- Refer applicants to job openings or to interviews with other staff, in accordance with administrative guidelines or office procedures.
Occupations with related tasks Save Table: XLSX CSV
- Process and review employment applications to evaluate qualifications or eligibility of applicants.
- Inform job applicants of their acceptance or rejection of employment.
- Select applicants meeting specified job requirements and refer them to hiring personnel.
- Arrange for advertising or posting of job vacancies and notify eligible workers of position availability.
- Administer and score applicant and employee aptitude, personality, and interest assessment instruments.
- Process, verify, and maintain personnel related documentation, including staffing, recruitment, training, grievances, performance evaluations, classifications, and employee leaves of absence.
- Record data for each employee, including such information as addresses, weekly earnings, absences, amount of sales or production, supervisory reports on performance, and dates of and reasons for terminations.
- Explain company personnel policies, benefits, and procedures to employees or job applicants.
- Provide assistance in administering employee benefit programs and worker's compensation plans.
- Answer questions regarding examinations, eligibility, salaries, benefits, and other pertinent information.
- Prepare and set up for new employee orientations.
- Gather personnel records from other departments or employees.
- Examine employee files to answer inquiries and provide information for personnel actions.
- Search employee files to obtain information for authorized persons and organizations, such as credit bureaus and finance companies.
- Compile and prepare reports and documents pertaining to personnel activities.
- Interview job applicants to obtain and verify information used to screen and evaluate them.
- Request information from law enforcement officials, previous employers, and other references to determine applicants' employment acceptability.
- Prepare badges, passes, and identification cards, and perform other security-related duties.
- Arrange for in-house and external training activities.
- Process and review employment applications to evaluate qualifications or eligibility of applicants.
- Inform job applicants of their acceptance or rejection of employment.
- Select applicants meeting specified job requirements and refer them to hiring personnel.
- Arrange for advertising or posting of job vacancies and notify eligible workers of position availability.
- Administer and score applicant and employee aptitude, personality, and interest assessment instruments.
- Hire employees and process hiring-related paperwork.
- Review employment applications and job orders to match applicants with job requirements.
- Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate.
- Schedule or administer skill, intelligence, psychological, or drug tests for current or prospective employees.
- Interview job applicants to obtain information on work history, training, education, or job skills.
- Interpret and explain human resources policies, procedures, laws, standards, or regulations.
- Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act (ADA).
- Prepare or maintain employment records related to events, such as hiring, termination, leaves, transfers, or promotions, using human resources management system software.
- Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns.
- Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.
- Schedule or conduct new employee orientations.
- Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms.
- Confer with management to develop or implement personnel policies or procedures.
- Contact job applicants to inform them of the status of their applications.
- Conduct exit interviews and ensure that necessary employment termination paperwork is completed.
- Perform searches for qualified job candidates, using sources such as computer databases, networking, Internet recruiting resources, media advertisements, job fairs, recruiting firms, or employee referrals.
- Provide management with information or training related to interviewing, performance appraisals, counseling techniques, or documentation of performance issues.
- Analyze employment-related data and prepare required reports.
- Advise management on organizing, preparing, or implementing recruiting or retention programs.
- Develop or implement recruiting strategies to meet current or anticipated staffing needs.
- Administer employee benefit plans.
- Conduct reference or background checks on job applicants.
- Review and evaluate applicant qualifications or eligibility for specified licensing, according to established guidelines and designated licensing codes.
- Evaluate recruitment or selection criteria to ensure conformance to professional, statistical, or testing standards, recommending revisions, as needed.
- Coordinate with outside staffing agencies to secure temporary employees, based on departmental needs.
- Evaluate selection or testing techniques by conducting research or follow-up activities and conferring with management or supervisory personnel.
- Hire employees and process hiring-related paperwork.
- Review employment applications and job orders to match applicants with job requirements.
- Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate.
- Schedule or administer skill, intelligence, psychological, or drug tests for current or prospective employees.
- Interview job applicants to obtain information on work history, training, education, or job skills.
- Administer oral, written, road, or flight tests to license applicants.
- Score tests and observe equipment operation and control to rate ability of applicants.
- Confer with or interview officials, technical or professional specialists, or applicants to obtain information or to clarify facts relevant to licensing decisions.
- Warn violators of infractions or penalties.
- Evaluate applications, records, or documents to gather information about eligibility or liability issues.
- Advise licensees or other individuals or groups concerning licensing, permit, or passport regulations.
- Prepare reports of activities, evaluations, recommendations, or decisions.
- Report law or regulation violations to appropriate boards or agencies.
- Issue licenses to individuals meeting standards.
- Collect fees for licenses.
- Visit establishments to verify that valid licenses or permits are displayed and that licensing standards are being upheld.
- Prepare correspondence to inform concerned parties of licensing decisions or appeals processes.
- Identify compliance issues that require follow-up or investigation.
- Keep informed regarding pending industry changes, trends, or best practices.
- Provide assistance to internal or external auditors in compliance reviews.
- Verify that all firm and regulatory policies and procedures have been documented, implemented, and communicated.
- Administer oral, written, road, or flight tests to license applicants.
- Score tests and observe equipment operation and control to rate ability of applicants.
- Confer with or interview officials, technical or professional specialists, or applicants to obtain information or to clarify facts relevant to licensing decisions.
- Hire trainers or coaches to advise clients on performance matters, such as training techniques or performance presentations.
- Conduct auditions or interviews to evaluate potential clients.
- Collect fees, commissions, or other payments, according to contract terms.
- Send samples of clients' work and other promotional material to potential employers to obtain auditions, sponsorships, or endorsement deals.
- Keep informed of industry trends and deals.
- Negotiate with managers, promoters, union officials, and other persons regarding clients' contractual rights and obligations.
- Confer with clients to develop strategies for their careers, and to explain actions taken on their behalf.
- Develop contacts with individuals and organizations, and apply effective strategies and techniques to ensure their clients' success.
- Schedule promotional or performance engagements for clients.
- Arrange meetings concerning issues involving their clients.
- Manage business and financial affairs for clients, such as arranging travel and lodging, selling tickets, and directing marketing and advertising activities.
- Prepare periodic accounting statements for clients.
- Obtain information about or inspect performance facilities, equipment, and accommodations to ensure that they meet specifications.
- Advise clients on financial and legal matters, such as investments and taxes.
- Hire trainers or coaches to advise clients on performance matters, such as training techniques or performance presentations.
- Conduct auditions or interviews to evaluate potential clients.
- Recruit and hire agricultural workers.
- Pay wages of contracted farm laborers.
- Provide food, drinking water, and field sanitation facilities to contracted workers.
- Employ foremen to deal directly with workers when recruiting, hiring, instructing, assigning tasks, and enforcing work rules.
- Supervise the work of contracted employees.
- Furnish tools for employee use.
- Direct and transport workers to appropriate work sites.
- Provide check-cashing services to employees.
- Recruit and hire agricultural workers.
- Recruit, interview, and select employees.
- Supervise the work of office, administrative, or customer service employees to ensure adherence to quality standards, deadlines, and proper procedures, correcting errors or problems.
- Resolve customer complaints or answer customers' questions regarding policies and procedures.
- Provide employees with guidance in handling difficult or complex problems or in resolving escalated complaints or disputes.
- Review records or reports pertaining to activities such as production, payroll, or shipping to verify details, monitor work activities, or evaluate performance.
- Discuss job performance problems with employees to identify causes and issues and to work on resolving problems.
- Prepare and issue work schedules, deadlines, and duty assignments for office or administrative staff.
- Interpret and communicate work procedures and company policies to staff.
- Evaluate employees' job performance and conformance to regulations and recommend appropriate personnel action.
- Train or instruct employees in job duties or company policies or arrange for training to be provided.
- Research, compile, and prepare reports, manuals, correspondence, or other information required by management or governmental agencies.
- Implement corporate or departmental policies, procedures, and service standards in conjunction with management.
- Compute figures such as balances, totals, or commissions.
- Coordinate activities with other supervisory personnel or with other work units or departments.
- Participate in the work of subordinates to facilitate productivity or to overcome difficult aspects of work.
- Make recommendations to management concerning such issues as staffing decisions or procedural changes.
- Develop or update procedures, policies, or standards.
- Maintain records pertaining to inventory, personnel, orders, supplies, or machine maintenance.
- Consult with managers or other personnel to resolve problems in areas such as equipment performance, output quality, or work schedules.
- Develop work schedules according to budgets and workloads.
- Analyze financial activities of establishments or departments and provide input into budget planning and preparation processes.
- Design, implement, or evaluate staff training and development programs, customer service initiatives, or performance measurement criteria.
- Keep informed of provisions of labor-management agreements and their effects on departmental operations.
- Discuss work problems or grievances with union representatives.
- Coordinate or perform activities associated with shipping, receiving, distribution, or transportation.
- Monitor inventory levels and requisition or purchase supplies as needed.
- Plan for or coordinate office services, such as equipment or supply acquisition or organization, disposal of assets, relocation, parking, maintenance, or security services.
- Arrange for necessary maintenance or repair work.
- Plan layouts of stockrooms, warehouses, or other storage areas, considering turnover, size, weight, or related factors pertaining to items stored.
- Recruit, interview, and select employees.
