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3 Recruiter Job Description Examples & Guide for 2022

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Stephen Greet, Co-founder

April 4, 2022

Your business can't thrive without salespeople, accountants, and customer service representatives, but what about your recruiting team? They are the key to every other position in the company (sometimes even to the CEO). A great recruiter can find you the talent you need to grow your company beyond what you thought possible. When you hire a great recruiter, you hire the potential for future success.

According to Forbes, exceptional recruiters are the ones who "realize that the battle is won in the trenches, in which every conversation with a candidate can lead to a return on investment." Recruiters are masters of finding talent. Because they're the gatekeepers who open the door to all your future employees, you want to find the best recruiter possible.

BeamJobs knows that hiring someone with that level of responsibility can be frightening, but we make the process easy. Just follow this guide, complete with examples, outlines, and advice, so you can find the right person to hire the best people.

Recruiter Job Description Example

Job details: Syrah Marie Social Graces is the first fully online etiquette school focusing on the neurodivergent community. We believe that everyone can thrive in their environment, but sometimes we need a nudge in the right direction to truly grow. We're looking for a recruiter who will exemplify Syrah Marie's culture and mission to search for the best talent. 

We need someone diligent and thorough but also kind and genuine. Our recruiter will search for candidates to fill all teaching positions at Syrah Marie, starting with four roles so we can offer two part-time classes in fall 2022, with full-time courses beginning in 2023. 

We are an equal opportunity employer and will hire whomever best fits this role regardless of disability (including neurodivergence), sex, religion, ethnicity, sexual orientation, or other protected characteristics outlined by federal and state law.

Responsibilities

  • Collaborate with staff, HR department, in particular, to build knowledge of Syrah Marie brand
  • Screen candidates and review resumes, cover letters, applications, and emails
  • Prepare and review tax forms, contracts, and non-disclosure agreements
  • Draft job descriptions, offer/rejection letters, and scouting emails
  • Track applicant progress through recruiting software
  • Build solid recruitment processes and systems for future recruitment in collaboration with senior recruiters
  • Assist with the application/onboarding process in partnership with the hiring team
  • Attend networking events, such as conferences, fundraisers, and career fairs, with fellow recruiter staff
  • Develop a strong pipeline of potential candidates for each position available in collaboration with senior recruiters
  • Promote Syrah Marie on all social media accounts
  • Uphold Syrah Marie's culture and qualities in all public interactions

Qualifications

  • Bachelor's degree in Human Resources Management, Sales, or related field
  • Minimum 2 years of experience in sales, HR, or marketing (preferably recruiting)
  • Experience using talent acquisition technology such as IQTalent or Evolve Talent Acquisition Suite
  • Proficient in Microsoft Office Suite products, such as Excel and Word
  • Experience using social media, including Twitter, Pinterest, Facebook, TikTok, and Instagram
  • Ability to multitask several projects with strict deadlines
  • Proactive self-starter
  • Excellent communication skills (both written and verbal)

Benefits

  • Salary: $58–111k
  • Medical, dental, and vision insurance
  • 401(k) matching
  • Flexible schedule
  • Paid time off
  • Parental leave

About the company: Syrah Marie Social Graces was founded during the 2020 pandemic when three sisters from Newark, California realized that neurodivergent people everywhere were struggling to cope. We recognize that this group experiences the world differently, and we want to encourage them to grow their confidence, develop their leadership skills, and thrive in any environment. So, we founded Syrah Marie to fulfill that need. You were born to be different, and we're here to help you embrace that difference so you can use it to change the world around you.

We offer general and categorical classes, separated by types of neurodivergence. Our general courses are great for anyone, while our categorical courses are great for any neurodivergent person who wants help navigating our increasingly social world. Try up to 10 of our classes completely free, and get a discount on all services if you share us on social media! Experience Syrah Marie today to become the "you" you've always wanted to be. 

Technical Recruiter Job Description Example

Job details: Hiring technical aerospace positions for your structural team can feel impossible, but that's why Aerrow exists. We are a retained executive search firm that exclusively hires structural teams for jumbo passenger jets such as the Boeing 747 and Airbus A300 families. Whether you need a structural analysis engineer or a lead durability and damage tolerance analyst, we can find the right candidate for the position.

We're looking for a technical recruiter to join our team to help fill positions across the aerospace industry. Our ideal candidate will have several years of technical recruiting experience with a passion for helping aerospace companies thrive. They will build a strong talent pipeline to fill roles quickly with quality candidates and establish strong relationships with clients. If you love working in the aerospace industry with a dynamic HR department, join Aerrow today!

Responsibilities

  • Screen candidates by reviewing resumes and assessing pre-employment test results
  • Conduct preliminary phone consultation before an initial interview with the hiring team
  • Build talent communities, a talent pool, and a strong talent pipeline through communication within current employee networks, job boards, social media posts, and accredited universities
  • Advocate for Aerrow and clients on social media and email campaigns
  • Conduct research regarding open positions and company requirements
  • Attend career fairs, conferences, meetings, and other face-to-face events with candidates
  • Collaborate with hiring teams at client companies to establish hiring goals, needs, and schedules
  • Track recruitment KPIs and interpret results to develop a strategic hiring plan in collaboration with client teams
  • Work on multiple projects for numerous clients, assisting with special projects as needed
  • Engage with candidates to answer questions and guide them through the hiring process

Qualifications

  • Bachelor's degree in HR, Business Management, or related field
  • Minimum 5 years of experience in HR or technical field
  • Minimum 3 years experience as a technical recruiter, preferably within the aerospace industry
  • Demonstrated success filling client positions with candidates from the talent pipeline
  • SHRM-CP
  • Intermediate experience with Greenhouse software
  • Proficient in Microsoft 365 and Google Workspace
  • Excellent critical thinking skills
  • Strong written and verbal communication skills
  • Able to multitask diverse projects for multiple clients throughout the day

Benefits

  • Annual salary range from $61–139k
  • Life/medical/dental/vision insurance
  • 401(k)
  • Employee assistance program
  • Remote options
  • Gym membership

About the company: Aerrow is the number one retained executive search firm for aerospace companies in the United States. We make it our life's mission to find superior talent to keep aerospace travel safe, healthy, and profitable. Our partners include top aerospace companies like Boeing, Gulfstream, Beechcraft, and Raytheon (who share our hometown of Waltham, MA). We find you the top candidates no matter the position, so you never have to worry about vacancies or poor performance. At Aerrow, we find the best, so you can be the best. 

Senior Recruiter Job Description Example

Job details: Edevane Darling is known for luxury and old-world elegance in the U.S. hospitality industry. Our hotels bring five-star quality service and atmosphere to some of the most beautiful locations in the nation, including Bel Air, CA; East Hampton, NY; Martha's Vineyard, MA; Jackson, WY; Orlando, FL; and Scottsdale, AZ. When you want to vacation like royalty, stay at an Edevane Darling hotel!

Our senior recruiter will oversee the entire hiring process and our talented hiring team from our main location in Scottsdale. They will drive the hiring process to create an updated recruitment plan and methods for achieving improved hiring KPIs. In their day-to-day, they will be responsible for upholding Edevane Darling standards on all levels of the hiring process, ensuring that roles are filled by quality candidates promptly. 

Responsibilities

  • Learn and follow Edevane Darling's mission and vision
  • Collaborate with the staffing team to analyze hiring KPIs and set hiring and recruitment strategies
  • Determine hiring needs and appropriate methods for the process 
  • Write proper documentation for each available position, including job advertisements, descriptions, applications, and forms
  • Screen candidates by running background checks, reviewing resumes, evaluating portfolios, and checking references
  • Conduct candidate interviews with the hiring team
  • Follow up with each candidate, potentially adding them to the talent pool for other positions
  • Assist and guide junior recruiters as needed
  • Travel to other Edevane Darling locations as needed for meetings, conferences, and interviews

Qualifications

  • Bachelor's degree in HR, Business Administration, or related field
  • Minimum 8 years of recruiting experience
  • Minimum 4 years of hospitality recruiting experience
  • SHR-SPHR certified
  • Demonstrated success using a variety of sourcing techniques to fill roles within a tight deadline
  • Able to demonstrate knowledge of the hospitality industry
  • Solid understanding of employment laws at the federal and state level
  • Experience using Google Workforce and Microsoft 365
  • Proficient in ATS and CMS software
  • Excellent written and verbal communication skills
  • High emotional intelligence and critical thinking skills
  • Sharp organizational and multitasking ability
  • Must be able to travel to other Edevane Darling locations as needed

Benefits

  • $64–163k annual salary
  • Life, health, dental, and vision insurance
  • 401(k) matching
  • Employee assistance program
  • Parental leave
  • Discounted rate at all Edevane Darling locations

About the company: Edevane Darling has a long history of combining beloved European traditions, starting with our founding in 1923. Our founder, Jacob Whitsby, wanted to create a hotel that combined British elegance, Scandinavian hospitality, Irish ingenuity, and Spanish creativity. Thus, the first Edevane Darling Hotel in Scottsdale was born! Since then, we have continued to bring quality hospitality to visitors across the globe at our six locations, with more locations opening soon. 

At every Edevane Darling location, you can expect stunning architecture, five-star restaurants, and attentive service. We partner with local businesses to provide the freshest regional produce and products possible. Our staff also knows everything you might want to discover about the area, so just ask if there's anything you need! If you prefer to stay closer to home, tour our art gallery or our expansive gardens. At Edevane Darling, everything you can dream of is right at your fingertips.

Writing a Clear, Compelling Recruiter Job Description 

Job descriptions should represent your company well and encourage applications. More often, though, they're confusing, overwhelming, or just plain boring. No matter how many fancy job ads you crank out, recruiters will notice if your job description is poorly written. That's why we at BeamJobs do what we do, so your job description can shine!

More than just being well-written, job descriptions should be fun. At BeamJobs, we love writing job descriptions that meet every requirement without sacrificing personality. We make ours informative and engaging, even for technical positions. Recruiters especially appreciate entertaining job descriptions because they are strong communicators who excel at engaging their audience. 

When it comes to writing such amazing job descriptions, we know it can feel impossible. No worries—we've got the writing process covered!

Identify your needs and deliver

Like the recruitment process, writing a great job description goes in stages. The first step is to identify your company's needs, your applicants, and your future hires. 

Identifying your company's biggest need means figuring out why you're hiring. Are you spending hours and countless resources searching out talent for your growing company? Are you fighting against a high turnover rate because of poor hiring processes and training? Establish who you're hiring and why you're hiring for that role.

The next step is filling in our handy outline: your recruiter's daily tasks, the credentials required for the position, and what perks the company offers. Talk to employees within your company to make it detailed while still concise.

Take it a step further by revising

Once everything is filled in, it can be tempting to submit it and be done. You're a good communicator, so you've already done a good job. But there's a gap between good work and great work. That gap is filled by revision.

Have you accomplished all the goals you set out to fulfill? Did you leave anything out? Trent University explains revision as the time to "re-envision" your piece. You'll also need to catch any typographical or grammatical errors. We all make minor mistakes, but when those mistakes add up, they can cost you your professional reputation. 

So, cut out filler. Shorten your sentences. Brighten up your word choice. Make sure you've covered everything the applicant needs to know without overwhelming them.

Then you should consider your writing's tone. Your job description should reflect the personality of recruiters; it should be professional, personable, and practical, in addition to being well-written.

If you're not sure about your tone, that's okay—this step is all about getting feedback from the hiring team. Hand it off to your co-workers and ask for constructive criticism (while you take a well-needed break). Once you're refreshed, come back and review their edits, making the necessary changes. 

The last step is reviewing your formatting. It might look perfect in your word processor, but each job board formats descriptions differently. You'll need to evaluate the formatting per website. 

Then, all you need to do is inform HR about the flood of recruiter resumes you'll soon receive!

Begin your recruiter job description with this outline

Feeling stuck? We've been there. Use this outline to structure your job description to perfection!

Job details: Recruiters know making a good impression immediately is crucial, so don't neglect this introduction. Here, you'll introduce the job, the company, and why you're hiring. Make it brief but don't sacrifice personality. Humor is a great way to get applicants interested right from the start. 

What you'll be doing/Roles/Responsibilities/Requirements: Recruiters know their job is to get talent in the door, but what else do you require? This section should overview your future recruiter's daily tasks without getting too detailed. The goal is to strike a balance between general and specific. If you're too specific, it sounds overwhelming and bossy. If you're too vague, it becomes generalized and boring. Take a look at some of our examples below to find that sweet spot.

Examples: 

  1. Build a strong pipeline of potential candidates for each position available
  2. Advocate for Aerrow and clients on social media and email campaigns

Qualifications: Recruiting qualifications can sound like a broken record—most recruiters do the same thing no matter the company. But keep in mind that your recruiter needs to represent your unique company well so they should be uniquely qualified. Be precise and establish some of the goals you hope to achieve, but remember you don't need to do so for every bullet point.

Examples:

  1. Bachelor's degree in Human Resources Management, Sales, or related field
  2. Minimum 3 years experience as a technical recruiter, preferably within the aerospace industry
  3. Demonstrated success filling client positions with candidates from pipeline

Benefits: This is the dessert section of your job description, so don't put it before the meat and potatoes (your requirements and qualifications). It's still important since it can help entice applicants, but keep it short and specific. Make sure to add some fun perks if you have them—some good ideas include gym memberships, discounts on merchandise, or company culture activities (We love Food Truck Fridays).

About the company: Most job descriptions put this first when it should be last. It's important to know about the company, but paragraphs and paragraphs about your company's achievements or history will bore your readers. Give some general facts, a bit of your mission statement, and some personal flair for a perfect "about us" section.

Recruiter roles and responsibilities

Recruiters straddle the line between the public and the company to ensure the appropriate personnel fills the roles. They take on a lot of responsibility to make sure they represent the company well, achieve its hiring goals, and keep the new employees happy. 

If you need some help defining the role of a recruiter, look no further than this list. Not all recruiters will fulfill all of these functions, but it's a good general overview of a recruiter's job.

Public communicator

  • A recruiter's entire job is based on communication. They can communicate efficiently with anyone, no matter the situation and are constantly writing or talking to many people—they negotiate, soothe, inform, encourage, and advise. 
    • Conduct cold calls, interview candidates, present data, and interact with potential applicants, making sure to analyze body language and non-verbal cues to evaluate audience engagement.
    • Write engaging, creative emails, job descriptions, job advertisements, social media copy/comments, job offer/rejection letters, and speeches.
    • This role will require strong verbal and written communication skills. Must have a confident, friendly manner and good presentation skills. 

Technology expert

  • Just like other positions in HR, recruiters use software to increase their productivity and efficiency.
  • According to Human Resource Executive, adding technology has helped so much that some applicants felt they received feedback too quickly. Needless to say, technology has greatly improved the recruiting process, and recruiters need to use those tools effectively. 
    • Utilize PinPoint to post to job boards, refer employees, schedule interviews, and interview candidates.
    • Utilize Loxo to draft emails and social posts, make calls, screen candidates, and track sales pipeline activity.
    • This role will require at least 2 years of prior experience using ATS and CRM software, along with proficiency in Microsoft Office Suite technology. 

Salesperson

  • Recruiting is essentially another form of sales. The recruiter markets the company and the position to the applicant, and the applicant markets their skills and qualifications to the company. So, it stands to reason that recruiters must be excellent salespeople.
    • Learn the intricacies of each position, write compelling job descriptions/advertisements, establish trustworthy relationships with applicants, answer applicant questions, evaluate hiring needs, and build a strong talent pipeline.
    • This role will require superior verbal and written communication skills, including negotiation and mediation. Must also have a friendly, trustworthy demeanor and high emotional intelligence.

Visionary

  • If there's one thing recruiters should never do—it's remain static. Recruiters work with people, which makes their job inherently dynamic. This means recruiters need to monitor their methods constantly. They should also suggest improvements to the hiring process, and the company's overall functioning to make sure everything runs as smoothly as it should. 
    • Establish positive relationships with each candidate, clarify the company's hiring goals with each applicant, and request feedback to identify gaps/errors in the hiring process. 
    • Using candidate feedback, develop an efficient and nurturing hiring process in collaboration with HR, the marketing team, relevant executives, and the department in which the new hire will work. 
    • This role will require excellent written, verbal, and interpersonal skills. Must also be a creative, critical thinker who can multitask in a group setting or independently.

Advisor

  • Recruiters are more than just data-driven workers who fill vacancies; according to talent acquisition expert Jeremy Eskenazi, they must "consult and advise on the best ways to bring in the right talent." They are responsible for the overall hiring process and should be able to guide the hiring team to the best candidates. There is no passivity in a recruiter's role as an advisor.
    • Collaborate with the hiring team to clarify hiring expectations, cement the hiring process schedule, and establish the roles and responsibilities of the new employee. Throughout the process, update and advise the hiring team on progress.
    • Establish trustworthy relationships with each candidate and request feedback to convey to the hiring team.
    • This role will require strong verbal communication and organizational skills. Must also be confident and able to adapt to any situation.

Administration

  • As mentioned previously, a recruiter's job is based on all forms of communication, including paperwork and other administrative duties. They handle a high volume of applications, resumes, and other candidate documentation, so they must be efficient and highly organized.
    • Draft application documents, such as job applications, descriptions, or advertisements.
    • Update company records and candidate documentation, including contact lists, throughout the hiring process.
    • Maintain the calendar and schedule interviews, calls, and meetings.
    • This role will require excellent organizational, written, and verbal communication skills, and the ability to multitask independently.

Project Manager

  • As you can probably tell, recruiters navigate the entire hiring process, which means they take on the unspoken mantle of "project manager." They spearhead the hiring operation from beginning to end, ensuring that everyone is content with the outcome (while also meeting the company's hiring goals). 
    • Establish hiring expectations, coordinate hiring timeline, and schedules, mitigate disagreements, obtain all necessary materials, and ensure candidate and overall quality of the hiring process. 
    • This role will require sharp interpersonal and leadership skills, adaptability, and the ability to multitask various projects.