Human Resources Specialists:

Perform activities in the human resource area. Includes employment specialists who screen, recruit, interview, and place workers.

Also includes



About the Job

Indiana Average Salary $68,682.00
Average Time to Fill 35 days
Typical Education Associate's degree
Typical Experience Over 4 years, up to and including 6 years
10 Year Projected Openings (2016-2026) 17,274
10 Year Expected Percentage Change (2016-2026) 8.06 %

For more information on the new projection methodology, visit Hoosiers by the Numbers .

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Skills Profile


Essential (Soft) Skills

Essential Skills to Employers

Critical Thinking
Decision-making
Information Gathering
Attention to Detail
Oral Communication
Integrity
Written Communication
Creativity
Organization
Leadership
Resource Allocation
Problem-solving
Professionalism
Customer Service
Teamwork

Top Job Duties and Responsibilities

Judging the Qualities of Things, Services, or People

Identify employee learning needs
Evaluate applicant qualifications for employment
Evaluate company recruiting needs
Evaluate employee performance
Investigate personal characteristics, character, or activities of individuals
Evaluate applicant, staff, or individual skill levels
Evaluate information from employment interviews
Evaluate applicant eligibility for employment
Evaluate applicant qualifications for licensure
Evaluate ability of applicant
Evaluate capital projects
Evaluate equity and debt financing options
Forecast consumer behavior
Evaluate personnel policies, practices, or benefits

Staffing Organizational Units

Hire personnel
Promote personnel within organizations
Perform applicant search to fill job openings
Recruit candidates for volunteer positions
Recruit candidates for enrollment
Recruit candidates for employment
Publicize job openings
Submit individuals for employment consideration
Select applicants meeting qualifications
Conduct eligibility or selection interviews
Match candidates or clients to employment needs, positions, or roles
Compare client applications with eligibility requirements
Refer applicant to other hiring personnel

Making Decisions and Solving Problems

Recommend personnel actions such as promotions, transfers, and dismissals
Design compensation models
Align employee career motives to job performance objectives
Discharge workers using employee dismissal guidelines
Implement supply chain management processes
Develop personnel performance objectives
Administer standardized or state-mandated assessments
Implement employee compensation and benefit plans

Analyzing Data or Information

Perform SWOT analysis
Analyze business or organizational operating practices or procedures
Analyze financial data or information
Employ basic business mathematical formulas
Analyze applicant financial status
Perform market segmentation analysis
Conduct industry or market analysis
Conduct financial or regulatory audits

Provide Consultation and Advice to Others

Advise others on human resources topics
Develop employee dismissal guidelines
Recommend improvements to work methods, procedures, or products
Consult stakeholders about innovation and market opportunities
Collaborate with corporate counsel on legal human resources issues
Prepare financing options and recommendations
Counsel clients or patients regarding personal issues or problems
Refer patients or clients to community services or resources

Training and Teaching Others

Develop integrated learning environments
Maintain knowledge of formal and informal learning activities
Identify individual or group learning strategies
Monitor employee learning or development progress
Develop training materials
Train others in the use of human resources related equipment or tools
Train personnel on managerial topics

Thinking Creatively

Integrate job classification structure into human resource management systems
Design talent readiness or succession plans
Maintain quality assurance procedures
Establish recruiting procedures
Develop employee handbook
Develop job evaluation programs
Design human resource management performance metrics

Real-Time Job Posting Statistics

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Booster Skills & Certifications

Job Seekers possessing booster skills & certifications, such as those listed below, added to core skills are more marketable, harder to find and expensive to hire.

Hard to Fill: Employers find positions requiring these skills to be hard to fill. These skills and certifications make a job seeker more in demand because the skills are not widely available.

Expensive to Fill: Employers find positions requiring these skills to be expensive to fill. Job seekers with these skills and certifications are likely to earn more money.

Skill or Certification Certi - fication Hard to Fill Expensive to Fill
Senior Professional in Human Resources
Human Resource Information System (HRIS)
Staff Management
Human Resource Management
Project Management
Organizational Development
Business Acumen