Summary Report for:
13-1071.01 - Employment Interviewers
Interview job applicants in employment office and refer them to prospective employers for consideration. Search application files, notify selected applicants of job openings, and refer qualified applicants to prospective employers. Contact employers to verify referral results. Record and evaluate various pertinent data.
Sample of reported job titles:
Personnel Coordinator, Employment Representative, Employment Service Specialist, Staffing Coordinator, Workforce Development Officer, Employment Specialist, Placement Counselor, Staffing Director, Veterans Employment Representative, Workforce Specialist
Tasks | Tools & Technology | Knowledge | Skills | Abilities | Work Activities | Work Context | Job Zone | Interests | Work Styles | Work Values | Related Occupations | Wages & Employment | Additional Information
Tasks
- Inform applicants of job openings and details such as duties and responsibilities, compensation, benefits, schedules, working conditions, and promotion opportunities.
- Contact employers to solicit orders for job vacancies, determining their requirements and recording relevant data such as job descriptions.
- Perform reference and background checks on applicants.
- Interview job applicants to match their qualifications with employers' needs, recording and evaluating applicant experience, education, training, and skills.
- Review employment applications and job orders to match applicants with job requirements, using manual or computerized file searches.
- Select qualified applicants or refer them to employers, according to organization policy.
- Provide background information on organizations with which interviews are scheduled.
- Instruct job applicants in presenting a positive image by providing help with resume writing, personal appearance, and interview techniques.
- Maintain records of applicants not selected for employment.
- Evaluate selection and testing techniques by conducting research or follow-up activities and conferring with management and supervisory personnel.
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Tools & Technology
Tools used in this occupation:
| Desktop computers |
| Notebook computers — Laptop computers |
| Photocopiers — Photocopying equipment |
| Scanners — Computer scanners |
| Special purpose telephones — Multi-line telephone systems |
Technology used in this occupation:
| Customer relationship management CRM software — Vendor management system software |
| Data base user interface and query software — LinkedIn |
| Electronic mail software — Email software |
| Human resources software — AST Staff Matrix; Blackdog; Recruitpoint.net; Resume converter software |
| Information retrieval or search software — Facebook |
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Knowledge
| 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. |
| English Language — Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar. |
| 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. |
| 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. |
| 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. |
| Sales and Marketing — Knowledge of principles and methods for showing, promoting, and selling products or services. This includes marketing strategy and tactics, product demonstration, sales techniques, and sales control systems. |
| Psychology — Knowledge of human behavior and performance; individual differences in ability, personality, and interests; learning and motivation; psychological research methods; and the assessment and treatment of behavioral and affective disorders. |
| Computers and Electronics — Knowledge of circuit boards, processors, chips, electronic equipment, and computer hardware and software, including applications and programming. |
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Skills
| Reading Comprehension — Understanding written sentences and paragraphs in work related documents. |
| Service Orientation — Actively looking for ways to help people. |
| Speaking — Talking to others to convey information effectively. |
| 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. |
| Persuasion — Persuading others to change their minds or behavior. |
| Writing — Communicating effectively in writing as appropriate for the needs of the audience. |
| Critical Thinking — Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems. |
| Management of Personnel Resources — Motivating, developing, and directing people as they work, identifying the best people for the job. |
| Social Perceptiveness — Being aware of others' reactions and understanding why they react as they do. |
| Active Learning — Understanding the implications of new information for both current and future problem-solving and decision-making. |
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Abilities
| Oral Comprehension — The ability to listen to and understand information and ideas presented through spoken words and sentences. |
| Oral Expression — The ability to communicate information and ideas in speaking so others will understand. |
| Speech Clarity — The ability to speak clearly so others can understand you. |
| Speech Recognition — The ability to identify and understand the speech of another person. |
| Written Comprehension — The ability to read and understand information and ideas presented in writing. |
| Written Expression — The ability to communicate information and ideas in writing so others will understand. |
| Near Vision — The ability to see details at close range (within a few feet of the observer). |
| Inductive Reasoning — The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events). |
| Deductive Reasoning — The ability to apply general rules to specific problems to produce answers that make sense. |
| Problem Sensitivity — The ability to tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing there is a problem. |
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Work Activities
| Getting Information — Observing, receiving, and otherwise obtaining information from all relevant sources. |
| Establishing and Maintaining Interpersonal Relationships — Developing constructive and cooperative working relationships with others, and maintaining them over time. |
| Communicating with Persons Outside Organization — Communicating with people outside the organization, representing the organization to customers, the public, government, and other external sources. This information can be exchanged in person, in writing, or by telephone or e-mail. |
| Communicating with Supervisors, Peers, or Subordinates — Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person. |
| Judging the Qualities of Things, Services, or People — Assessing the value, importance, or quality of things or people. |
| Staffing Organizational Units — Recruiting, interviewing, selecting, hiring, and promoting employees in an organization. |
| Organizing, Planning, and Prioritizing Work — Developing specific goals and plans to prioritize, organize, and accomplish your work. |
| Making Decisions and Solving Problems — Analyzing information and evaluating results to choose the best solution and solve problems. |
| Documenting/Recording Information — Entering, transcribing, recording, storing, or maintaining information in written or electronic/magnetic form. |
| Interacting With Computers — Using computers and computer systems (including hardware and software) to program, write software, set up functions, enter data, or process information. |
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Work Context
| Telephone — How often do you have telephone conversations in this job? |
| Contact With Others — How much does this job require the worker to be in contact with others (face-to-face, by telephone, or otherwise) in order to perform it? |
| Electronic Mail — How often do you use electronic mail in this job? |
| Face-to-Face Discussions — How often do you have to have face-to-face discussions with individuals or teams in this job? |
| Indoors, Environmentally Controlled — How often does this job require working indoors in environmentally controlled conditions? |
| Deal With External Customers — How important is it to work with external customers or the public in this job? |
| Frequency of Decision Making — How frequently is the worker required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization? |
| Work With Work Group or Team — How important is it to work with others in a group or team in this job? |
| Freedom to Make Decisions — How much decision making freedom, without supervision, does the job offer? |
| Impact of Decisions on Co-workers or Company Results — How do the decisions an employee makes impact the results of co-workers, clients or the company? |
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Job Zone
| Title |
Job Zone Four: Considerable Preparation Needed |
| Education |
Most of these occupations require a four-year bachelor's degree, but some do not. |
| Related Experience |
A considerable amount of work-related skill, knowledge, or experience is needed for these occupations. For example, an accountant must complete four years of college and work for several years in accounting to be considered qualified. |
| Job Training |
Employees in these occupations usually need several years of work-related experience, on-the-job training, and/or vocational training. |
| Job Zone Examples |
Many of these occupations involve coordinating, supervising, managing, or training others. Examples include accountants, sales managers, database administrators, teachers, chemists, environmental engineers, criminal investigators, and special agents. |
| SVP Range |
(7.0 to < 8.0) |
There are 3 recognized apprenticeable specialties associated with this occupation:
Youth Development Practitioner; Youth Development Practitioner; Career Development Technician
To learn about specific apprenticeship opportunities, please consult the U.S. Department of Labor State Apprenticeship Information
website.
For general information about apprenticeships, training, and partnerships with
business, visit the U.S. Department of Labor Office of Apprenticeship
website.
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Interests
Interest code: ESC
| Enterprising — Enterprising occupations frequently involve starting up and carrying out projects. These occupations can involve leading people and making many decisions. Sometimes they require risk taking and often deal with business. |
| Social — Social occupations frequently involve working with, communicating with, and teaching people. These occupations often involve helping or providing service to others. |
| Conventional — Conventional occupations frequently involve following set procedures and routines. These occupations can include working with data and details more than with ideas. Usually there is a clear line of authority to follow. |
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Work Styles
| Dependability — Job requires being reliable, responsible, and dependable, and fulfilling obligations. |
| Integrity — Job requires being honest and ethical. |
| Self Control — Job requires maintaining composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in very difficult situations. |
| Stress Tolerance — Job requires accepting criticism and dealing calmly and effectively with high stress situations. |
| Adaptability/Flexibility — Job requires being open to change (positive or negative) and to considerable variety in the workplace. |
| Initiative — Job requires a willingness to take on responsibilities and challenges. |
| Cooperation — Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude. |
| Attention to Detail — Job requires being careful about detail and thorough in completing work tasks. |
| Concern for Others — Job requires being sensitive to others' needs and feelings and being understanding and helpful on the job. |
| Persistence — Job requires persistence in the face of obstacles. |
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Work Values
| Support — Occupations that satisfy this work value offer supportive management that stands behind employees. Corresponding needs are Company Policies, Supervision: Human Relations and Supervision: Technical. |
| Relationships — Occupations that satisfy this work value allow employees to provide service to others and work with co-workers in a friendly non-competitive environment. Corresponding needs are Co-workers, Moral Values and Social Service. |
| Independence — Occupations that satisfy this work value allow employs to work on their own and make decisions. Corresponding needs are Creativity, Responsibility and Autonomy. |
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Related Occupations
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Wages & Employment Trends
National
Median wages data collected from Employment, Recruitment, and Placement Specialists.
Employment data collected from Employment, Recruitment, and Placement Specialists.
Industry data collected from Employment, Recruitment, and Placement Specialists.
| Median wages (2008) |
$21.86 hourly, $45,470 annual |
| Employment (2008) |
208,000 employees |
| Projected growth (2008-2018) |
Much faster than average (20% or higher)
|
| Projected job openings (2008-2018) |
112,300 |
| Top industries (2008) |
|
State & National
Source: Bureau of Labor Statistics 2008 wage data
and 2008-2018 employment projections
.
"Projected growth" represents the estimated change in total employment over the projections period (2008-2018). "Projected job openings" represent openings due to growth and replacement.
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Sources of Additional Information
Disclaimer:
Sources are listed to provide additional information on related jobs, specialties, and/or industries.
Links to non-DOL Internet sites are provided for your convenience and do not constitute an endorsement.
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Bright Outlook