January 10, 2022

Job Description for a Recruiter: Duties and Responsibilities

Finding the right candidate can be difficult. But it's your job! You need to find the perfect person for every position to keep the company operating at peak efficiency. 

Dear reader, I think from the above couple of sentences you have got a hint about the job description for a recruiter.

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The duties of a recruiter will depend on where they work and what type of company it is. Responsibilities and duties vary depending on the company. 

Recruiters may be responsible for sourcing candidates from various sources, preparing job postings, screening applicants, interviewing candidates, negotiating salaries and benefits, adjusting to changing market conditions, developing hiring strategies and evaluating the effectiveness of their efforts.

From this article, you will get an in-depth idea about a recruiter’s job description –their duties and responsibilities, what does a recruiter do and even how to write a catchy job description.

I think, by this time, you have got an overview of what you are going to read in the rest part of this article.

So, let’s dive in….

Recruiter job description: Duties and Responsibilities:

The recruiter's role is to review resumes, contact applicants for interviews, and coordinate the recruitment of new employees. 

The job requires an understanding of employment law, compliance, and human resources practices.

These are the primary recruiters’ duties and responsibilities.

Is it enough to know everything about recruiters’ duties and responsibilities? The answer is no. There are more to know. 

Have patience, my dear.

Creating a recruitment strategy:

If someone asked you to find a perfect candidate for a position, will you go for it without creating a recruitment strategy? 

I guess no. 

You need to develop a recruitment strategy to find the perfect individual for a job. So, as a recruiter, it’s your responsibility to develop a recruitment strategy before any talent hunt. 

I think it makes sense.

You may have standard recruitment techniques that you apply for all roles, which isn't a problem, but you should consider whether the role you're recruiting for requires any new approaches.

Attending a new recruiting or networking event, browsing new websites, or placing ads in new locations are all examples of this.

Screening resumes:

After posting a job opening, you will start receiving a lot of resumes. You have to screen those resumes as part of the hiring process. This is one of the most important recruiters’ duties and responsibilities.

In two ways, you may screen those.

--- Manually

--- Through various screening tools

After screening, you will get those candidates who are a good fit for the position. So, screening is a major duty of a recruiter. 

Screening tools may help you, but sometimes you may need to screen manually to pick the best resumes.

Pre-screening interviews:

Often you may need to conduct pre-screening interviews. In some organizations, the pre-screening interview can be longer. It depends.

It ensures that a candidate meets the job requirements and, if necessary, teaches them about the organization to prepare them for future interviews.

Generally, this type of interview conducts over the phone or online rather than in person. As a recruiter, you may need to conduct the pre-screening interview.

Coordinating interviews:

Screening resumes are done. The pre-screening interview is done. Now, what is your next responsibility as a recruiter? Guess, my dear.

Yes, now you have to arrange the interview with the hiring manager and other persons, if any. 

You need to coordinate with them to ensure that everyone is available on that specific interview date that you are planning to arrange.

Sometimes it requires following up with them; I mean the persons who need to be present in the interview board to keep the process moving.

Finding the best candidates:

Sometimes finding the best candidate can be a challenge to a recruiter. How? Sometimes recruiters need to do extra work to fill the position properly.

Let take a scenario. For example, the industry is highly competitive, and it’s hard to find experienced candidates or to find candidates to apply. 

In the above scenario, as a recruiter, you need to do additional work to find ways to appeal to the right candidate to fill the open position.

If someone asks me what does a recruiter do, I must tell him this point as well among the other points.

Attend job fairs and hiring events:

It is one of the recruiters’ responsibilities to attend job fairs and hiring events. For some industries, job fairs and hiring events are helpful for talent hunts. 

Now the question comes, what is your job in this type of fair and events as a recruiter?

The answer is you may need to tell the attendees:
  • About the open positions of your company
  • Help them to understand how they can get hired for a specific position
  • Give them a company overview.
You may need to travel to various locations for this purpose as a recruiter. 

Communicating necessary information to candidates:

Candidates get their news from a recruiter. It’s a recruiter duty to pass the essential information regarding the next steps of the interview process to the candidates.

It is the recruiter’s responsibility to be in touch with them for the following reasons:
  • To update them on the status of any assessment review.
  • To inform them on what will be the next step
  • To pass them the information regarding the interview time.

Managing background and reference checks:

Usually, it’s the last step of an interview process before a company makes a job offer to a specific candidate.  Background and reference are common parts of the hiring process when all the hiring process steps are done.

A recruiter may do it himself or outsource it for checking. Either way, it is a recruiter responsibility whether the check is done perfectly.

Tracking staffing information:

As a recruiter, you have to remain organized. Why?

It happens a recruiter is handling multiple recruitment processes at a time. So, remaining organized is crucial.

In this situation, many software may help them to organize staffing information. Generally, as a recruiter, you have to enter the information and ensure accuracy. 

This eliminates any potential issues with providing incorrect information to an applicant or providing incorrect resumes to a hiring manager.

I think you have already got a solid idea on what does a recruiter do, from this article-“Job Description for a Recruiter: Duties and Responsibilities.”

What we discussed till now, we got a good idea what to include in the job description of a recruiter. I am writing this because now we know what recruiters’ responsibilities are. 

Still confused?

No worries. We will get a better idea on how to write a job description (job description of hr recruiter) from the following recruiter job description example.

Recruiter Job Description example/ Template:

This sample recruiter job description template (example) will give you an idea of how to write a job description to create an ad that will attract the most qualified, innovative candidates.

This is mainly a recruiter’s duty to write a catchy job description.

Recruiter job summary:

We are searching for a Human Resources Recruiter to help us with the entire recruitment process, from identifying suitable candidates to interviewing and evaluating them.

Recruiting people online, updating job listings, doing background checks, selecting the resumes that best match the employer hiring needs, and contacting applicants for interviews are all responsibilities of an HR Recruiter. We'd like to meet you if you have experience in a variety of job interview formats, such as phone screenings and group interviews, and can help us recruit more quickly and effectively. You must be well-versed in all government regulations, including those regulating recruiting procedures.

Recruiter duties and responsibilities:

  • Create and update job descriptions.
  • Finding applicant sources from different channels such as from different job board platforms like REMOTEful, various social media platforms like LinkedIn etc.
  • Writing recruiting emails for passive candidates.
  • Reviewing application forms and resumes.
  • Taking interviews via video, phone and in-person.
  • Recommends new policies and practices to improve the attractiveness of the organization.
  • Advertise job opportunities on job boards, social media, and company’s career page.
  • Providing shortlists of qualified candidates to the hiring manager.
  • Respond to questions about compensation and benefits.
  • Participating in job fairs in different locations and related events.
  • Monitoring key Human Resource metrics, including time-to-hire, time-to-fill, and source of hire
  • Work with managers to determine future hiring requirements.
  • Acting as a consultant to new hires.
  • Managing intern program by scheduling rotation and assignments.
  • Monitoring intern job contributions.

Work hours and benefits:

This is an excellent place to promote the company’s working hours and advantages.

  • Solid verbal and written communication skills
  • Familiarity with resume databases, relevant employment law, and Applicant Tracking Systems.
  • Should have sound judgment power
  • Recruiting and interviewing skills
  • Skype, phone, and online meeting platform skills

Education and experience:

  • At least three years of recruiting experience in a relevant industry.
  • Bachelor’s degree in Human Resources Management or relevant field.
  • Experience with sourcing technique

(Call to Action):

By providing a call to action, you have to encourage potential recruiter applicants to apply and tell them how to do so.

For example, let potential candidates know whether you want them to apply by “clicking on the apply button’’ at the job post or by emailing a résumé to a specific HR representative at your organization.

This is a basic format of a job description. This way, you can write any job description, such as the job description of a technical recruiter, the job description of a recruiter in consultancy, the Job description for a recruiter specialist, and more. 

How to write a job description:

From the above job description of the HR recruiter example, you already have a solid knowledge of how to write a job description.  

If I summarize those, there should be a job title, a job summary, duties and responsibilities, qualifications and experience, benefits and a call to action to apply. Please have a look below.

Job titles: Job titles should be specific, not generic and precise, but adequately describe the role.

Job summary: Start with an attention-grabbing tone. A summary tells the prospects the expectations for the position and a brief company overview. This is the best place to explain why the company is unique.

Duties and Responsibilities:

Recruiter-duties-responsibilities.jpg 158 KB
This list should include the core duties and responsibilities and highlight the day-to-day activities. 

Benefits: Mention salary and other benefits. If salary is negotiation able, then mention that.

Qualifications, skills and experience: Include soft and hard skills related to the position. Mention the minimum experience and education for the role. For fresher, clearly mention that “fresher can apply.”

Call to action Write the sentence in a way so that prospective candidates feel interested in applying and tell them how they can apply and done.
I think you don’t have any doubt about how to write a job description now. 


We are almost finished. Many things we have covered. What do you think? We have covered the job description of a recruiter, recruiters’ duties and responsibilities, how to write a job description for any position for example, technical recruiter, HR recruiter and more.

I think it will be not bad if I briefly recap the writing. What do you say?

Recruiter jobs and duties vary depending on the company. They are mainly responsible for sourcing candidates from various sources, preparing job postings, screening applicants, interviewing candidates, negotiating salaries and benefits, adjusting to changing market conditions, developing hiring strategies and evaluating the effectiveness of their efforts. 

I think now I should finish my writing. Thank you for reading this article. I hope you have enjoyed it. Stay good. 
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