Our Recruitment Coordinator job description includes the Recruitment Coordinator responsibilities, duties, skills, education, qualifications, and experience.
Recruitment Coordinator Example
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If you need an example job description for a Recruitment Coordinator download the one below, alternatively we have many other Human Resources (HR) job description samples and a job description library with over 3000 job descriptions templates that you can download for free.
What does a Recruitment Coordinator do?
A recruitment coordinator is responsible for finding and hiring suitable candidates to fill open job opportunities within a company, adhering to employment laws, and interacting with department heads to fill openings. A recruitment coordinator can also be known as a recruiter, employe relations manager, HR director, HR coordinator, or talent acquisition specialist.
Recruitment Coordinator Role
Our company seeks a Recruitment Coordinator to take responsibility for sourcing prospective candidates for roles within our organisation. Following employment law, you will collaborate on writing job descriptions and posting job vacancies on our career and social media pages. You will filter candidate applications, arrange and conduct job interviews, check references, make candidate recommendations, and extend job offers. You will work within our HR department and play a core role in recruitment events, such as career fairs.
Recruitment Coordinator Duties
- Collaborating on writing job descriptions for temporary and permanent roles.
- Posting jobs on social media and career sites.
- Filtering applicants and creating candidate shortlists.
- Arranging in-person or virtual interviews.
- Requesting reference and background checks.
- Making recruitment recommendations and presenting job offers.
Recruitment Coordinator Requirements
- A Bachelor’s Degree in Human Resources.
- 2 A Levels.
- Knowledge of employment and Human Resources Law.
- Outstanding verbal and written communication skills.
- Proficiency using HR software.
- Business management skills.
How to write a Recruitment Coordinator Job Advert
Use our job advert template to write a job advert for posting on job sites and job boards. Our job advertising templates are carefully created to help you reach your audience and beat the competition to the best talent.
A job description informs the reader about a job, whereas a job advert’s main objective is to sell the job opportunity to attract as many suitable applicants possible. A job advert maybe the first touch-point a candidate has with your company so it is important to create a great impression.
Job Advertisements should enticing, so considering using short, exciting language which get the reader’s attention.
How to write a Recruitment Coordinator Job Description
To write a job description, we recommend starting with a job description template from our job description library, which contains examples for 800+ positions and professions. Our job description examples include a job summary with duties and responsibilities and skills and requirements, which can be personalised for your job vacancy.
Job Description Advice - Guidance on How to Personalise a Recruitment Coordinator Job Specification
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.
Job Description Tips - Help on formatting a Recruitment Coordinator Job Specification
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.
How to Hire a Recruitment Coordinator
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