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