Will “Human Resources Specialists” be Replaced By Robots? 🤔

31% Chance of Automation

“Human Resources Specialists” will probably not be replaced by robots.

This job is ranked #242 out of #702. A higher ranking (i.e., a lower number) means the job is less likely to be replaced.

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Job Description

Perform activities in the human resource area. Includes employment specialists who screen, recruit, interview, and place workers.

Job Details

The SOC (Standard Occupational Classification) code is 13-1071.00
The Mean Annual Wage in the U.S. is $ 64,890.00
The Mean Hourly Wage is $ 31.00
Currently, there are 524,800 people on this job

Also Known As…

Tasks for “Human Resources Specialists”

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