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Event Coordinator Job Description

How to Hire an Event Coordinator

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Event Coordinator Job Description

We are looking for an Event Coordinator to manage events throughout the whole process. You will oversee all elements of event planning and management. You will discuss the scope and budget with department directors and organise all the details, including securing the venue, arranging food service, entertainment, transportation, and staffing for the event. We expect you to manage each phase of the event to ensure it runs smoothly and to close out all vender invoices once the event is over. Our ideal candidate has at least two years of event planning experience and has a long history of coordinating successful events.

Event Coordinator Duties and Responsibilities

  • Discuss the event budget with management and staff
  • Research venues and venders that fit within budget
  • Negotiate contracts with venders
  • Oversee each part of the event to ensure it runs smoothly
  • Schedule staff and other crews for the day of the event
  • Process all invoices to ensure vender payments

Event Coordinator Skills and Requirements

  • Bachelor’s degree in hospitality, or a related field
  • 2+ years in event planning
  • Excellent communication and organisational skills
  • Portfolio of successful events
  • Flexible schedule

Personalising Your Event Coordinator Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.


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