Online Degrees

Career as a Recruiter

The average value of the Bachelor degree needed to become a Employment, recruitment, and placement specialists is $1,059,689.00.

Points of Interest

People in Employment, recruitment, and placement specialists Careers usually work in pleasant, clean and comfortable areas and office settings. Although most employment and recruitment specialists work in the office of the company for which they work, some employees travel extensively to participate in job fairs, attend professional meetings and meet and interview prospective new hires on college campuses or elsewhere. The employment and employee is generally met with respect and with enthusiasm, since the person is in the position of offering employment and/or assisting a new hire in the proper placement within a corporation or company according to his or her skill level and interests. 

Nature of the Work

Organizations and corporations need the best and most qualified employees they can hire. To make use of individual talents and expertise, it just makes good sense to match the employee to the job at which he or she excels. The people who make this connection within a company are specialists in labor relations and human resources. These workers in the past performed administration work for organizations. They handled interviewing, recruiting, employee benefits and were responsible for hiring new staff. Human resource managers today still handle these tasks, but now they also consult with chief executives for strategic planning. No longer just working behind the scenes, they now lead companies in changing policies and making suggestions on all aspects of human resources.

In employment, recruitment, and placement specialists careers, some jobs require limited contact with others outside the office. For some, though, dealing with employees is just one important part of their job. To increase productivity, increase performance and limit job turnover, the employment specialist helps their companies develop opportunities for employees to improve their skills for better results in their various positions. Employee satisfaction is a result of this innovation, as it helps to improve working conditions.

In a small business, a greater range of knowledge may be necessary for the employment specialist. A variety of human resource work may be required as all that is involved in handling employees may be expected of the individual since he or she may be the only manager specializing in employee relations in that company. The title may be Human Resources Generalist, or something similar.

On the other hand, if working for a large corporation, the person’s title may be Director of Human Resources, and he or she may be required to supervise more than one department. Each department will likely have a manager who also specializes, but in just one part of human resources, such as training and development, or benefits and compensation. In this case, the director would report to an executive in charge of the entire employment, recruitment and placement divisions of the company. The top level executives, or Employment and Placement Managers, supervise the placement specialists, recruitment, hiring and separation of employees. Those with the job title Recruitment Specialists are responsible for recruiting and placing new hires in the proper job which is best suited for them. Some companies have Work-Life Managers, and they are responsible for programs geared to employee wellness and safety, and help the employee to balance their private life and work life. In larger corporations, they may even include planning physical fitness and wellness programs.

Training, Other Qualifications, and Advancement

The range of educational background, training and knowledge that is necessary for employment specialists careers varies according to the size and nature of the company that employees the individual. When an employer wants to fill an entry-level job a college graduate may be sought who has majored in industrial labor relations or any area of human resources. Other employers may want a college graduate with a business background, or a liberal arts or technical background with the accompanying education. Even though the usual entry into employment, recruitment and placement specialists careers is by earning a bachelor’s degree, many universities are not offering personnel administration, labor relations or human resources degrees. Many do, however, offer courses in the needed subjects for undergraduates, with a concentration in human resource management, compensation and benefits, or development and training of personnel. A combination of courses while in college such as business administration, social sciences and behavioral sciences will be helpful in securing employment in the field, since an interdisciplinary background is desirable. Although some positions require more specialized backgrounds in science, law or engineering, most companies look for human resources specialists with a background in organizational structure and management principles. For a student considering a position in this field, courses in collective bargaining, labor history, labor law, and like subjects will help provide a good background that may interest a prospective employer. Computer literacy and knowledge of information systems is a must in most firms.

For many specialties in the human resources field, experience is considered an asset, and actually necessary to advance to top management or senior level positions such as mediators or arbitrators. When hiring a new employee, many employers look for those who have some experience, either through a work-study program or an internship while still an undergraduate. Employees at all levels need the skill to work well with all kinds of people, and if they have developed these abilities elsewhere, prospective employers will see this as an asset when making a hiring decision. Sometimes positions in human resources are filled by individuals who have gained experience in other backgrounds such as government, social services administration, education or the military. Employers know that these workers, as well as those skilled in clerical work, bring important assets and abilities to the job.

It is important for individuals in the human resources field to have the ability to write, speak and communicate effectively. In addition, they will need to know how to use computer software such as storage and retrieval, computer systems and communications devices. There is growing diversity in the workplace, and this requires that human resource specialists are able to supervise individuals of various cultural backgrounds, ages, and different levels of experience and education. If applying to work in an industry where there are immigrant workers, being able to speak more than one language is a definite asset and would help when applying for a job.

Those wishing to advance in the field would do well to acquire additional education and to join as many professional associations as possible, and as time permits. Some associations offer classes to help enhance their members’ skills. The completion of certification programs are excellent to build credibility and may help with opportunities for advancement. A promotion to director of industrial relations or human resources director, for instance, can lead to a top level executive position. Some individuals in this field go on to join an outsourcing firm or open their own consulting business.

Employment

According to the United States Department of Labor, Bureau of Labor Statistics, specialists in human resources, labor relations, and training filled 904,900 jobs in the year 2008. The distribution shown on their website was 216,600 in developmental and training specialists, 207,900 in recruitment, placement and employment specialists, 121,900 in job analysis specialists, employee benefits and compensation, 40,500 in benefits management and compensation management, 30,400 in development management and training, 224,600 in labor relations specialists, training and human resources, and all other related positions in these departments , 63,100 in human resources management, and other related positions in this designation.

In almost every industry, specialists in employment filled positions in training, human resources and labor relation management. About 13 percent of the labor in the field of training, human resources, specialists and labor relation management filled positions in support services and administrative tasks. 11 percent filled technical services, scientific and professional positions, 10 percent filled social assistance and healthcare positions, and 9 percent worked for insurance and financial firms. Within the workforce field, about 12,900 were self employed. 

Job Outlook

For all areas of human resources, specialists occupations, labor relations management and training, the Bureau of Labor Statistics expects employment opportunities to increase much faster than average in the years to come. The best job opportunities should go to those college graduates and others who have the educational background and have earned certifications in relation to the area in which they want to work. Overall, employment in the field of Employment, recruitment, and placement specialists Careers, is projected by the Labor Department to grow at least by 22 percent from through the year 2018. This is a much faster rate than the projected average for all other occupations.

Revised standards in the employment specialist field brought about by court rulings and legislation in areas such as family leave, retirement plans, healthcare, wages, and equal opportunity of employment, among others, can only increase the demand for labor relations experts, training and human resource specialists. Companies need individuals who are able to develop innovative health insurance, benefits and compensation packages that they can offer as an incentive to prospective employees. Spurring this change on is the growing number of insurance and healthcare options and rising healthcare costs.

It is expected companies will try to resolve labor-management disputes that can be extremely costly, out of court, and if so, addition of mediators, arbitrators and labor relations staff will be necessary. An increased demand for individuals skilled in information systems and international human resources specialists in management, and is expected to provide additional job growth. Although job growth may have been limited by corporate downsizing and automatic information systems, particularly in larger corporation and businesses, this should be a temporary condition. It is expected that workers will once again be needed as expansion of operations continues and additional workers will then need to be hired.

Certain areas of specialty may be stronger than other. Employers may devote more resources to training programs that are job-specific, for instance. Technological advances often leave employees with job skills that are obsolete, and this problem is compounded by the increasing complexity of today‘s jobs. Baby boomers who are highly skilled and trained are beginning to retire, and will need to be replaced. Companies will need specialists, therefore, to develop and train new hires to take their place. Many jobs will be created in placement, recruitment and employment specialties as the industry makes an effort to retain the best employees and recruit quality new hires.

Firms involved in employment services, consulting, and management are expected to offer additional job opportunities. As costs increase and development programs become more complex, companies increasingly outsource human resource functions to temporary workers. Therefore, outsourcing firms will also experience increased demands to produce these human resource specialists to administer compensation packages and employee benefits for other corporations and organizations who want to temporarily hire their employees.

Individuals who have earned special certifications and college graduates with the right educational background usually have the best opportunities for jobs. This is especially true for graduates with a human resources bachelor’s degree, or one in labor relations or human resources administration. For those with a well-rounded liberal arts degree or a business or technical background, job prospects are also bright. Depending on the need for staffing of certain companies, and the demand for labor relations managers and human resource specialists, the business cycle and general economic conditions will all affect job opportunities.

Businesses that have merged with another company or those that have consolidated their operations may always require fewer workers, but other businesses that are expanding will likely need to hire more human resources specialists. These jobs will either be for consultants, or in many cases, permanent employees.

Some companies may contract with consulting firms to train their current employees in formal proceedings, or to run their programs long term. Medium size or smaller firms may cross-train and assign responsibilities to their permanent employees in addition to their usual duties. Many workers who leave the labor force for personal reasons, retire, or transfer to other occupations during the 2008-2018 period projected by the Bureau of Labor Statistics, will need to be replaced and this will offer new job openings. 

Projections

The United States Department of Labor, Bureau of Labor Statistics, predicts projected numbers of new job openings to increase from 2008 levels to 2018 in the following areas of the Employment, recruitment, and placement specialists careers:

• Human Resources, Labor Relation Specialists, Training and others: From 224,600 in 2008, to 271,900 in 2018
• Development and Training Specialists, from 216,600 in 2008 to 267,100 in 2018
• Job Analysts Specialists, Compensation and Benefits Specialists, from 121,900 in 2008 to 150,600 in 2018
• Placement, Recruitment and Employment Specialists, from 207,900 in 2008 to 265,900 in 2018
• Labor Relations Specialists, Training and Human Resources Specialists, from 770,900 in 2008 to 955,500 in 2018
• Human Resources Managers, all other, from 63,100 in 2008 to 68,900 in 2018
• Training and Development Managers, from 30,400 in 2008 to 34,000 in 2018
• Employees Benefits and Compensation Managers, from 40,500 in 2008 to 43,900 in 2018
• Human Resource Managers, from 133,900 in 2008, to 146,800 in 2018
• Labor Relations Managers and Specialists, Training, and Human Resources, from 904,900 in 2008, to 1,102,300 in 2018.

Earnings

According to the United States Department of Labor, Bureau of Labor Statistics, the National Association of Colleges and Employers conducted a survey of salaries in July 2009 and concluded that students who major in the labor and industrial relations areas of human resources average $45,170 a year more in starting salary offers than those who do not have the same education.

Salary rates for human resource workers annually varies according to their level of experience, location, training, occupation and company size. A combination of education, training, experience, speaking more than one language, and other related skills of particular interest to prospective employers may help applicants to secure the position for which they are applying or which they prefer. Belonging to professional organizations, acquiring certifications and additional education will help in advancement goals and career paths, or even to join consulting services or start one's own business. 

Wages

Compensation and benefits managers annual median wages were $86,500 in May of 2008. The highest 10 percent earnings were more than $147,050, the lowest 10 percent earned $49,350 or less, and the middle 50 percent earned from the highest in that class, of $113,480, to the lowest, at $64,930. Annual wages in industries and companies with the largest numbers of benefits and compensation managers were: General surgical and medical hospitals, $86,060, Company and enterprises management, $94,230, Insurance firms managers, $94.340, and Computer design systems and related occupations, $97,630.

In May of 2008, median annual wages of development managers and trainers were $149,050 for the highest 10 percent, $48,280 for the lowest 10 percent, and a range of from $64,770 to $115,570 for the middle 50 percent. Individuals who managed enterprises and companies earned $93,140; those who worked for Insurance carriers earned $92,210, General surgical and medical hospitals earned $86,820; Local government workers earned $70,430, and those in Employment services earned $69,170.

Human resources managers and all others in larger corporations and industries that employed the greatest numbers in the field earned: $96,130 in May 2008. The highest 10 percent earned over $163,220, the lowest 10 percent earned less than $56,770, and the middle 50 percent earned a range of from $73,480 to $125,050. All other individuals earned: Management of enterprises and companies, $107,280; General surgical and medical hospitals, $91,580; Local government $89,240; Professional schools, universities and colleges, $86,920; and State Government $76,570.

Median annual wages of employment, recruitment, and placement specialists were $45,470 in May 2008. The middle 50 percent earned between $35,020 and $63,110. The lowest 10 percent earned less than $28,030, and the highest 10 percent earned more than $85,760. Median annual wages in the industries employing the largest numbers of employment, recruitment, and placement specialists earned $56,110; Computer design systems including related services earned $55,600; Management of enterprises and companies, $51,320; Local Government, 89,240; Professional schools, universities and colleges, $86,920; and State Government, $38,970.

Annual median wages of job analysis specialists, benefits and employee compensation packages were $53,860 in May 2008. The highest 10 percent earned more than $84,310, the lowers 10 percent earned less than $34,080, and the middle 50 percent earned a range of from $42,050 to $67,730. Technical consulting services, scientific and management in those areas earned $59,810; Local Government earned $56,930; Management of enterprises and companies earned $54.930; Brokerages, agencies and all other insurance-related activities earned $53,490; Insurance carriers earned $51,890 and State Government, $43,880.

Annual median wages of development specialists and training personnel in May 2008 in the lowest 10 percent earned approximately $29,470, the highest 10 percent earned more than $85,160, and the middle 50 percent earned a range of from $38,500 to $67,450. Wages in the areas of the industry employing the greatest number of development specialists and training were: Computer design systems and related computer services, $61,110; General surgical and medical hospitals, $56,540, Insurance carriers, $55,190, Management of enterprises and companies, $54,900, Local Government, $52,080, and State Government, $48,480. 

Related Occupations

Counselors

The duties of a counselor varies greatly depending on the setting in which they are employed, their specialty, and the type of client they serve. The community programs are designed to provide support services, rehabilitation and counseling for individuals or families. Many of their clients have more than one issue, within the area of employment and disability, addictions and mental health disorders, career counseling, school problems, or trauma. In order to help their clients and provide the appropriate level of support and counseling, counselors must be able to recognize these issues and help the client create workable solutions to the problem.

School, education and vocational counselors provide groups and individuals with educational, social, personal and career counseling. They assist all levels of students, from postsecondary to elementary grades. These counselors may operate information centers for career programs and use counseling sessions, interviews, and aptitude assessment tests to do evaluations and then advise students.

Employment, career or vocational counselors counsel individuals outside a school environment. Part of their duties may be to arrange achievement and aptitude tests to help their client in making decisions on selecting a career, which is their main focus. The client‘s personality traits, skills, interests, work history, training and education will be assessed by the counselor in order to locate the client in his or her career path.

Rehabilitation counselors counsel those with emotional and physical disabilities that resulted from accidents, disease or illnesses, or birth defects. Both the strength and limits of the person are evaluated in order to provide vocational and personal counseling. The counselor may also arrange for vocational training, any needed medical care, and job placement.

Mental health counselors work with families, groups and individuals to treat emotional and mental disorders and to help prevent problems and promote mental health. These counselors use a variety of techniques to combat such issues as anxiety and depression, addiction and substance abuse, low self-esteem, grief, stress and suicidal tendencies. They may perform mediation, advocacy or community outreach, and work closely with other mental health professionals.

Behavioral disorder and substance abuse counselors help clients with their drugs, alcohol, gambling or eating disorders. Counseling is often done in group setting, but may be given on an individual basis also. Crisis counseling may be part of the way they assist their clients, and they may develop personalized programs for individual recovery.

Marriage and family counselors apply principles, systems and techniques to address emotional and mental disorders. They assist the clients with behavior modification to improve behaviors and perceptions, and promote understanding and communication amont family members. Counselors help to prevent individuals and families from getting into crises, and place less emphasis on internal psychological conflict and problems.

Education and training of a counselor varies with the specialty in which he or she is involved. Usually a master’s degree is required and most states have certification and license requirements. 

Educational Administrators

Educational standards and goals are set by educational administrators who establish the procedures and policies required to achieve the goals for the institution for which they work. They supervise support staff, counselors, teachers, coaches, librarians, and other employees. These administrators develop programs, monitor students’ progress, motivate and train teachers and support staff, administer recordkeeping and manage student services such as career counseling.

Normally, individuals who are hired or promoted to an education administrator position has previously held a central office administration, dean of academics, teaching , or preschool director position. Most administrators become assistant principals or have experience in either school or district administrative jobs before moving into the education administrator position. They are usually well-qualified for the position through education, training and experience. 

Lawyers

Normally it takes about 7 years of studying full time after graduating from high school, which involves 4 years of college followed by 3 years in law school. Applicants must acquire a bachelor’s degree to before being admitted to law school. Lawyers must acquire skills in logical thinking, analyzing information, research, reading, speaking and writing.

To become a licensed attorney, a candidate must earn a college degree, finish law school and pass the state bar examination before being granted a license. 

Psychologists

Psychologists study human behavior by observing, recording and interpreting the way in which people and animals relate to each other and their environment. They look for patterns to help understand behavior using principles, procedures or scientific methods to prove their ideas. Psychologists help promote understanding between nations, cultures, groups, individuals and families. Psychologists have increased our understanding of human and animal behavior. They have discovered through their observation and studies how personality develops and and how to promote behavioral, mental and psychological health.

Usually a doctoral degree is needed for anyone wanting to become a psychologist. After earning the doctoral degree, a variety of counseling, clinical, research and teaching positions is available. A psychologist may work in government, private industry, schools and healthcare services. They may have a private practice, or conduct research, work in administration, or teach in institutions of higher learning. 

Public Relations Specialists

The profitability, reputation and continued existence can depend on whether the public it relies on supports its policies and goals Public relations specialists, also called media specialists or communications specialists, assist clients who are seeking to promote and maintain a positive relationship with a targeted public. Organizations such as hospitals, universities, nonprofit associations, and businesses need their services. PR specialists contact media with press releases, organize events and promotions, advertise the benefits of the organization, and in general, make their clients look good in the public eye.

Public relations specialists will need a bachelor’s degree in a study related to communications, marketing, journalism or public relations. Some employers seek an applicant with experience in an area related to the business of the firm or company, whether finance, sales, engineering, science, healthcare or information technology.

Social and Human Service Assistant

Social and Human Service Assistants help and assist healthcare workers, social workers, and other professionals who provide services to clients. The term social and human service assistant covers a widw variety of jobs, including client advocate, psychological aide, youth worker, gerontology aide, like skills counselor, social services aide, and case management aide, to name a few.

Social and human service assistants help clients to improve their lives through jobs such as running a group home or assisting medical professionals in mental health or nursing fields. They may work for the Government in helping clients access benefits by helping them gather information to verify their eligibility for public assistance, food stamps or other programs administered by the government.

Most employers look for social and human service assistants with more than a high school education. Associate degrees in behavioral sciences, gerontology or human services may meet the requirements. For some positions a bachelor’s or master’s degree may be needed.

Sources of Additional Information

For additional information on various employment and occupations, including job prospects, job descriptions, education needed and projected areas of expansion, visit the United States Department of Labor, Bureau of Labor Statistics website.

For more information on wages that accompany the various occupations, visit the United States Department of Labor, Bureau of Labor Statistics site.