Employment Specialist

Tasks

• Interpret and explain human resources policies, procedures, laws, standards, or regulations.

• Hire employees and process hiring-related paperwork.

• 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.

• Review employment applications and job orders to match applicants with job requirements.

• Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.

• Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate.

• 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.

• Interview job applicants to obtain information on work history, training, education, or job skills.

• 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.

• Schedule or administer skill, intelligence, psychological, or drug tests for current or prospective employees.

• 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.

Skills

• Reading Comprehension - Understanding written sentences and paragraphs in work related documents.

• Active Listening - Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.

• Writing - Communicating effectively in writing as appropriate for the needs of the audience.

• Speaking - Talking to others to convey information effectively.

• Critical Thinking - Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.

• Active Learning - Understanding the implications of new information for both current and future problem-solving and decision-making.

• Social Perceptiveness - Being aware of others' reactions and understanding why they react as they do.

• Instructing - Teaching others how to do something.

• Service Orientation - Actively looking for ways to help people.

• Complex Problem Solving - Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.

• Judgment and Decision Making - Considering the relative costs and benefits of potential actions to choose the most appropriate one.

Knowledge

• Administration and Management - Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.

• Clerical - Knowledge of administrative and clerical procedures and systems such as word processing, managing files and records, stenography and transcription, designing forms, and other office procedures and terminology.

• Customer and Personal Service - Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.

• Personnel and Human Resources - Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.

• Education and Training - Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects.

• English Language - Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar.

• Law and Government - Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process.