How to write a recruiter job description

8 of January, 2025

Recruiters are job description experts. Like a good real estate agent, they can read between the lines. “Good bones” in a house can be like “opportunities for change management” at a company. Both are a nice way of saying perhaps things aren’t exactly…perfect. So how do you write a great recruiter job description for a person who is literally the expert on job descriptions? Find out next.

Job description for HR recruiters: Tips to hire only the best

Now more than ever, a compelling company culture that is supportive and flexible is high on the list of requirements for employees. Sesame HR is one of those companies. Above all, recruiters are on the front line of selling your company to potential candidates, so they have to really believe in your culture, mission, vision and values. In any recruiter job description, describe what makes your company better, different and more innovative than other companies. Of course, if you’re not perfect yet, but have a vision for the future and some ideas on how to get there, define that as well. Potential recruiters will appreciate the transparency.

The job description of a recruiter needs to be specific

To start a recruitment process, define the exact job. Are recruiters working for all departments and the C-suite? Or is it for one department only? How many people are a part of the company as a whole and in relevant departments? What’s the exact title and level for the recruiter position in plain language? “Recruiter Level 2” will mean nothing to someone outside your organization.

Work-from-home

Let your potential recruiter know what’s required for travel, remote and on-site work. As many recruiter activities require phone/zoom call, will they have a private office on site? If you have an open concept office, a recruiter may opt for more work-from-home time to effectively do their job.

The extra employee benefits

Absolutely, healthcare, retirement, bonus structures and PTO benefits are important to list in a job description. A recruiter needs more to entice them to join your team. What are the things that make working for your organization special? Face time with the CEO? A stipend for self-care? Extra training opportunities? Highlight the parts of your company that make it unique.

Skills+

Generally, we assume recruiters have skills in finding appropriate candidates, but are there other parts of the job that are particular to your organization? Is data collection and analysis a part of the job? Do recruiters create social media posts about opportunities?

Last tip: Show your process

Using a recruitment software to sell a recruiting candidate on your company and your process can help close the deal. Sesame HR offers personalized job portals so you can specially craft a job description and company profile just for a recruiter candidate. It makes a candidate feel seen and can give a potential recruiter a sense that your company is systematic and organized. And with any luck, that recruiter will be in the software’s back end soon, bringing great new talent to your business. 

Cristina Martin

People and Talent Director | LinkedIn | | Web | +post

Professional with over 20 years of extensive experience in various areas of Human Resources (Recruitment, Training, Occupational Risk Prevention, and Personnel Management). Experience in the Management Department: Broad understanding of the company and HR.

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