What does a staffing coordinator do?

A human resources generalist is responsible for monitoring the human resources policies and procedures, making adjustments as needed to align with the company's goals and objectives. Duties of a human resources generalist also include improving employee relations system, organizing compliance and knowledge training, reviewing benefit plans, managing compensation inquiries, assisting in recruitment and staffing needs, communicating with department heads in employees' performance reviews, and storing employees' files for reference. A human resource generalist must have excellent communication and decision-making skills to address issues concerning the company and employees' welfare.

While similarities exist, there are also some differences between staffing coordinators and human resources generalist. For instance, staffing coordinator responsibilities require skills such as "patients," "home health," "patient care," and "rehabilitation." Whereas a human resources generalist is skilled in "performance management," "exit interviews," "excellent interpersonal," and "employee engagement." This is part of what separates the two careers.

A human resources specialist is responsible for assisting in the recruitment and staffing process. Duties of a human resources specialist include updating the requirements and qualifications of a job post, handling employees' inquiries regarding compensation and benefits, maintaining employees' records, updating the status of new joiners, tracking performance reviews, and generating reports as business requires. A human resource specialist must be detail-oriented, as well as excellent in organizational and communication skills. Additionally, a human resource specialist must have a broad knowledge of the recruitment process and structure.

In addition to the difference in salary, there are some other key differences worth noting. For example, staffing coordinator responsibilities are more likely to require skills like "patients," "home health," "patient care," and "rehabilitation." Meanwhile, a human resource specialist has duties that require skills in areas such as "oversight," "life insurance," "human resources policies," and "timekeeping." These differences highlight just how different the day-to-day in each role looks.

An employment specialist deals with job applicants to match their talents to a specific job that properly suits them. Employment specialists assist applicants or the unemployed by testing their skills, conducting mock interviews, and creating a proper resume. They can work separately within a company or be part of the human resources department to assist in the hiring process. Employment specialists are often tasked to handle company layoffs and act as the liaison officer between the employer and the Department of Labor.

There are many key differences between these two careers, including some of the skills required to perform responsibilities within each role. For example, a staffing coordinator is likely to be skilled in "patients," "home health," "patient care," and "data entry," while a typical employment specialist is skilled in "mental health," "social work," "competitive employment," and "mental illness."

Placement Specialists are professionals who work for an organization to conduct screening and interviewing job candidates for various organizational positions. These specialists must use various methods such as email, cold-calling, or instant messaging applications to solicit candidates for job openings. They are required to assist job candidates with filling out and submitting their new hire documentation, ensuring that all necessary paperwork is processed with the appropriate departments. Placement specialists must also educate candidates about the organization's compensation and benefits, as well as schedule orientation training.