-
Hire employees and process hiring-related paperwork.
-
Review and evaluate applicant qualifications or eligibility for specified licensing, according to established guidelines and designated licensing codes.
-
Evaluate selection or testing techniques by conducting research or follow-up activities and conferring with management or supervisory personnel.
-
Conduct reference or background checks on job applicants.
-
Evaluate recruitment or selection criteria to ensure conformance to professional, statistical, or testing standards, recommending revisions, as needed.
-
Contact job applicants to inform them of the status of their applications.
-
Administer employee benefit plans.
-
Schedule or administer skill, intelligence, psychological, or drug tests for current or prospective employees.
-
Interpret and explain human resources policies, procedures, laws, standards, or regulations.
-
Prepare or maintain employment records related to events, such as hiring, termination, leaves, transfers, or promotions, using human resources management system software.
-
Advise management on organizing, preparing, or implementing recruiting or retention programs.
-
Schedule or conduct new employee orientations.
-
Conduct exit interviews and ensure that necessary employment termination paperwork is completed.
-
Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns.
-
Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act (ADA).
-
Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms.
-
Review employment applications and job orders to match applicants with job requirements.
-
Provide management with information or training related to interviewing, performance appraisals, counseling techniques, or documentation of performance issues.
-
Perform searches for qualified job candidates, using sources such as computer databases, networking, Internet recruiting resources, media advertisements, job fairs, recruiting firms, or employee referrals.
-
Interview job applicants to obtain information on work history, training, education, or job skills.
-
Coordinate with outside staffing agencies to secure temporary employees, based on departmental needs.
-
Develop or implement recruiting strategies to meet current or anticipated staffing needs.
-
Confer with management to develop or implement personnel policies or procedures.
-
Analyze employment-related data and prepare required reports.
-
Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.
-
Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate.