Human Resources Specialists: 
Perform activities in the human resource area. Includes employment specialists who screen, recruit, interview, and place workers.
Also includes
About the Job
| Primary Industry | Business Management and Administration |
| Indiana Average Salary | $54,460.00 |
| Average Time to Fill | 35 days |
| Typical Education | Associate's degree |
| Typical Experience | Over 4 years, up to and including 6 years |
| Current Openings | |
| 2 Year Projected Openings (2016-2018) | 3,252 |
| 2 Year Expected Percentage Change (2016-2018) | 4.23 % |
| 10 Year Projected Openings (2016-2026) | 14,888 |
| 10 Year Expected Percentage Change (2016-2026) | 10.17 % |
For more information on the new projection methodology, visit Hoosiers by the Numbers .
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Skills Profile
Essential (Soft) Skills
Essential Skills to Employers
Critical Thinking
Decision-making
Information Gathering
Attention to Detail
Oral Communication
Integrity
Written Communication
Creativity
Organization
Leadership
Resource Allocation
Problem-solving
Professionalism
Customer Service
Teamwork
Decision-making
Information Gathering
Attention to Detail
Oral Communication
Integrity
Written Communication
Creativity
Organization
Leadership
Resource Allocation
Problem-solving
Professionalism
Customer Service
Teamwork
Top Job Duties and Responsibilities
Judging the Qualities of Things, Services, or People
Evaluate company recruiting needs
Evaluate applicant qualifications for employment
Identify employee learning needs
Evaluate applicant eligibility for employment
Evaluate information from employment interviews
Evaluate applicant, staff, or individual skill levels
Investigate personal characteristics, character, or activities of individuals
Evaluate employee performance
Evaluate ability of applicant
Evaluate applicant qualifications for licensure
Evaluate equity and debt financing options
Evaluate capital projects
Forecast consumer behavior
Evaluate personnel policies, practices, or benefits
Evaluate applicant qualifications for employment
Identify employee learning needs
Evaluate applicant eligibility for employment
Evaluate information from employment interviews
Evaluate applicant, staff, or individual skill levels
Investigate personal characteristics, character, or activities of individuals
Evaluate employee performance
Evaluate ability of applicant
Evaluate applicant qualifications for licensure
Evaluate equity and debt financing options
Evaluate capital projects
Forecast consumer behavior
Evaluate personnel policies, practices, or benefits
Staffing Organizational Units
Refer applicant to other hiring personnel
Compare client applications with eligibility requirements
Match candidates or clients to employment needs, positions, or roles
Conduct eligibility or selection interviews
Select applicants meeting qualifications
Submit individuals for employment consideration
Publicize job openings
Recruit candidates for employment
Recruit candidates for enrollment
Recruit candidates for volunteer positions
Perform applicant search to fill job openings
Promote personnel within organizations
Hire personnel
Compare client applications with eligibility requirements
Match candidates or clients to employment needs, positions, or roles
Conduct eligibility or selection interviews
Select applicants meeting qualifications
Submit individuals for employment consideration
Publicize job openings
Recruit candidates for employment
Recruit candidates for enrollment
Recruit candidates for volunteer positions
Perform applicant search to fill job openings
Promote personnel within organizations
Hire personnel
Making Decisions and Solving Problems
Align employee career motives to job performance objectives
Design compensation models
Recommend personnel actions such as promotions, transfers, and dismissals
Implement supply chain management processes
Discharge workers using employee dismissal guidelines
Develop personnel performance objectives
Implement employee compensation and benefit plans
Administer standardized or state-mandated assessments
Design compensation models
Recommend personnel actions such as promotions, transfers, and dismissals
Implement supply chain management processes
Discharge workers using employee dismissal guidelines
Develop personnel performance objectives
Implement employee compensation and benefit plans
Administer standardized or state-mandated assessments
Analyzing Data or Information
Analyze business or organizational operating practices or procedures
Perform SWOT analysis
Analyze applicant financial status
Employ basic business mathematical formulas
Analyze financial data or information
Perform market segmentation analysis
Conduct industry or market analysis
Conduct financial or regulatory audits
Perform SWOT analysis
Analyze applicant financial status
Employ basic business mathematical formulas
Analyze financial data or information
Perform market segmentation analysis
Conduct industry or market analysis
Conduct financial or regulatory audits
Provide Consultation and Advice to Others
Advise others on human resources topics
Develop employee dismissal guidelines
Consult stakeholders about innovation and market opportunities
Recommend improvements to work methods, procedures, or products
Collaborate with corporate counsel on legal human resources issues
Prepare financing options and recommendations
Refer patients or clients to community services or resources
Counsel clients or patients regarding personal issues or problems
Develop employee dismissal guidelines
Consult stakeholders about innovation and market opportunities
Recommend improvements to work methods, procedures, or products
Collaborate with corporate counsel on legal human resources issues
Prepare financing options and recommendations
Refer patients or clients to community services or resources
Counsel clients or patients regarding personal issues or problems
Training and Teaching Others
Identify individual or group learning strategies
Maintain knowledge of formal and informal learning activities
Develop integrated learning environments
Monitor employee learning or development progress
Train personnel on managerial topics
Train others in the use of human resources related equipment or tools
Develop training materials
Maintain knowledge of formal and informal learning activities
Develop integrated learning environments
Monitor employee learning or development progress
Train personnel on managerial topics
Train others in the use of human resources related equipment or tools
Develop training materials
Thinking Creatively
Design talent readiness or succession plans
Integrate job classification structure into human resource management systems
Develop job evaluation programs
Develop employee handbook
Establish recruiting procedures
Maintain quality assurance procedures
Design human resource management performance metrics
Integrate job classification structure into human resource management systems
Develop job evaluation programs
Develop employee handbook
Establish recruiting procedures
Maintain quality assurance procedures
Design human resource management performance metrics
Real-Time Job Posting Statistics
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Booster Skills & Certifications
Job Seekers possessing booster skills & certifications, such as those listed below, added to core skills are more marketable, harder to find and expensive to hire.
Hard to Fill: Employers find positions requiring these skills to be hard to fill. These skills and certifications make a job seeker more in demand because the skills are not widely available.
Expensive to Fill: Employers find positions requiring these skills to be expensive to fill. Job seekers with these skills and certifications are likely to earn more money.
| Skill or Certification | Certi - fication | Certification | Hard to Fill | Expensive to Fill |
|---|---|---|---|---|
| Senior Professional in Human Resources | ||||
| Human Resource Information System (HRIS) | ||||
| Staff Management | ||||
| Human Resource Management | ||||
| Project Management | ||||
| Organizational Development | ||||
| Business Acumen |
