What does a technical recruiter 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.

These skill sets are where the common ground ends though. The responsibilities of a technical recruiter are more likely to require skills like "customer service," "hr," "work ethic," and "strong work ethic." On the other hand, a job as a staffing consultant requires skills like "r," "direct hire," "criminal background checks," and "human resources." As you can see, what employees do in each career varies considerably.

A self-employed person works without the supervision of a specific employer. Self-employed entrepreneurs decide their business plans to increase profitability and get involved with the current market trends. They also attend business orientations to improve their skills and strategies on driving their business' growth. A self-employed person must display exceptional decision-making and organizational skills to implement strategies, provide the best customer service with the clients, address their needs, manage complaints, and respond to the customer's inquiries.

Each career also uses different skills, according to real technical recruiter resumes. While technical recruiter responsibilities can utilize skills like "applicant tracking systems," "hr," "reference checks," and "work ethic," self-employeds use skills like "mowing," "financial statements," "payroll," and "real estate."

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.

There are many key differences between these two careers, including some of the skills required to perform responsibilities within each role. For example, a technical recruiter is likely to be skilled in "hr," "work ethic," "strong work ethic," and "competitor analysis," while a typical human resources generalist is skilled in "hris," "performance management," "exit interviews," and "payroll processing."

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.