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Recruiter (m/f/d)

Recruiter: Tasks, requirements and salary in personnel recruitment

Open vacancies are filled with qualified experts by companies by working with recruiters. They work in large concerns, usually as an in-house recruiter in a permanent position. Smaller companies, on the other hand, often concentrate on external recruiters who work for them on behalf of HR consultancy agencies. In both cases, recruiters are assigned to carry out the entire application process. They are responsible for both formulating and publishing job adverts, carrying out job interviews, selecting applicants and also designing the contract. In the overall applicant management they are also the direct contacts for candidates.

More and more recruiters are seeing themselves confronted with the challenges of digitalisation, skill shortages and the “War for Talent”. This requires long-term strategies in recruitment and the need to take new, creative directions in recruiting such as by using active sourcing. With their selection of suitable candidates, they play a central part in the design of the company’s success.

RECRUITER

  • For applicants
  • For companies
  • For freelancers

Are you looking for a job as a recruiter (m/f/d)?

Do you know exactly what is required to fill open positions, via which channels you must look for qualified applicants, and how to carry out job interviews? Take the next step on your career ladder with us, and meet a new challenge!

Are you looking for an experienced recruiter (m/f/d)?

Do you have vacancies which you wish to fill with the aid of a recruiter? Find the person who will carry out professional HR recruitment in-house, and will accompany application processes from the job description to the job interview and also the signing of the contract.

Are you looking for an exciting recruiting project?

Filling open positions with qualified personnel is not a problem for you? Do you relish the challenge of finding the right personnel for every area, or even specialise in a particular area? Bring your HR recruitment experience in new projects with you, and carry out complete application processes with your strategy.

Recruiters in HR management: What is recruiting exactly?

Recruiters are responsible for the recruitment process within companies. Nowadays there are many ways of searching for, approaching and selecting candidates, which is why recruiting is becoming more proactive and creative. Active Sourcing, i.e. targeted searching in career networks, the maintenance of talent networks, virtual recruiting via video conferences or also employer branding (the company as an employer brand) has become a part of everyday working life for recruiters. Recruiting is adapting to new social and technological characteristics by means of all of these activities, and has the goal of achieving sustainable personnel recruitment.

Tasks and activities of recruiters

Recruiters have a wide range of tasks. They are familiar with areas of personnel marketing, personnel development and also bookkeeping. As well as this work area, which is more of an administrative nature, recruiters actively search for suitable personnel on social media platforms or career networks such as XING or LinkedIn. They are also represented at trade fairs in order to look for future personnel for their company.

The everyday working day in recruiting is summarised by the following tasks:

  • Formulating and publishing job adverts
  • Reading application documents
  • Carrying out applicant pre-screening
  • Carrying out telephone interviews and applicant discussions
  • Dealing with personnel development, marketing and bookkeeping
  • Social media recruiting
  • Filling open positions with suitable candidates
  • Visiting and planning trade fair events

Converting purely administrative tasks into creative and active activities also creates new areas which have the goal of sustainable recruitment:

  • E-Recruiting: The entire applicant management procedure runs automatically and digitally.
  • Active Sourcing: Recruiters actively search for suitable recruits on social media platforms or career networks and make the initial contacts.
  • Candidate Relationship Management (CRM): Making the filling of positions easier does not only include searching for talent, but also maintaining talent networks. This includes an optimised candidate journey for further developing the route which applicants take until they are appointed by the company.
  • Remote Recruiting: Personnel recruiting is also being organised in a more contemporary way. Processes and virtual procedures such as video conferences are carried out in this way, for example.
  • Creation and development of talent pools: A large talent pool which needs to be maintained can be created when searching for applicants. The access to this talent pool makes future appointments easier if previous candidates are interested in an open position.
  • Employer Branding: Nowadays, candidates also decide for or against a company on the basis of the recruiting process. Recruiters are therefore directly responsible for the attractiveness of the employer brand.
  • Setting up and developing career sites: Having your own career site is a classic recruiting instrument for showing applicants the searched-for qualifications, tasks and requirements and presenting the values and the culture of a company.

Recruiter opportunities on the work market

The skills shortage, digitalisation and the “War for Talent” present some major challenges, particularly for personnel recruitment. For this reason, recruiters are no longer only responsible for personnel recruitment but the development of the existing personnel within the company. Finding talent and keeping it over the long term becomes particularly important for counteracting the skills shortage. Personnel marketing becomes increasingly important during the course of this, i.e. the alignment of the company to the needs of the current and future employees. Going in new directions and developing effective strategies is therefore a part of everyday life for a recruiter. Particularly in the IT area, recruiters are much sought after. The major demand for IT specialists and the lack of available candidates which exists at the same time make the search more difficult. It is therefore all the more important to have HR specialists in this area who know exactly where they can find the specialists that are being looked for.

Find your next dream HR job or your next HR employee with Hays

On the look for new projects and professional challenges, we support recruiters and also companies who need new personnel with recruitment. Thanks to our innovative “Find and Engage” concept, we make it possible to find a perfect match between candidates and companies. To do this, we compare the data of the applicant profile and the capabilities, experience and requirements that it contains with the requirement profile of the company that is doing the searching. If we think that a profile is a good match for an open job advert, we make direct contact. In this way, both parties can consider possible collaboration. If this is wanted by everyone, the framework conditions for achieving this are coordinated with Hays. Shape your professional future with us!

The gross annual salary of a recruiter depends on the size of the company, qualifications and experience in recruiting. Recruiters with a master’s degree can expect the highest salary.

The gross annual salary of a recruiter depends on the size of the company, qualifications and experience in recruiting. Recruiters with a master’s degree can expect the highest salary.


The prerequisites for being successful in recruiting include personnel management skills and a good understanding of the labour market. Marketing and sales capability and IT and technology skills are also becoming increasingly important. These are particularly needed in the area of active sourcing, for being able to use social media channels and tools for data analysis or text optimisation. Knowledge of Google, XING and LinkedIn is particularly important for appealing directly to target groups.

As well as knowledge of the current labour market and having marketing and sales capabilities, above all it is working with people that is a main constituent of personnel recruitment. The following soft skills are therefore essential:

  • Good perception
  • A good knowledge of human nature
  • Capable of working in a team
  • Organisation talent
  • Empathy
  • Receptiveness
  • Reliability
  • Networking expertise

The prerequisites for being successful in recruiting include personnel management skills and a good understanding of the labour market. Marketing and sales capability and IT and technology skills are also becoming increasingly important. These are particularly needed in the area of active sourcing, for being able to use social media channels and tools for data analysis or text optimisation. Knowledge of Google, XING and LinkedIn is particularly important for appealing directly to target groups.

As well as knowledge of the current labour market and having marketing and sales capabilities, above all it is working with people that is a main constituent of personnel recruitment. The following soft skills are therefore essential:

  • Good perception
  • A good knowledge of human nature
  • Capable of working in a team
  • Organisation talent
  • Empathy
  • Receptiveness
  • Reliability
  • Networking expertise

Since recruiting is not a direct training profession and cannot be studied, recruiters are therefore usually career jumpers. They usually have training in the commercial area or have a degree with a main focus on business management, sociology or psychology. The profile can be rounded off with further education in personnel management or Human Resources (HR), which makes it easier to gain entry to the labour market. The chances of promotion to team manager, industrial specialist or the Head of Candidate Relations increase the longer they are with the company and the amount of experience they gain, possibly specialising in a certain area.

Since recruiting is not a direct training profession and cannot be studied, recruiters are therefore usually career jumpers. They usually have training in the commercial area or have a degree with a main focus on business management, sociology or psychology. The profile can be rounded off with further education in personnel management or Human Resources (HR), which makes it easier to gain entry to the labour market. The chances of promotion to team manager, industrial specialist or the Head of Candidate Relations increase the longer they are with the company and the amount of experience they gain, possibly specialising in a certain area.


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