So, how do you write a great resume for a recruiter? Very carefully. But, seriously, think about who will be reading the resume. Recruiters. Talk about a tough audience.
Why use this recruiter resume example?
The talent acquisition leader resume provided is a great example of an effective human resources professional resume. It has a solid summary that contains a lot of relevant skills and links them with positive business results. It also references how long they have been in the industry and highlights several areas of deep knowledge.
The areas of expertise section contains a list of excellent skills. All of these are very important for a recruiter to have. The list is short but hits all the key skills that you would want to highlight and that will make you stand out as a strong candidate. The format is neat and easily readable.
The professional experiences are all very concise, clearly formatted, and have bullet points to make the accomplishments jump out at you. The content is all very well written and covers the most important points of each role, without getting into the weeds. Each job experience has achievements associated that demonstrate how they were able to translate their recruiting skills into tangible and positive business outcomes.
The education and technical proficiencies sections are brief but contain all the basic information. If your educational background is over ten years old, then you don’t have to include dates. The tech skills as very short, they are keywords, and a hiring manager looking for these things will recognize them and not need further explanation.
How to write a great recruiter resume
As we mentioned earlier, creating a resume for a recruiter can be a tough exercise because you will be writing for someone in the same role that you are applying for. They could potentially also be the hiring manager. So, you definitely cannot pull anything over on them or dazzle them with acronyms or jargon, both of which are not recommended on resumes anyway!
It’s always good to start with the basics. First, study the job description that you are applying for and write down the functions performed, and the keywords associated with the skills and tasks. Use these while you are compiling your information and creating your resume. Customizing the resume to match the job description will impress the recruiter. They hate seeing generic resumes that could be used for any job, and it shows that you have done your homework.
Your job experience descriptions should focus on your actions that result in benefits to the organization, as well as things that are a good fit for the new role. Use your most impressive achievements and quantify them as much as possible.
Finally, study your draft very carefully and make sure you do not have any typos, misspellings, grammatical errors, or incorrect dates. Have someone else proofread it for correctness and content. Preferably, someone that is in a recruitment or HR role. Remember that your resume will be received and reviewed by a recruiter. Make every word count.
Which key skills are relevant for a recruiter resume?
Recruiters perform a lot of different and very important duties within an organization. Human resources and recruiting professionals must have very highly developed skills as they relate to dealing with people and identifying the best candidates for a position. For a recruiter seeking a job, it is especially important that they accurately and effectively portray all the skills that they have on their resume.
Here are some of the most valuable skills to include on your recruiting resume:
Human resources management
Talent acquisition and management
Applicant tracking systems
Recruiter resume example
Performance-driven human resource leader with 15 years of diverse experience driving business outcomes through human capital, strategy alignment, and organizational development initiatives. Effective collaborator and change agent who develops key relationships across various verticals with the ability to streamline business operations by providing strategic and operational recommendations. Motivated facilitator of employee development and cultural change efforts through process-oriented perspectives. Demonstrated record of developing strategies and implementing programs, processes, systems, and technology that created a sustainable platform for organizational development, effectiveness, and profitability.
Employment history example
HR Recruiter / Coordinator, Florida Polytechnic University, Lakeland, FL
AUGUST 2018 — PRESENT
Lead a culture change to retain top-performing and highly engaged employees through full-cycle recruitment activities and consistent implementation of company policies. Act as thought partner in defining teams, talent and compensation strategies, and objectives. Conduct comprehensive assessments during the recruiting process and providing strategic pragmatic solutions to ensure the integration and alignment of human resource plans to support site and regional business goals.
Reviewed the new Enterprise Resource Planning (ERP) system functionality, including the identification and troubleshooting of system related conflicts.
Direct strategic and operational excellence for an organization undergoing rapid growth by translating business strategy into value-added approaches to workforce planning, change management, and operational efficiency.
Led improvement of the recruiting, hiring, and onboarding process as well as human resources operational activities. Developed the first Student Employee handbook for the University.
HR – Personnel, Supervisor / Analyst, Polk County School Board, Bartow, FL
NOVEMBER 2016 — AUGUST 2018
Supported functional areas of the Human resources Department to include recruitment, maintenance of records, employee and/or labor relations, and organization development. Assisted with recruitment, coaching/development, engagement, and ad hoc projects as necessary. Collaborated with HR Partners and HR Managers while serving as an employee advocate; accurately interpreted and explained policies, procedures, and regulations.
Conducted salary calculations for both union and non-union salaries and analyzed critical Human Resource data to provide relevant data to support innovative and improved processes.
Drove the school’s mission by supporting the HR team and worked with employees across the business to increase engagements and standardization of policies.
Guided audits and reported dates for compensation programs to ensure they were administered in compliance with policies and regulations.
Advised employees on the interpretation of collective bargaining language and school board policies related to wages and terms and conditions of employment.
Doctor of Business Administration, Human Resource Management, Capella University, Minneapolis, MN
Master of Business Administration, Saint Leo University, Saint Leo, FL
Employee Engagement Strategies
Business Process Improvement
Talent Acquisition & Management