A senior recruiter is responsible for monitoring staffing services for the organization, interviewing potential candidates, and managing the onboarding of new employees. Senior recruiters evaluate various departmental operations to identify the needs of hiring additional staff by communicating with senior management. They also review job posting qualifications, screen applicants carefully, send job invites to qualified candidates, and update candidates' information with the database. A senior recruiter must have excellent knowledge of the human resources disciplines and practices to ensure hiring efficiency.

Senior Recruiter Responsibilities

Here are examples of responsibilities from real senior recruiter resumes representing typical tasks they are likely to perform in their roles.

  • Manage pulling resumes off of Jobvite and screen each resume.
  • Lead process development effort to centralize sourcing information and improve efficiency for one of the largest RPO clients.
  • Manage applicant database and tracking system to ensure data integrity and compliance with federal regulations, including OFCCP compliance.
  • Manage company s Facebook page by updating it daily with upcoming clinical trials and responding to inquiries from potential panelists.
  • Recruit a team of QA experts to do framework lead solution as a testing bed foundation for quarterly regression testing.
  • Manage compensation packages using payroll software.
  • Help build a pipeline of Java and QA resources for contract needs.
  • Cloud senior project managers and technical teams.
  • Track all applicants and applicant activity in TALEO.
  • Demonstrate to companies how a CRM package can have a vital impact on company efficiency.
Senior Recruiter Traits
Communication skills shows that you are able to relay your thoughts, opinions and ideas clearly to those around you.
Detail oriented involves being extremely mindful and observant of all details.
Interpersonal skills involves being able to communicate efficiently with multiple people regarding your thoughts, ideas and feedback.

Senior Recruiter Job Description

When it comes to understanding what a senior recruiter does, you may be wondering, "should I become a senior recruiter?" The data included in this section may help you decide. Compared to other jobs, senior recruiters have a growth rate described as "as fast as average" at 5% between the years 2018 - 2028, according to the Bureau of Labor Statistics. In fact, the number of senior recruiter opportunities that are predicted to open up by 2028 is 33,000.

Senior recruiters average about $36.39 an hour, which makes the senior recruiter annual salary $75,691. Additionally, senior recruiters are known to earn anywhere from $54,000 to $105,000 a year. This means that the top-earning senior recruiters make $51,000 more than the lowest earning ones.

Once you've become a senior recruiter, you may be curious about what other opportunities are out there. Careers aren't one size fits all. For that reason, we discovered some other jobs that you may find appealing. Some jobs you might find interesting include a staffing consultant, talent acquisition consultant, staffing manager, and talent acquisition manager.

Senior Recruiter Jobs You Might Like

Senior Recruiter Resume Examples

Senior Recruiter Skills and Personality Traits

We calculated that 12% of Senior Recruiters are proficient in Potential Candidates, Recruitment Process, and Job Descriptions. They’re also known for soft skills such as Communication skills, Detail oriented, and Interpersonal skills.

We break down the percentage of Senior Recruiters that have these skills listed on their resume here:

  • Potential Candidates, 12%

    Identify potential candidates prepare and submit them to the customer for resume reviews and/or interviews according to customer requirements and preferences.

  • Recruitment Process, 9%

    Collaborate with Hiring Managers to identify position requirements and to enhance recruitment processes in accordance to all hiring policies and procedures.

  • Job Descriptions, 6%

    Conduct recruitment strategy sessions with the Hiring Managers to gather all necessary information needed to ensure a comprehensive job description.

  • Diversity, 5%

    Develop employment strategies (including diversity initiatives) and recruitment materials to attract and retain highly qualified candidates for employment opportunities.

  • Customer Service, 5%

    Provide superior customer service to all candidate and applicants including consistent communication regarding status of application, interviews and offer negotiations.

  • Human Resources, 4%

    Negotiated employee compensation, salary requirements and promotion requests with hiring managers and necessary Human Resources personnel on behalf of employees.

Most senior recruiters list "potential candidates," "recruitment process," and "job descriptions" as skills on their resumes. We go into more details on the most important senior recruiter responsibilities here:

  • Communication skills can be considered to be the most important personality trait for a senior recruiter to have. According to a senior recruiter resume, "listening and speaking skills are essential for human resources specialists" senior recruiters are able to use communication skills in the following example we gathered from a resume: "produce job descriptions, recruiting and onboarding slide decks, hr documents and corporate communications copy. "
  • Another trait important for fulfilling senior recruiter duties is detail oriented. According to a senior recruiter resume, "specialists must be detail oriented when evaluating applicants’ qualifications, performing background checks, maintaining records of an employee grievance, and ensuring that a workplace is in compliance with labor standards." Here's an example of how senior recruiters are able to utilize detail oriented: "prepare candidates for interviewing with hiring managers by providing detailed information on the company, job descriptions, and expectation-setting. "
  • Interpersonal skills is also an important skill for senior recruiters to have. This example of how senior recruiters use this skill comes from a senior recruiter resume, "specialists continually interact with new people and must be able to converse and connect with people from different backgrounds." Read this excerpt from a resume to understand how vital it is to their everyday roles and responsibilities, "co-developed and facilitated interpersonal hr training workshops for managers; interviewing skills and diversity awareness. "
  • See the full list of senior recruiter skills.

    Before becoming a senior recruiter, 77.0% earned their bachelor's degree. When it comes down to graduating with a master's degree, 10.4% senior recruiters went for the extra education. If you're wanting to pursue this career, it may be possible to be successful with a high school degree. In fact, most senior recruiters have a college degree. But about one out of every nine senior recruiters didn't attend college at all.

    Those senior recruiters who do attend college, typically earn either business degrees or human resources management degrees. Less commonly earned degrees for senior recruiters include psychology degrees or communication degrees.

    Once you're ready to become a senior recruiter, you should explore the companies that typically hire senior recruiters. According to senior recruiter resumes that we searched through, senior recruiters are hired the most by ICF, Travelers, and Ernst & Young. Currently, ICF has 31 senior recruiter job openings, while there are 26 at Travelers and 23 at Ernst & Young.

    If you're interested in companies where senior recruiters make the most money, you'll want to apply for positions at VMware, Avnet, and The Walt Disney Company. We found that at VMware, the average senior recruiter salary is $110,720. Whereas at Avnet, senior recruiters earn roughly $109,061. And at The Walt Disney Company, they make an average salary of $104,456.

    View more details on senior recruiter salaries across the United States.

    If you earned a degree from the top 100 educational institutions in the United States, you might want to take a look at Robert Half International, Aerotek, and ManpowerGroup. These three companies have hired a significant number of senior recruiters from these institutions.

    For the most part, senior recruiters make their living in the technology and professional industries. Senior recruiters tend to make the most in the technology industry with an average salary of $85,152. The senior recruiter annual salary in the finance and manufacturing industries generally make $83,605 and $78,740 respectively. Additionally, senior recruiters who work in the technology industry make 20.4% more than senior recruiters in the professional Industry.

    The three companies that hire the most prestigious senior recruiters are:

      What Staffing Consultants Do

      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.

      In this section, we take a look at the annual salaries of other professions. Take staffing consultant for example. On average, the staffing consultants annual salary is $30,128 lower than what senior recruiters make on average every year.

      While their salaries may differ, one common ground between senior recruiters and staffing consultants are a few of the skills required in each craft. In both careers, employees bring forth skills like potential candidates, recruitment process, and job descriptions.

      There are some key differences in responsibilities as well. For example, a senior recruiter responsibilities require skills like "diversity," "customer service," "sr," and "business partners." Meanwhile a typical staffing consultant has skills in areas such as "direct hire," "internet," "professional goals," and "client service." This difference in skills reveals how truly different these two careers really are.

      Staffing consultants tend to make the most money in the professional industry by averaging a salary of $36,576. In contrast, senior recruiters make the biggest average salary of $85,152 in the technology industry.

      Staffing consultants tend to reach lower levels of education than senior recruiters. In fact, staffing consultants are 5.5% less likely to graduate with a Master's Degree and 0.3% less likely to have a Doctoral Degree.

      What Are The Duties Of a 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.

      Now we're going to look at the talent acquisition consultant profession. On average, talent acquisition consultants earn a $8,249 higher salary than senior recruiters a year.

      While the salary may be different for these job positions, there is one similarity and that's a few of the skills needed to perform certain duties. We used info from lots of resumes to find that both senior recruiters and talent acquisition consultants are known to have skills such as "potential candidates," "recruitment process," and "job descriptions. "

      But both careers also use different skills, according to real senior recruiter resumes. While senior recruiter responsibilities can utilize skills like "special projects," "crm," "user groups," and "job orders," some talent acquisition consultants use skills like "ta," "succession planning," "performance management," and "payroll."

      Talent acquisition consultants may earn a higher salary than senior recruiters, but talent acquisition consultants earn the most pay in the health care industry with an average salary of $105,680. On the other side of things, senior recruiters receive higher paychecks in the technology industry where they earn an average of $85,152.

      When it comes to the differences in education between the two professions, talent acquisition consultants tend to reach similar levels of education than senior recruiters. In fact, they're 2.8% more likely to graduate with a Master's Degree and 0.3% more likely to earn a Doctoral Degree.

      How a Staffing Manager Compares

      A staffing manager is responsible for overseeing the overall staffing operations of the company, identifying the staffing needs for each department by coordinating with hiring managers for their requirements and specific instructions for job postings. Staffing managers monitor the performance of the staff, delegating tasks, and ensuring that the recruitment operations adhere to the company's policies and structured guidelines. They also update the company's online job boards, eliminating closed job posts, and reviewing the qualifications of potential candidates, scheduling them for interviews and assessments based on the hiring department's instructions.

      Let's now take a look at the staffing manager profession. On average, these workers make lower salaries than senior recruiters with a $11,823 difference per year.

      Using senior recruiters and staffing managers resumes, we found that both professions have similar skills such as "potential candidates," "recruitment process," and "job descriptions," but the other skills required are very different.

      Some important key differences between the two careers are a few of the skills necessary to fulfill responsibilities. Some examples from senior recruiter resumes include skills like "diversity," "sr," "business partners," and "business leaders," whereas a staffing manager might be skilled in "phone calls," "temporary assignments," "key decision makers," and "career guidance. "

      Staffing managers make a very good living in the technology industry with an average annual salary of $72,807. Whereas senior recruiters are paid the highest salary in the technology industry with the average being $85,152.

      When it comes to education, staffing managers tend to earn similar education levels than senior recruiters. In fact, they're 3.6% less likely to earn a Master's Degree, and 0.2% less likely to graduate with a Doctoral Degree.

      Description Of a Talent Acquisition Manager

      A talent acquisition manager is in-charged in the selection, recruitment, and retention of talented candidates. The core skills that a talent acquisition manager should possess to accomplish his/her or her job responsibilities include excellent interpersonal and communication skills, the ability to multi-task, and knowledge of human resource laws. Other requirements to qualify for the position include a passion for working with others and a degree in human resources management, business administration, or a related field.

      Now, we'll look at talent acquisition managers, who generally average a higher pay when compared to senior recruiters annual salary. In fact, the difference is about $17,214 per year.

      According to resumes from both senior recruiters and talent acquisition managers, some of the skills necessary to complete the responsibilities of each role are similar. These skills include "potential candidates," "recruitment process," and "job descriptions. "

      While some skills are shared by these professions, there are some differences to note. "client relationships," "internal database," "special projects," and "position requirements" are skills that have shown up on senior recruiters resumes. Additionally, talent acquisition manager uses skills like ta, analytics, process improvements, and internet on their resumes.

      Now, let's take a closer look at the financials in each career. The technology industry tends to pay more for talent acquisition managers with an average of $100,067. While the highest senior recruiter annual salary comes from the technology industry.

      Talent acquisition managers reach higher levels of education when compared to senior recruiters. The difference is that they're 9.7% more likely to earn a Master's Degree more, and 0.3% less likely to graduate with a Doctoral Degree.