This is it– it’s your first day as a recruiting coordinator! Or maybe you’re thinking about becoming one, and you’re still in the midst of the interview process. Regardless of if you’ve been a recruiting coordinator for a day, a month, a year, or never, use this guide as a how-to to do your job well!
What does a recruiting coordinator do?
Recruiting coordinators (RCs) have a very important job. A typical RC will: work with the hiring manager to post open jobs on job boards, schedule interviews, assist with interviewer training, coordinate candidate travel, and send offer letters.
All of these responsibilities culminate in what aspect of the hiring process that the RC is most responsible for: candidate experience. As the first touchpoint that candidates have with the company, recruiting coordinators are the face of the organization. They directly impact whether candidates have a great experience during the interview. This, in turn, affects whether candidates will accept an offer. (No pressure!)
Additionally, recruiting coordinators often act as the link between departments and recruiting. Recruiting is a team sport, and RCs work closely with their interviewers, hiring managers, and candidates. It’s often up to them to greet candidates, make sure interviewers arrive on time, and that the candidate is prepared for the interview.
In all, recruiting coordinators are really the foundation of the recruiting department. Without them, interviews wouldn’t get scheduled, candidates wouldn’t arrive at interviews, and open jobs wouldn’t get filled!
What career opportunities do RCs have?
Tons! As you now know, recruiting coordinators have a lot of responsibilities. This means that you have many, many opportunities to build great foundational skills for other roles.
At most organizations, an RC isn’t a life-long position. It’s a stepping stone for other recruiting roles or a role in another department. The skills you learn directly impact that:
Interpersonal Relations: RCs talk to many different people. This includes individuals from different departments, candidates, their hiring manager, etc. Being able to context switch easily when talking to different individuals is a critical skill for any position. As an RC, you have many opportunities to build this ability.
Time Management: Recruiting Coordinators have a million different responsibilities. And, unfortunately, a lot of them take a significant amount of time that RCs just don’t have. From spending a few hours to schedule that difficult interview to sitting down with a candidate to make sure they know what to expect for their onsite…RCs have a lot on their plate that they need to quickly complete. Additionally, many recruiting teams have SLAs for candidate communications that they need to adhere to. Being able to manage your time well in the fast-paced recruiting world makes future jobs a breeze.
Prioritization: Prioritizing goes hand in hand with time management! As an RC, you’ll need to be able to prioritize well. Should you spend time prepping the interviewer or get back to the candidate about the status of their application? Which open job postings need to be filled the fastest? What interviews should you schedule first? Being able to prioritize the million and one responsibilities you have sets you up for future success!
In addition to the foundational skills recruiting coordinators build, there are also opportunities to work on special projects. These projects similarly set RCs up for promotions or opportunities in different departments. Read more about projects RCs can work on here.
What tools do recruiting coordinators have?
While it depends on your organization, RCs typically have a variety of tools in their recruiting tech stack to help them do their job well. When it comes to being an RC, the tools you’ll use will help you be more efficient by automating repetitive tasks so you can focus on the core of being an RC: candidate experience.
A common tool leveraged by recruiting coordinators is an Interview Logistics Platform. An ILP performs a variety of tasks for RCs and recruiting teams. This includes automating scheduling, establishing consistent interviewer training, and tracking recruiting metrics.
With an ILP, RCs and recruiters alike have more time to focus on strategic recruiting efforts!