What does a senior manager-recruitment do?
A senior manager of recruitment is in charge of overseeing a company's recruitment operations. Their responsibilities include setting goals and guidelines, establishing budgets and timelines, performing extensive research and analysis, spearheading recruitment activities, and developing strategies to optimize operations. They may also participate in reaching out to prospective recruits, conducting background checks, and facilitating interviews and orientations. Moreover, as a senior manager, it is essential to lead and serve as a mentor to junior managers while enforcing and promoting the company's policies and regulations.
Senior manager-recruitment responsibilities
Here are examples of responsibilities from real senior manager-recruitment resumes:
- Manage oversight of company's social media presence on LinkedIn and other social sites.
- Manage onsite logistics for interviews; research, evaluate and negotiate compensation packages.
- Develop process improvement initiatives and compliance methods for newly acquire OFCCP and AAP status.
- Full cycle recruiter and recruitment manager for growing healthcare firm.
- Research the intricacies of the ever-changing healthcare environment, recognize trends and implement changes when need.
- Develop and implement new ATS in conjunction with vendor while ensuring project meet all milestones and final deadline.
- Maintain compliance with federal, state, and local employment laws relate to recruitment, including OFCCP and AAP requirements.
- Integrate recruiting best practices into the ATS, and create BridgePoint best of bread quality standards for recruiting milestone and functions.
- Build strong workforce analytics utilizing current tools and identifying future tools that will effectively track current and future talent activity.
- Train recruiters and managers on TALEO applicant tracking system.
- Assist with design, implementation and deployment of TALEO.
- Generate organizational reports using ABRA HRIS, ensuring accuracy of system data; recommend and oversee system upgrades; troubleshoot problems.
- Maintain oversight and accountability over sales, logistics, administration, and marketing centers.
Senior manager-recruitment skills and personality traits
We calculated that 11% of Senior Managers-Recruitment are proficient in Human Resources, Recruitment Process, and Linkedin. They’re also known for soft skills such as Leadership skills, Organizational skills, and Speaking skills.
We break down the percentage of Senior Managers-Recruitment that have these skills listed on their resume here:
- Human Resources, 11%
Conducted extensive analysis of all Human Resources programs and created business/project plans to update existing programs and launch new processes.
- Recruitment Process, 8%
Hired by this leading optical technology company to lead a variety of mission-critical recruiting and recruitment process functions.
- Linkedin, 5%
Implemented cutting-edge sourcing solutions by using social media, including recruitment through Facebook pages, Twitter feeds, and LinkedIn Recruiter.
- Applicant Tracking Systems, 5%
Worked with applicant tracking systems such as Bullhorn and Adapt.
- Business Development, 4%
Monitored client and employer contacts for revenue generating and business development.
- Recruitment Strategy, 4%
Provided management advice to service such as interpreting recruitment and placement policies; identified and recommend the most appropriate recruitment strategy.
Most senior managers-recruitment use their skills in "human resources," "recruitment process," and "linkedin" to do their jobs. You can find more detail on essential senior manager-recruitment responsibilities here:
Leadership skills. The most essential soft skill for a senior manager-recruitment 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 senior manager-recruitment resume shows how their duties depend on leadership skills: "provided consultation at leadership meetings for human resources and staffing course of actions. "
Organizational skills. Many senior manager-recruitment duties rely on organizational skills. "human resources managers must be able to prioritize tasks and manage several projects at once.," so a senior manager-recruitment will need this skill often in their role. This resume example is just one of many ways senior manager-recruitment responsibilities rely on organizational skills: "manage the full-cycle recruitment process and initiate new recruiting processes to develop a streamlined organizational recruiting structure. "
Interpersonal skills. senior manager-recruitment 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 senior managers-recruitment do with interpersonal skills on a typical day: "display strong customer service, interpersonal, written and verbal communication skills daily in an effort to support organizational goals. "
Communication skills. Another crucial skill for a senior manager-recruitment to carry out their responsibilities is "communication skills." A big part of what senior managers-recruitment 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 senior manager-recruitment duties can be seen in an example from a senior manager-recruitment resume snippet: "major accomplishments: implementing pre-employment behavioral assessment tool: validation, communication and ats integration. "
The three companies that hire the most senior manager-recruitments are:
- Accenture81 senior managers-recruitment jobs
- Amazon13 senior managers-recruitment jobs
- Bain & Company7 senior managers-recruitment jobs
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Compare different senior managers-recruitment
Senior manager-recruitment 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.
There are some key differences in the responsibilities of each position. For example, senior manager-recruitment responsibilities require skills like "human resources," "linkedin," "applicant tracking systems," and "business development." Meanwhile a typical human resource officer has skills in areas such as "human resources functions," "personnel actions," "employee development," and "labor relations." This difference in skills reveals the differences in what each career does.
Human resource officers earn the highest salaries when working in the government industry, with an average yearly salary of $77,057. On the other hand, senior managers-recruitment are paid more in the professional industry with an average salary of $89,592.human resource officers tend to reach higher levels of education than senior managers-recruitment. In fact, human resource officers are 7.7% more likely to graduate with a Master's Degree and 1.6% more likely to have a Doctoral Degree.Senior manager-recruitment 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.
In addition to the difference in salary, there are some other key differences worth noting. For example, senior manager-recruitment responsibilities are more likely to require skills like "human resources," "recruitment process," "linkedin," and "business development." Meanwhile, a human resources business partner has duties that require skills in areas such as "employee engagement," "hrbp," "workforce planning," and "business objectives." These differences highlight just how different the day-to-day in each role looks.
On average, human resources business partners earn a lower salary than senior managers-recruitment. Some industries support higher salaries in each profession. Interestingly enough, human resources business partners earn the most pay in the finance industry with an average salary of $99,409. Whereas senior managers-recruitment have higher pay in the professional industry, with an average salary of $89,592.human resources business partners earn higher levels of education than senior managers-recruitment in general. They're 9.0% more likely to graduate with a Master's Degree and 1.6% more likely to earn a Doctoral Degree.What technology do you think will become more important and prevalent for senior manager-recruitments in the next 3-5 years?
Rachel Raymond
Strategic talent acquisition sr. manager, Jack Henry & Associates
Senior manager-recruitment 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.
There are many key differences between these two careers, including some of the skills required to perform responsibilities within each role. For example, a senior manager-recruitment is likely to be skilled in "recruitment strategy," "professional development," "recruitment efforts," and "career development," while a typical director of talent acquisition is skilled in "ta," "continuous improvement," "recruitment strategies," and "project management."
Directors of talent acquisition earn the best pay in the manufacturing industry, where they command an average salary of $135,636. Senior managers-recruitment earn the highest pay from the professional industry, with an average salary of $89,592.directors of talent acquisition typically earn similar educational levels compared to senior managers-recruitment. Specifically, they're 3.4% more likely to graduate with a Master's Degree, and 1.6% more likely to earn a Doctoral Degree.Senior manager-recruitment vs. Human resources generalist/manager
A human resource (HR) generalist performs a variety of HR functions and duties. These include recruiting and interviewing job applicants, conducting background checks and verifying employee eligibility, and implementing new employee orientation and recognition programs. In addition, you will be responsible for administering and executing HR programs, including benefits, disputes and investigations, and compensation. As an HR generalist, you are expected to provide answers to inquiries from applicants, employees, and managers. You are also expected to maintain compliance with local, state, and federal employment laws.
Even though a few skill sets overlap between senior managers-recruitment and human resources generalist/managers, there are some differences that are important to note. For one, a senior manager-recruitment might have more use for skills like "human resources," "linkedin," "business development," and "recruitment strategy." Meanwhile, some responsibilities of human resources generalist/managers require skills like "payroll processing," "disciplinary procedures," "workers compensation," and "exit interviews. "
In general, human resources generalist/managers earn the most working in the finance industry, with an average salary of $88,661. The highest-paying industry for a senior manager-recruitment is the professional industry.The average resume of human resources generalist/managers showed that they earn similar levels of education compared to senior managers-recruitment. So much so that theyacirc;euro;trade;re 3.2% more likely to earn a Master's Degree and more likely to earn a Doctoral Degree by 0.1%.Types of senior manager-recruitment
Updated January 8, 2025
