A recruitment analyst assists businesses in identifying and selecting qualified candidates for employment. This type of expert can be hired as an independent consultant to focus on the hiring aspect of human resources (HR) management, or as a member of an employment firm’s staff to work on a specific aspect of a client’s account. A recruitment analyst would be in charge of writing the job description as well as recruiting, screening, and interviewing candidates in either case.
Human capital is a resource that, if not managed properly, can have a significant impact on a company’s profitability. Finding the right people to hire, keeping them happy while maintaining profitability, and preventing turnover are all part of a human resources management cycle that some companies lack the resources to handle in-house. Depending on a company’s needs, outside consultants can take over all or part of the HR process.
Employment consulting firms can also provide strategic advice on how to manage a company’s human resources process. A consultant, for example, can devise a strategy for improving the quality of a company’s workforce by revisiting job titles, descriptions, and qualifications. Consultants can also be hired to restructure a company’s compensation plan or create a system for employee feedback.
Recruitment analysts are a type of outside consultant who can be used for both tactical and strategic purposes. To improve the quality of a company’s recruitment efforts, a recruitment analyst can be hired individually or as part of a firm. Companies frequently have unique hiring requirements, but lack the internal expertise to quickly identify qualified candidates. A company that wants to open a satellite office in another country, for example, might hire a recruitment analyst to help staff it, relying on the analyst’s local knowledge of the best places to recruit candidates and the most appropriate types of selection criteria for the market.
A recruitment analyst is usually in charge of writing the job description and distributing it to relevant job search publications and websites. He’d also devise and implement a recruitment strategy that would likely include personal visits to job fairs, recruiting events, and identifying current employees to see if they wanted to change jobs. After that, the analysts screen candidates to create a qualified hiring pool. Checking credentials against job requirements, interviewing candidates, and verifying employability are all part of the screening process.
Companies that hire a recruitment analyst for strategic reasons frequently seek expert advice on how to improve the quality of their internal recruitment program. For example, a large accounting firm with an ongoing recruitment program for new hires straight out of school might hire a recruitment analyst to help identify reasons for a low offer acceptance rate from interns. An analyst evaluates the current situation, develops a strategic plan to address identified needs, and assists the company in putting the plan into action.