WHAT DOES A HR RECRUITER DO?

Published: Jul 14, 2025 - The Human Resources (HR) Recruiter sources top talent through platforms like LinkedIn, job boards, and networking while maintaining strong relationships with hiring managers and executives. This role involves managing full-cycle recruitment with a focus on healthcare roles, ensuring a steady pipeline of qualified, diverse candidates. Through innovative sourcing strategies and consistent communication, the recruiter also enhances employer branding and delivers a strong candidate experience.

A Review of Professional Skills and Functions for HR Recruiter

1. HR Recruiter Roles and Responsibilities

  • Stakeholder Management: Primary contact for hiring managers for all their recruitment needs
  • Talent Sourcing: Manage the candidate pipeline by implementing effective sourcing strategies
  • Relationship Management: Develop and maintain effective relations with the Human Resources and recruitment channel partners (agencies), delivering the recruitment services.
  • Compliance: Maintain and ensure compliance with local recruitment policies and processes.
  • Reporting: Provide recruiting status updates to Regional and Global Recruiting Leadership, including performance vs targets, sourcing/recruiting challenges/issues, etc.
  • Knowledge Sharing: Collaborate with other regions to share knowledge and lessons learned.
  • Regional Support: Provide back-up recruiting services for other regions.
  • University Recruitment: Ownership of University career fairs, hiring of graduates, and interns

2. In-House Recruiter Duties and Roles

  • Recruitment Strategy: Partner with hiring managers to determine strategies for staffing needs across the company
  • Candidate Screening: Source, screen, and schedule interviews for hiring managers
  • Cold Calling: Perform phone screens and cold calls
  • Hiring Coordination: Schedule recruitment meetings with managers to assess hiring needs and follow up on the interview process status
  • Interview Management: Coordinate interviews with hiring managers
  • Relationship Management: Maintain relationships with both candidates and managers to ensure staffing goals are achieved
  • Candidate Communication: Communicate employer information and benefits during the screening process
  • Interview Follow-Up: Follow up with candidates to confirm interview date and time
  • Applicant Tracking: Utilize Excel as an applicant tracking system and provide weekly reports of scheduled interviews and hirers
  • Talent Sourcing: Utilize recruitment platforms and resources to source active and passive applicants
  • Feedback Collection: Follow up with candidates and managers, as well as conduct surveys

3. HR Recruiter Responsibilities and Key Tasks

  • Recruitment Compliance: Ensures the integrity of the recruitment cycle, maintains accurate documentation on all candidates, searches, hiring manager interactions, and other recruiting activities
  • Recruitment Metrics: Manages requisitions and hiring to meet organizational goals, including quality of hires, time to fill, and cost per hire
  • Diversity Recruitment: Develops strategies to attract candidates of diverse backgrounds, utilizing media to foster affirmative action and diversity goals
  • Candidate Sourcing: Leverages online recruiting resources and in-house ATS to identify and recruit the very best candidates
  • Outreach Partnerships: Develops and fosters relationships with colleges and diverse professional organizations to attract and recruit diverse candidates
  • Resume Screening: Screens resumes and candidates to identify appropriateness of skills, experience, and knowledge concerning the position before presenting to Hiring Managers
  • Interview Coordination: Manages and coordinates communication, interviews, and assessments for candidates and hiring managers
  • Interview Documentation: Documents post-interview debriefs and post-mortems with interviewers and candidates
  • Reference Checking: Performs detailed reference checking on all candidates and reviews results with hiring managers
  • Job Analysis: Performs job analysis and works with hiring managers to develop and document effective job descriptions
  • Market Research: Stays informed of trends and innovative recruiting techniques to be competitive in state-of-the-art recruiting practices
  • Onboarding Support: Conducts follow-up calls with new hires and hiring managers to support effective new hire orientation and assimilation into the organization

4. HR Recruiter Roles and Details

  • Interview Handling: Be in charge of handling interviews
  • Administrative Support: Manage various administrative duties
  • Onboarding Assistance: Help with new-hire onboarding paperwork/orientations
  • Candidate Sourcing: Deliver and sort candidates through various sources and platforms
  • Internal Referrals: Produce internal recommendations
  • Job Advertising: Draw up and post job opportunity advertisements
  • Digital Recruitment: Make use of digital recruiting resources
  • Onboarding Management: Manage new-hire onboarding paperwork/orientations
  • Job Posting: Formulate and post job opportunity advertisements
  • Recruiting Tools: Utilize digital recruiting resources

5. HR Recruiter Key Accountabilities

  • Onboarding Support: Back new-permanent onboarding paperwork/orientations
  • Digital Recruitment: Put to use digital recruiting resources
  • Internal Referrals: Construct internal recommendations
  • Job Advertising: Formulate and post job opportunity advertisements
  • Candidate Sourcing: Furnish and screen candidates through various sources and platforms
  • Recruitment Marketing: Prepare recruitment materials and post jobs to appropriate job boards and relevant publications
  • Candidate Engagement: Act as the candidate point of contact and build relationships with top talent throughout the selection process
  • Recruiting Tools: Take advantage of digital recruiting resources
  • Onboarding Management: Handle new-hire onboarding paperwork/orientations
  • Resume Screening: Screen candidates' resumes and job applications
  • Hiring Strategy: Explore and implement hiring best practices that foster and improve the talent pipeline

6. HR Recruiter General Responsibilities

  • Job Posting Management: Manage internal and external job postings
  • Onboarding Support: Aid with new full-time onboarding paperwork/orientations
  • Candidate Sourcing: Acquire and sort candidates through various sources and platforms
  • Interview Scheduling: Phone screens with candidates and set up onsite interviews
  • Interviewing: Conduct interviews and make internal recommendations
  • HR Administration: Update employee files, manage vacation time, support timecards, and manage salary reports
  • Employee Relations: Handle all employee relations, acting as an available resource to everyone in the organization
  • Training Coordination: Coordinate new hire training and onboarding
  • Safety Support: Assist with various safety programs
  • Administrative Assistance: Carry out various administrative projects

7. Generalist Recruiter Role Purpose

  • Recruitment Expertise: Operating as the expert in industry best practices for all functional areas of recruitment, monitoring new trends and opportunities to consistently raise the standard for recruitment at Amazon
  • Talent Pipeline: Proactively sourcing, building awareness of the very best passive candidates, and creating a "talent bench" for future hiring
  • Recruitment Consulting: Providing internal resourcing consultancy services to hiring managers, including the provision of advice on all recruitment issues
  • Candidate Experience: Managing the recruitment process from initial candidate contact to offer, ensuring an outstanding candidate experience
  • Process Improvement: Analyzing and implementing process improvements
  • Sourcing Strategy: Developing creative and effective sourcing strategies and plans to build pipelines for top candidates across all areas of the organization, working with recruiting team colleagues to develop and execute tactical sourcing strategies, and with the Brand Manager on raising awareness of Amazon as a great place to build a career
  • Candidate Assessment: Screening, assessing, and qualifying candidates against Amazon’s Leadership Principles
  • Sourcing Scalability: Scaling sourcing methodology and tools to meet the growing appetite for passive candidate attraction techniques within the business
  • Diversity and Inclusion: Working to promote the culture of diversity and inclusion both internally and externally

8. Early Talent Recruiter Essential Functions

  • Talent Advising: Act as a trusted business partner who serves as a strategic talent advisor and connects internally across an array of stakeholders within aligned businesses or program areas
  • Stakeholder Engagement: Foster business intimacy to forge trusted, collaborative, and consultative relationships with hiring managers and senior leaders
  • Attraction Strategy: Lead the attraction strategy for a geographical region within EMEA, including all on-campus and digital channels, ensuring the company is positioned as an employer of choice for exceptional talent
  • Market Analysis: Source and analyze business data (internal), competitor and market research (external), and synthesize and articulate the data into insights leading to strategic actions and initiatives resulting in a qualified and diverse pipeline of candidates to hiring managers
  • Talent Strategy Alignment: Collaborate with local HR and business leaders to fully understand the region’s talent needs and how early talent strategy supports those needs, and translate into university relations and recruiting strategy
  • Strategic Planning: Develop a deep understanding of the company's long-term and short-term strategies and growth drivers, and translate that knowledge into early talent attraction strategies for the aligned region
  • Candidate Assessment: Conduct the initial assessment of all candidates, leveraging interview guides, digital assessment tools, and reports, and lead debrief sessions
  • Competency Evaluation: Efficiently and effectively evaluate a candidate’s academic and professional experience as well as technical and leadership competencies based on business-based interviews, as well as determine screening and assessment criteria for the positions, and recommend the best talent to hiring managers and program managers
  • Interview Coaching: Coach managers, programs, and campus teams on appropriate assessment tools and Behavioral Based Interviewing
  • Candidate Experience: Ensure that every candidate has an optimal recruiting experience, and foster a high level of candidate care and service during all stages of the talent acquisition process
  • Digital Engagement: Effectively leverage both internal company and external digital platforms to drive student applications
  • Digital Screening: Utilize digital screening tools to assess the talent pool and provide expedited and qualified talent slates
  • Data-Driven Decision Making: Lead with data and translate data into information that is of value to the business
  • Process Compliance: Hold self and others (internal and external) accountable for process compliance

9. HR Recruiter Additional Details

  • Talent Acquisition: Leverage industry and company knowledge to aggressively recruit high-caliber, well-qualified applicants from a variety of sources, including cold calling, sourcing on applicant tracking systems, sourcing on LinkedIn, Social Media, and various Job Boards, and other networking opportunities
  • Networking: Maintain a wide, ongoing network of contacts and prospects
  • Recruitment Strategy: Drive and manage the total recruiting strategy for both leadership and candidates
  • Telephone Interviewing: Conduct in-depth telephone assessment of applicants through comprehensive interviewing and work history review
  • Stakeholder Communication: Establish and maintain constant communication with various levels of executives and hiring managers of healthcare facilities and operations
  • Candidate Pipeline: Effectively and consistently produce a pipeline of qualified candidates and build a robust network of top talent with a focus on Nursing or other disciplines
  • Sourcing Techniques: Utilize a variety of proactive sourcing techniques, including identifying and connecting with passive talent through direct calls, networking and building partnerships with schools, communities, and diversity organizations/associations, conducting presentations and speaking engagements, utilizing complex internet searches and social recruiting methods, mining internal Applicant Tracking System, attending external job fairs, arranging and leading hospital hiring events
  • Employer Branding: Act as an employer brand ambassador and help to drive candidate interest in career opportunities
  • Sourcing Strategy: Develop and execute innovative sourcing strategies and campaigns aimed at generating quality candidates to meet the overall recruiting goals while always maintaining an emphasis on creating a diverse pool of talent
  • Market Research: Proactively conduct market research to develop knowledge of current external industry/market/competitor trends and concurrently develop internal knowledge of the business
  • Strategy Communication: Build and execute sourcing strategies and campaigns, and regularly communicate this information to leadership
  • Candidate Support: Take a thoughtful, customer-focused approach to candidate requests and inquiries
  • Candidate Experience: Deliver a positive candidate experience through continuous communication, follow-up, and engagement throughout the selection process
  • Process Improvement: Create a culture of innovation by taking the initiative to look for and suggest ways to continuously improve the recruiting process and drive toward higher efficiency and quality

10. Generalist Recruiter Details and Accountabilities

  • Staffing Strategy: Interprets the client’s business and requirements to drive a staffing process to promote an optimal internal and external talent mix
  • Hiring Execution: Executes a hiring plan within aligned business groups
  • Project Management: Balances multiple timeframes and expectations for budget, scope, and time
  • Talent Identification: Identifies differentiated and alternative types of talent (e.g., competitive, diverse, nontraditional) that may not be typically considered, and provides recommendations to the business area
  • Market Analysis: Reviews data and market research and consults with the business to recommend and implement a hiring plan that addresses both business demand and talent availability
  • Performance Analysis: Reviews and analyzes data to improve staffing performance
  • Candidate Engagement: Elicits interest in active and potential candidates by using business stories that represent Microsoft’s unique career possibilities, advantages, and rewards that are distinct from those of competitors
  • Candidate Satisfaction: Maintains candidate satisfaction at all phases of the relationship by leveraging motivators and incentives to engage candidates and prepare them for the next phases of the process
  • Experience Enhancement: Identifies approaches to enhance candidate experience throughout hiring plans
  • Talent Pool Development: Uses an understanding of talent markets and complex candidate profiles, as well as relationships with talent pools and communities, to identify, secure, and/or develop candidates for immediate and near-future needs and pipelines
  • Pipeline Building: Develops a pipeline that generates strategic and differentiated candidates to meet the future talent needs of the business
  • Nontraditional Sourcing: Identifies unique and non-traditional talent sources (e.g., university recruiting)
  • Candidate Assessment: Leverages tools and assessment frameworks from Operations teams and the Center of Excellence to assess candidates
  • Screening: Executes initial screening and assessment of candidates
  • Talent Qualification: Identifies and gathers information (e.g., ability to hire, relocation, immigration, compensation) to qualify the talent pool
  • Policy Compliance: Uses an understanding of the entire staffing lifecycle to apply the appropriate internal and external staffing policies, standards, and/or regulations to all stages of the staffing process
  • Client Education: Educates clients on the appropriate processes and policies to ensure that compliance requirements are met
  • Documentation: Maintains current documentation on candidates’ qualifications and status in the appropriate staffing or tracking system, within compliance guidelines (e.g., Office of Federal Compliance Programs, General Data Protection Regulation)
  • Data Utilization: Captures relevant data in the recruiting platform and leverages data to inform meaningful insights
Relevant Information
What Does A Corporate Recruiter Do?
What Does An Executive Recruiter Do?