What does a workforce staffing advisor do?

The primary role of technical recruiters is to look for candidates who will fill the technical jobs in different areas such as engineering and information technology. Their roles and responsibilities also include devising or writing job specifications and descriptions, assessing and interviewing job candidates, and representing the company at campus events and job fairs. There are several qualifications to become a technical recruiter that include excellent communication skills, proficiency with MS Office, and experience in using customer relationship management software.

While similarities exist, there are also some differences between workforce staffing advisors and technical recruiter. For instance, workforce staffing advisor responsibilities require skills such as "troubleshoot," "appeals," "unemployment insurance," and "community organizations." Whereas a technical recruiter is skilled in "reference checks," "work ethic," "strong work ethic," and "competitor analysis." This is part of what separates the two careers.

Recruiters are responsible for filling up vacancies in the organization. They put up job postings on the company website and other recruitment websites, screen applicants, prospective schedule candidates for interviews, conduct initial interviews, and, should candidates pass the initial interview, endorse them to hiring managers. They act as guides to applicants throughout the whole application process. Upon successful screening and interviewing of applicants, recruiters then guide them through the employment process, usually endorsing them to medical exams and other pre-employment requirements needed. At times, recruiters are responsible for providing job offers to applicants. Recruiters should have a good judge of character, decision-making skills, and interpersonal skills.

In addition to the difference in salary, there are some other key differences worth noting. For example, workforce staffing advisor responsibilities are more likely to require skills like "hr," "troubleshoot," "appeals," and "unemployment insurance." Meanwhile, a recruiter has duties that require skills in areas such as "human resources," "healthcare," "background checks," and "recruitment process." These differences highlight just how different the day-to-day in each role looks.

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.

Some important key differences between the two careers include a few of the skills necessary to fulfill the responsibilities of each. Some examples from workforce staffing advisor resumes include skills like "hr," "troubleshoot," "appeals," and "unemployment insurance," whereas a self-employed is more likely to list skills in "windows," "mowing," "financial statements," and "payroll. "

A senior technical recruiter is an individual who is responsible for identifying and hiring top talent candidates to work for a company. Senior technical recruiters must work closely with hiring managers to ensure that the right talents are being recruited and keep track of the hiring cycle's goals, metrics, and performance. They craft and personalized recruiting emails to attract passive candidates with job openings and compose job offer letters for the newly hired employees. They also submit resumes to management and conduct interviews of the candidates.