% | $39,914 |
| 10 | Sacramento | 3 | 1% | $75,021 |
| 11 | Indianapolis | 4 | 0% | $46,036 |
| 12 | Chicago | 3 | 0% | $47,841 |
| 13 | Denver | 3 | 0% | $44,227 |
| 14 | Phoenix | 3 | 0% | $59,407 |
| 15 | Detroit | 2 | 0% | $50,209 |
| 16 | Los Angeles | 2 | 0% | $66,180 |
Resource Specialist job outlook: Expert opinions
Our panel of resource specialist experts
Neumann University
Land O Lakes
University of Idaho
DePaul University
Kentucky Christian University
Missouri Sate
SHRM
University of Alabama
Neumann University
Old Dominion University
Villanova University
University of Wisconsin UW Milwaukee
Lewis University
Northern Michigan University
Bowling Green State University
Marshall University
University of Arkansas, Fayetteville
Robert Till Ph.D.
Professor EmeritusNeumann University
Management Department
What soft skills should all Resource Specialists possess?
Robert Till Ph.D.: When considering key soft skills for an entry-level HR position, good communications skills are of paramount importance. All of our graduates who were contacted highlighted this factor. Another important characteristic mentioned by most graduates is integrity. When working in HR, you are privy to sensitive information, including compensation, evaluations, background information, etc. As such, being trustworthy is critical. Other soft skills highlighted are time management, organization, problem-solving, and attention to detail.
Philomena Morrissey Satre
Director of Diversity Equity & Inclusion and External Strategic PartnershipsLand O Lakes
What skills will help Resource Specialists earn the most?
Philomena Morrissey Satre: Coachability: listen and receive feedback, communicate effectively, draw on Internship or prior job experience, show that you can manage multiple priorities, and willingness to learn and continue developing skills and manage multiple priorities. Additionally, care and compassion for all. Willingness to do what it takes to get the job done even when it may not be your favorite task or responsibility. Lastly, an innovative mindset!
Daniel Eveleth Ph.D.
Professor of Management and Human ResourcesUniversity of Idaho
Department of Business
What skills stand out on Resource Specialist resumes?
Daniel Eveleth Ph.D.: Given this emphasis on the candidate, employee, and manager experiences, what skills are needed:
-Empathy skill - able to look at "our processes" through the eyes of the candidate, employee, manager. It is their journey, not our process.
-Relationship building - given the demand for talent, we often need to play the long game; rather than posting a job announcement and praying for applications to "process," we may need to develop connections with passive job seekers, for example, who may not be ready to apply; we need to think about how we reject candidates so that they pass on positive word of mouth to others and possibly reply/apply when a better fit appears. We may need to develop our relationships with hiring managers to help them make quicker hiring decisions, help them avoid biases when interviewing, learn more from them about their talent needs and preferences.
-Ability and willingness to search for talent. There are excellent job seekers who don't know your organization exists or that you have a culture, positions, etc., that would be a good fit. This is particularly critical for helping a company meet its DEI goals.
-Interpersonal communication skills:
-Job candidates prefer recruiters who are both warm/approachable and knowledgeable about the jobs and the company.
-Hiring managers and other business partners often have varying degrees of experience with recruiting, selection, onboarding, development practices and have unique needs and often unique personalities, work styles, etc. Communication with them is critical and sometimes includes having challenging conversations.
-Tools-oriented skills:
-Data analysis skills
-Journey/Experience mapping
-Data visualization (e.g., Tableau)
-Knowledge of applicant tracking systems
-Success using social media to engage followers (e.g., managed a fraternity's social media sites to engage alumni)
-Familiarity with managing conversations via remote technology.
-Interest in the company/industry.
What general advice would you give to a Resource Specialist?
Dr. Martha Martinez- Firestone Ph.D.: You will hear lots of doomsday scenarios about how you will never recover and how your professional life is ruined. Take it as a challenge. While the effect of recessions is real, that only gives you an idea of the average experience. In all cohorts there are people who do better and people who do worst. Work to be part of the former. All crises bring opportunities; make sure to identify them and see if those jobs and industries are a possibility for you. And remember that life is more than your job.
What are the biggest trends we'll see in the Resource Specialist job market given the pandemic?
Dr. Rob O'Lynn: In terms of the ministry job market, it has always been a tricky market to navigate. There are still more candidates than there are positions. Also, over the last couple of decades, the number of full-time jobs in ministry have decreased. Now, many congregations can only afford a part-time minister or rely on a heavy cadre of volunteers. Yet, there are also congregations across the country that are growing -- some at phenomenal rates.
These congregations employ a vast array of full-time and part-time ministers and support staff persons. I think most ministry positions in a post-pandemic society will continue to trend toward positions at mostly smaller congregations, and then primarily part-time. This will require many ministers to seek bi-vocational employment, something that many associates, youth and worship ministers (and academics, like myself) have been relying on for several years.
How do you envision technology impacting Resource Specialists in the next 5 years?
Dr. Reesha Adamson: The use of technology to change the field is vital. However, there are some significant negative connotations around technology, and with the hasty introduction of virtual learning environments, there is probably going to be a stigma associated with their use. Primarily, schools were asked to pivot to virtual instruction with little warning or training, and many of the formats used were not conducive to student growth and development. Many were put together without considerable planning. The first step will be to show parents, specifically when discussing a student's educational goals and priorities, how instruction can enhance instruction. Schools and technology companies will be more in-line and partnering to help support a field that has been oversaturated with options. Our federal special education research office (OSEP) and our educational sciences institute (IES) have continuously put out vetted resources and possibilities for using technology effectively within instruction. They have also put out special funding to help answer the need to measure the effectiveness of the use of technology and prioritize making up educational deficits that may exist from our most vulnerable student populations missing education and not meeting targeted outcomes.
We are also working to address this challenge by embedding technology outcomes within our course, offering additional certifications for students within the coursework, and even initiating certificates and specialty training around technology and diverse learners. Ultimately, we can think about education in entirely different contexts than before and potentially create a generation of students ready to take on the current world and support a revolution in our thinking about how education and employment have to look. I can only hope we see the promise and expansion of technology positively within the next five years to make sure that we are a leading nation in developing resources and our students' support to make the most significant educational gains that they can.
Will there be an enduring impact of the coronavirus pandemic on Resource Specialists?
Dr. Reesha Adamson: No graduate's experience is like that of any other cohort or generation. They are a cohort of resiliency, versatility, and change. We have seen these themes presented within an uprising of educators about the field over the past years. Still, this generation of students is in a place to advocate for themselves and the area like never before. Our nation has been facing a crisis over a pandemic and a racial problem that cannot be ignored. The use and scrutiny of social media and popular press have been discussed on national platforms, and ultimately answers continuously come back to the science and data behind decisions.
I believe that this generation of students, more than any other, know the importance of science and data collectively better than others, highlighting their experiences and decisions in the future. Graduates genuinely do have the power to change the world, and they are going to be entering the field of education in a time where a broken system of underpaid and understaffed professionals was highlighted on a national platform and impacted all generations and classes of individuals. Having Dr. Jill Biden in the White House, and as a long-standing educator with knowledge about our system and experience with this graduating class, can help catalyze a system that needs to be redefined.
I am hopeful of a nation of change and promise and the creation of acknowledgment of the valuable resource and commodity that teachers and educators are. We know what needs to be done to improve kids' outcomes, but the process to get there is complicated and is only compounded by an underfunded and continuously unsupported system. I hope that these graduates not only have been given the voice to speak up about the issues of injustice, but the knowledge and reasoning to be able to determine what practices are grounded in science and the ability to directly impact change across our nation to create the best possible outcomes for ALL students of ALL abilities.
What are the biggest trends we'll see in the Resource Specialist job market given the pandemic?
Regan Gross: There has been, and will continue to be, a shift in the way we do work. Employers are realizing that they can minimize overhead and leverage technology by adopting remote workforces. There will still be some employers who are resistant to this change and will continue to do things the traditional way. E-commerce jobs, such as those in online retail, will continue to increase, while jobs that require in-person social interaction, such as in the restaurant industry, will continue to evolve into contactless alternatives, reducing the number of positions available for employment. While hospitality and restaurants have been among the hardest hit, for many, still being able to dine-out and stay away from home, is important to their mental health.
Job interviews will continue to be virtual as much as feasible. Job seekers will be well advised to brush up on their on-camera interviewing skills, including dressing appropriately as with in-person job interviews, avoiding any background noise and being cognizant of the appearance of their on-camera surroundings/background. Practice virtual interviews with friends and family if possible.
What type of skills will young Resource Specialists need?
Dr. Millie Dawson-Hardy Ph.D.: As a school counselor and with what I have seen this year and last, I would say the #1 requirement is the ability to be flexible, #2 be able to multi-task, and #3 take care of yourself well as your students. These are some of the very same characteristics I saw listed in books back in the 80s when I was getting my MEd in school counseling, but interesting, they are just as pertinent in the current situation. Specifically, knowing about eLearning and how to help students with the challenges of communication in eLearning and finally experience what anxiety looks like in school-age people and how to share coping skills with these students.
How do you envision technology impacting Resource Specialists in the next 5 years?
Suzanne Mayer Ph.D.: As is evident from my previous answers, the need to reach out to persons with technology needs will be made increasingly more available and affordable. Then, it remains for the young, bright, dedicated grads to go and get trained to reach whoever is the most in need -- burnt-out veterans, addiction clients who are almost at the point of giving up, overlooked and underserved populations who do not believe anyone can or will help and, most significantly, young people in pockets of turmoil, crime and decay.
What Resource Specialist skills would you recommend for someone trying to advance their career?
Dr. Emily Goodman-Scott Ph.D.: Getting experience working/volunteering in schools, and other capacities working/volunteering with youth: learn the culture of education, build rapport and be in relationship with youth and their families.
What type of skills will young Resource Specialists need?
Stacey Havlik Ph.D.: School counselors must be great at building partnerships and connecting students and families to resources. They should also be adept at brief counseling to support students' social/emotional, academic, and career/college development and gather evidence showing their effectiveness.
How do you envision technology impacting Resource Specialists in the next 5 years?
Jeanne Wagner: The pandemic has forced social services to engage in technology in a way that was not predicted; however, I believe that some of these technologies will become the norm for years to come, especially as clients become more comfortable in a virtual world. Technology is not a perfect substitute for traditional social work services, but it can supplement, when needed, to ensure that clients receive services.
What type of skills will young Resource Specialists need?
Dr. Keith Lavine Ph.D.: Probably the best place to start is to look at the latest competency model developed by the Society for Human Resource Management (SHRM). Below is the link to the webpage where individuals can learn more about the different competencies. Their model gets updated every few years, so it always reflects the latest thinking on what is essential for HR professionals in the field.
LearningAndCareer
Of all of the SHRM competencies, the one that is perhaps most noteworthy because of its increasing importance in the coming years is Global and Cultural Effectiveness. This is partly due to the changing demographics of the U.S. workforce, the growing use of teams in organizations, and the economy's continued globalization. More and more organizations recognize the importance and advantage of being diverse, inclusive, and culturally savvy. Not only will HR professionals be expected to be competent in these areas, like everyone else, but they will be increasingly tasked with helping organizations develop these competencies in their workforce.
I also think that adaptability will be a crucial competency for young graduates to possess as they enter the workforce in the coming years. Adaptability is one of the sub-areas of Global and Cultural Effectiveness. But I'm thinking of it in an even broader sense. With globalization and rapidly-developing technology, organizations face constant change, requiring all of us to adapt to the change continually. Fortunately, many new graduates are accustomed to this and don't know anything different, as this has been an increasing trend over the last 25 years. Also, this recent pandemic has required most of us to adapt in a big way.
Yan Ciupak Ph.D.
Associate ProfessorNorthern Michigan University
Department of Sociology and Anthropology
What technology do you think will become more important and prevalent for Resource Specialists in the next 3-5 years?
Yan Ciupak Ph.D.: As in many other fields, high-level computer skills are becoming more and more crucial to work effectively. Sociology students have the advantage of gaining high-level computer skills since sociology is so data- and research-driven. Sociologists use the internet, software, and other computer skills to assist data collection and analysis, communications, and problem-solving.
Will there be an increase or decrease in demand for Resource Specialists in the next 5 years?
Yan Ciupak Ph.D.: Based on the Bureau of Labor Statistics' report in September 2019, sociologists' employment is projected to grow 4 percent from 2019 to 2029, about as fast as the average for all occupations. The median annual wage for sociologists was $83,420 in May 2019, and most Sociologists held a Masters's or Ph.D. Although few careers include "sociologist" in their title at the Bachelor's level, the sociological studies are excellent preparation for a wide variety of occupations. A Bachelor's degree in sociology is a perfect springboard for entering the world of business, industry, and organizations. Students with a BA in Sociology pursue careers in social services, higher education, human resources, policy or market analysis or government or nonprofit research, or apply to graduate school to pursue advanced degrees.
As your questions indicate, the 21st-century labor market is fast-changing, increasingly global, and technology-driven. The National Association of Colleges and Employers (NACE) identifies eight Career Readiness Competencies and, based on the essential need in the Job Outlook surveys, the top four competencies have remained consistent the past three years: Critical Thinking/Problem Solving, Teamwork/Collaboration, Professionalism/Work Ethic, and Oral/Written Communications. Sociology is uniquely suited to help students develop these skills.
Tonya Camden
Adjunct InstructorBowling Green State University
Department of Human Services
Are there any particularly good places in the United States for Resource Specialists to find work opportunities?
Tonya Camden: For graduates in this field, the opportunities are endless anywhere in the United States, they choose to live and work.
Dr. Lisa Burton Ph.D.
Associate Professor, School Counseling Coordinator and Clinical Placement CoordinatorMarshall University
Counseling Department
Will there be an increase or decrease in demand for Resource Specialists in the next 5 years?
Dr. Lisa Burton Ph.D.: The demand in the next five years, I hope it will be bigger than now. As I said before, many veteran counselors/educators chose to retire early with the virtual component being added to the mix and the fear of being exposed to COVID-19. Therefore, I think there will be more openings for school counselors due to this. I hope the state realizes that students will be struggling emotionally and mentally from being isolated for so long from the pandemic. Kids are social. They need to be social to thrive, grow, and learn. They need interaction with friends, teachers, staff, etc. to feel connected and a part of something. The pandemic has created isolation for everyone, and the mental health of our nation, states, communities will see this impact. Therefore, I hope those making budget decisions make good choices about funding additional school counselors to help with this need. Trust me - it will be needed.
What are the biggest trends we'll see in the Resource Specialist job market given the pandemic?
Dr. Lisa Burton Ph.D.: I think we are going to see more virtual school counseling positions open up. Many veteran counselors/educators chose to retire early with the pandemic, which means openings for graduates or even students being hired on the permit. As a clinical placement coordinator, many students have already been employed on the license in counties due to shortages of certified school counselors. This is a good and bad thing, in my opinion. I think our students' mental health needs will also be more significant from the pandemic, which means if students are being hired on a permit, they are not fully prepared or educated yet to handle some of the issues.
Ananda Rosa
Field Education Director, Clinical Assistant ProfessorUniversity of Arkansas, Fayetteville
School of Social Work
What type of skills will young Resource Specialists need?
Ananda Rosa: Social Work graduates will need to demonstrate an understanding of social work competencies, ethics, and values. They also need to have "soft skills" such as good listening skills, flexibility, practical communication skills, empathy, time management, teamwork, and leadership skills. Also, partly due to the pandemic, they need to have increased competency in providing telehealth services. Most students have the technical skills to operate online platforms. Still, they will need to incorporate and demonstrate all the skills listed above into that mode of service delivery.