Occupation AtlasHuman Resources Specialists
O*NET · 13-1071.00
Human Resources Specialists
Recruit, screen, interview, or place individuals within an organization. May perform other activities in multiple human resources areas.
105 more
Credentialing Specialist · Credentials Specialist · Employee Advisor · Employee Counselor · Employee Health Maintenance Program Specialist · Employee Operations Examiner · Employee Placement Specialist · Employee Service Officer · Employment Advisor · Employment Appeals Examiner · Employment Interviewer · Employment Officer · Employment Program Representative · Employment Recruiter · Employment Representative · Employment Security Officer · Employment Service Specialist · Employment Specialist · Enlisted Advisor · Ethics Officer · Executive Coach · Executive Recruiter · Headhunter · Healthcare Recruiter · HR Advisor · HR Advisor (Human Resource Advisor) · HR Analyst · HR Analyst (Human Resources Analyst) · HR Associate · HR Associate (Human Resources Associate) · HR Business Partner · HR Business Partner (Human Resources Business Partner) · HR Consultant · HR Consultant (Human Resources Consultant) · HR Coordinator · HR Coordinator (Human Resources Coordinator) · HR Generalist · HR Generalist (Human Resources Generalist) · HR Recruiter · HR Recruiter (Human Resources Recruiter) · HR Rep · HR Specialist · HR Tech · HR Tech (Human Resources Technician) · HRIS Analyst · HRIS Analyst (Human Resources Information System Analyst) · Human Resources Representative (HR Rep) · Human Resources Specialist (HR Specialist) · Job Developer · Job Development Specialist · Job Interviewer · Job Placement Officer · Job Placement Specialist · Job Recruiter · Job Service Consultant · Job Service Specialist · Labor Contractor · Labor Service Representative · Labor Services Representative · Mentor Recruiter · Morale Officer · Outplacement Consultant · Personnel Advisor · Personnel Analyst · Personnel Consultant · Personnel Coordinator · Personnel Counselor · Personnel Interviewer · Personnel Officer · Personnel Placement Specialist · Personnel Recruiter · Personnel Representative · Personnel Specialist · Personnel Technician · Personnel Worker · Placement Coordinator · Placement Counselor · Placement Officer · Placement Specialist · Prisoner Classification Interviewer · Recruiter · Recruiting Coordinator · Recruiting Specialist · Recruitment Consultant · Resume Writer · Retention Specialist · Retirement Officer · Rules Examiner · Selection Specialist · Sourcing Recruiter · Staffing Associate · Staffing Consultant · Staffing Coordinator · Staffing Specialist · Student Recruiter · Talent Acquisition Coordinator · Talent Acquisition Partner (TAP) · Talent Acquisition Recruiter · Talent Acquisition Specialist · Talent Recruiter · TAP · Technical Recruiter · Volunteer Coordinator · Workforce Services Representative · Workforce Staffing Advisor
Job Zone
- 1
- 2
- 3
- 4
- 5
Zone 4: Considerable Preparation Needed
Considerable preparation. Usually a bachelor's degree plus several years of work-related experience, knowledge, or training.
Job Zone is O*NET's rating of how much education, experience and training an occupation typically needs — a property of the work, not of anyone doing it.
Occupational interest profile
ECSEnterprising · Conventional · Social — the three strongest interests, in order
- E Enterprising5.67
- C Conventional5.52
- S Social3.78
- I Investigative2.52
- A Artistic1.35
- R Realistic1.03
RIASEC (Holland) interests on O*NET's 0–7 scale: what the work draws on, not what any individual prefers. Hover a row for what each dimension means.
Education and experience
The education level respondents say the job requires, and the most common answer for experience and training.
- Related work experience
- Over 4 years, up to and including 6 years (51%)
- On-site or in-plant training
- None (32%)
- On-the-job training
- Over 6 months, up to and including 1 year (50%)
Typically associated skills
All 35 O*NET skills, most important first. Importance (1–5) says how much a skill matters here; level (0–7) says how much of it the work calls for, with O*NET's example of a nearby level. Neither is a proficiency rating of a person.
- SpeakingbasicImportance 4.1Level 4.0Level 4 looks like: Interview applicants to obtain personal and work history
- Active ListeningbasicImportance 4.0Level 4.0Level 4 looks like: Answer inquiries regarding credit references
- Reading ComprehensionbasicImportance 4.0Level 4.0Level 4 looks like: Understand an email from management describing new personnel policies
- Critical ThinkingbasicImportance 3.9Level 4.0Level 4 looks like: Evaluate customer complaints and determine appropriate responses
- WritingbasicImportance 3.9Level 4.0Level 4 looks like: Write an email to staff outlining new directives
- Social PerceptivenessImportance 3.4Level 3.9Level 4 looks like: Be aware of how a coworker's promotion will affect a work group
- Service OrientationImportance 3.4Level 3.3Level 4 looks like: Make flight reservations for customers using an online booking site
- Judgment and Decision MakingImportance 3.3Level 3.5Level 4 looks like: Evaluate a loan application for degree of risk
- Active LearningbasicImportance 3.3Level 3.4Level 4 looks like: Determine the impact of new menu changes on a restaurant's purchasing requirements
- Complex Problem SolvingImportance 3.1Level 3.1Level 4 looks like: Redesign a floor layout to take advantage of new manufacturing techniques
- InstructingImportance 3.1Level 3.1Level 4 looks like: Instruct a coworker in how to operate a software program
- MonitoringbasicImportance 3.0Level 3.8Level 4 looks like: Monitor a meeting and revise the agenda to ensure important topics are discussed
Show the other 23
- CoordinationImportance 3.0Level 3.5Level 4 looks like: Work with others to put a new roof on a house
- Learning StrategiesbasicImportance 3.0Level 3.3Level 4 looks like: Identify an alternative approach to help trainees who are having difficulties
- NegotiationImportance 3.0Level 3.0Level 2 looks like: Present justification to a manager for altering a work schedule
- Time ManagementImportance 3.0Level 3.0Level 2 looks like: Keep a monthly calendar of appointments
- PersuasionImportance 2.9Level 3.0Level 2 looks like: Solicit donations for a charity
- Management of Personnel ResourcesImportance 2.9Level 2.9Level 2 looks like: Encourage a coworker who is having difficulty finishing a project
- Systems AnalysisImportance 2.9Level 2.8Level 2 looks like: Determine how loss of a team member will affect the completion of a job
- Systems EvaluationImportance 2.4Level 2.9Level 2 looks like: Determine why estimates for the time to complete a task are overly optimistic
- MathematicsbasicImportance 2.0Level 2.0Level 2 looks like: Count the amount of change to be given to a customer
- Management of Financial ResourcesImportance 1.9Level 1.3Level 2 looks like: Use available funds to buy office supplies and record the amount of the purchase
- Management of Material ResourcesImportance 1.9Level 1.3Level 2 looks like: Reserve a room for a management meeting
- Quality Control AnalysisImportance 1.8Level 0.8
- Technology DesignImportance 1.8Level 0.8
- ProgrammingImportance 1.6Level 0.6
- Operations MonitoringImportance 1.5Level 0.5
- Operations AnalysisImportance 1.3Level —
- Operation and ControlImportance 1.1Level —
- SciencebasicImportance 1.1Level —
- Equipment MaintenanceImportance 1.0Level —
- Equipment SelectionImportance 1.0Level —
- InstallationImportance 1.0Level —
- RepairingImportance 1.0Level —
- TroubleshootingImportance 1.0Level —
Tasks
19 core · 7 supplementalWhat people in this occupation do, as O*NET records it, core tasks first by importance (1–5).
- Interpret and explain human resources policies, procedures, laws, standards, or regulations.Importance 4.7
- Hire employees and process hiring-related paperwork.Importance 4.5
- Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act (ADA).Importance 4.4
- Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns.Importance 4.3
- Prepare or maintain employment records related to events, such as hiring, termination, leaves, transfers, or promotions, using human resources management system software.Importance 4.3
- Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.Importance 4.2
- Review employment applications and job orders to match applicants with job requirements.Importance 4.2
- Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate.Importance 4.2
- Schedule or conduct new employee orientations.Importance 4.1
- Confer with management to develop or implement personnel policies or procedures.Importance 4.0
- Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms.Importance 4.0
- Conduct exit interviews and ensure that necessary employment termination paperwork is completed.Importance 3.9
Show the other 14
- Contact job applicants to inform them of the status of their applications.Importance 3.9
- Interview job applicants to obtain information on work history, training, education, or job skills.Importance 3.9
- Perform searches for qualified job candidates, using sources such as computer databases, networking, Internet recruiting resources, media advertisements, job fairs, recruiting firms, or employee referrals.Importance 3.9
- Provide management with information or training related to interviewing, performance appraisals, counseling techniques, or documentation of performance issues.Importance 3.9
- Analyze employment-related data and prepare required reports.Importance 3.8
- Develop or implement recruiting strategies to meet current or anticipated staffing needs.Importance 3.7
- Advise management on organizing, preparing, or implementing recruiting or retention programs.Importance 3.7
- Administer employee benefit plans.Importance 4.5
- Conduct reference or background checks on job applicants.Importance 4.3
- Schedule or administer skill, intelligence, psychological, or drug tests for current or prospective employees.Importance 4.3
- Review and evaluate applicant qualifications or eligibility for specified licensing, according to established guidelines and designated licensing codes.Importance 4.1
- Evaluate recruitment or selection criteria to ensure conformance to professional, statistical, or testing standards, recommending revisions, as needed.Importance 4.0
- Coordinate with outside staffing agencies to secure temporary employees, based on departmental needs.Importance 3.6
- Evaluate selection or testing techniques by conducting research or follow-up activities and conferring with management or supervisory personnel.Importance 3.5
Knowledge
Bodies of knowledge the work draws on.
- Personnel and Human ResourcesImportance 4.6Level 5.7
- AdministrativeImportance 3.9Level 5.3Level 4 looks like: Type 30 words per minute
- Administration and ManagementImportance 3.8Level 3.9Level 4 looks like: Monitor progress of a project to ensure timely completion
- English LanguageImportance 3.8Level 3.6Level 4 looks like: Edit an article for a news website
- Customer and Personal ServiceImportance 3.5Level 3.7Level 4 looks like: Be responsible for 10 children at daycare
- Law and GovernmentImportance 3.3Level 3.0Level 4 looks like: Prepare documents and title papers for the purchase of a new house
- Education and TrainingImportance 3.1Level 4.0Level 4 looks like: Lead a quality improvement seminar
- Computers and ElectronicsImportance 2.7Level 2.8
Show all 33
- Communications and MediaImportance 2.5Level 2.6
- MathematicsImportance 2.3Level 2.5Level 1 looks like: Add two numbers
- PsychologyImportance 2.2Level 2.6
- Public Safety and SecurityImportance 2.2Level 1.8Level 1 looks like: Use a seatbelt
- TelecommunicationsImportance 2.0Level 1.0Level 1 looks like: Send an email
- Economics and AccountingImportance 1.8Level 1.2Level 1 looks like: Answer billing questions from credit card customers
- Therapy and CounselingImportance 1.7Level 1.9Level 1 looks like: Put ice on a sprained ankle
- Sales and MarketingImportance 1.6Level 1.1Level 1 looks like: Sell cakes at a bake sale
- Sociology and AnthropologyImportance 1.6Level 1.1Level 1 looks like: Identify two cultures in a story as being different
- Philosophy and TheologyImportance 1.5Level 1.9Level 1 looks like: Watch a TV show on family values
- Foreign LanguageImportance 1.4Level —
- Production and ProcessingImportance 1.4Level —
- TransportationImportance 1.4Level —
- GeographyImportance 1.3Level —
- DesignImportance 1.2Level —
- Engineering and TechnologyImportance 1.2Level —
- BiologyImportance 1.1Level —
- Building and ConstructionImportance 1.1Level —
- ChemistryImportance 1.1Level —
- Food ProductionImportance 1.1Level —
- History and ArcheologyImportance 1.1Level —
- MechanicalImportance 1.1Level —
- Medicine and DentistryImportance 1.1Level —
- Fine ArtsImportance 1.0Level —
- PhysicsImportance 1.0Level —
Abilities
Enduring capacities the work calls for.
- Oral ComprehensionImportance 4.0Level 4.1Level 4 looks like: Understand a coach's oral instructions for a sport
- Oral ExpressionImportance 4.0Level 4.0Level 4 looks like: Give instructions to a lost motorist
- Written ComprehensionImportance 4.0Level 4.0Level 4 looks like: Understand an apartment lease
- Deductive ReasoningImportance 3.9Level 4.0Level 5 looks like: Decide what factors to consider in selecting stocks
- Problem SensitivityImportance 3.9Level 3.8Level 4 looks like: Notice from a subtle difference in a client's mood that something is bothering them
- Speech ClarityImportance 3.9Level 3.9Level 4 looks like: Make stadium-wide announcements during a sporting event
- Speech RecognitionImportance 3.9Level 3.9Level 4 looks like: Identify a former customer's voice over the phone
- Written ExpressionImportance 3.9Level 3.9Level 4 looks like: Write a job recommendation for a subordinate
Show all 52
- Near VisionImportance 3.6Level 3.6
- Inductive ReasoningImportance 3.3Level 3.5Level 4 looks like: Determine the prime suspect based on crime scene evidence
- Information OrderingImportance 3.3Level 3.5Level 2 looks like: Follow the correct steps to make change
- Category FlexibilityImportance 3.1Level 3.3Level 3 looks like: Classify flowers according to size, color, and smell
- Selective AttentionImportance 2.9Level 2.4Level 2 looks like: Answer a business call with coworkers talking nearby
- Flexibility of ClosureImportance 2.8Level 3.1Level 4 looks like: Look for a golf ball in tall grass
- Fluency of IdeasImportance 2.8Level 3.0Level 2 looks like: Name four different uses for a screwdriver
- OriginalityImportance 2.8Level 3.1Level 4 looks like: Redesign job tasks to be interesting for employees
- Mathematical ReasoningImportance 2.3Level 2.3Level 1 looks like: Determine how much 20 oranges will cost when they are priced at 5 for 4 dollars
- MemorizationImportance 2.3Level 2.3Level 1 looks like: Remember the number on your bus to be sure you get back on the right one
- Number FacilityImportance 2.3Level 2.4Level 3 looks like: Calculate a discounted price
- Far VisionImportance 2.1Level 2.1Level 2 looks like: Read a roadside billboard
- Time SharingImportance 2.1Level 2.1Level 2 looks like: Listen to music while entering numbers into a spreadsheet
- Perceptual SpeedImportance 2.0Level 2.0Level 2 looks like: Sort mail according to ZIP codes with no time pressure
- Speed of ClosureImportance 2.0Level 2.0Level 3 looks like: Recognize a song after hearing only the first few notes
- VisualizationImportance 2.0Level 2.1Level 2 looks like: Imagine how to place paper in a printer so that the letterhead comes out on top
- Auditory AttentionImportance 1.9Level 1.4Level 2 looks like: Listen to a lecture while people nearby are talking
- Finger DexterityImportance 1.9Level 1.4Level 2 looks like: Put coins in a parking meter
- Hearing SensitivityImportance 1.8Level 0.9
- Trunk StrengthImportance 1.8Level 1.3Level 2 looks like: Sit up in an office chair
- Visual Color DiscriminationImportance 1.8Level 0.8Level 1 looks like: Separate laundry into colors and whites
- Arm-Hand SteadinessImportance 1.5Level 0.5
- Manual DexterityImportance 1.5Level 0.5Level 1 looks like: Screw a light bulb into a light socket
- Control PrecisionImportance 1.4Level 0.4
- Wrist-Finger SpeedImportance 1.4Level 0.4
- Depth PerceptionImportance 1.3Level —
- Dynamic StrengthImportance 1.3Level —
- Dynamic FlexibilityImportance 1.0Level —
- Explosive StrengthImportance 1.0Level —
- Extent FlexibilityImportance 1.0Level —
- Glare SensitivityImportance 1.0Level —
- Gross Body CoordinationImportance 1.0Level —
- Gross Body EquilibriumImportance 1.0Level —
- Multilimb CoordinationImportance 1.0Level —
- Night VisionImportance 1.0Level —
- Peripheral VisionImportance 1.0Level —
- Rate ControlImportance 1.0Level —
- Reaction TimeImportance 1.0Level —
- Response OrientationImportance 1.0Level —
- Sound LocalizationImportance 1.0Level —
- Spatial OrientationImportance 1.0Level —
- Speed of Limb MovementImportance 1.0Level —
- StaminaImportance 1.0Level —
- Static StrengthImportance 1.0Level —
Work activities
Kinds of activity the work is made of.
- Communicating with Supervisors, Peers, or SubordinatesImportance 4.7Level 4.2Level 4 looks like: Report the results of a sales meeting to a supervisor
- Working with ComputersImportance 4.6Level 3.5Level 4 looks like: Write software for keeping track of parts in inventory
- Documenting/Recording InformationImportance 4.4Level 3.5Level 4 looks like: Document the results of a crime scene investigation
- Performing Administrative ActivitiesImportance 4.4Level 3.9Level 4 looks like: Complete tax forms for a small business
- Establishing and Maintaining Interpersonal RelationshipsImportance 4.3Level 5.1Level 4 looks like: Maintain good working relationships with almost all coworkers and clients
- Getting InformationImportance 4.3Level 3.6Level 4 looks like: Review a budget
- Evaluating Information to Determine Compliance with StandardsImportance 4.2Level 4.5Level 4 looks like: Evaluate a complicated insurance claim for compliance with policy terms
- Making Decisions and Solving ProblemsImportance 4.2Level 4.3Level 4 looks like: Select the location for a major retail store
Show all 41
- Organizing, Planning, and Prioritizing WorkImportance 4.2Level 5.1Level 4 looks like: Plan and adjust a personal to-do list according to changing demands
- Resolving Conflicts and Negotiating with OthersImportance 4.1Level 4.6Level 4 looks like: Get two subordinates to agree about vacation schedules
- Updating and Using Relevant KnowledgeImportance 3.9Level 4.4Level 4 looks like: Keep current on changes in maintenance procedures for repairing sports cars
- Communicating with People Outside the OrganizationImportance 3.7Level 3.3Level 4 looks like: Present information to potential clients about available services
- Processing InformationImportance 3.7Level 3.9Level 4 looks like: Calculate the adjustments for insurance claims
- Providing Consultation and Advice to OthersImportance 3.7Level 3.5Level 4 looks like: Recommend a new software package to increase operational efficiency
- Scheduling Work and ActivitiesImportance 3.7Level 4.2Level 4 looks like: Prepare the work schedule for salesclerks in a large retail store
- Training and Teaching OthersImportance 3.6Level 3.4Level 4 looks like: Teach a social sciences course to high school students
- Assisting and Caring for OthersImportance 3.5Level 3.7Level 4 looks like: Help a medical patient find in-home assistance or healthcare
- Coaching and Developing OthersImportance 3.4Level 4.1Level 4 looks like: Provide on-the-job training for administrative workers
- Developing and Building TeamsImportance 3.4Level 2.9
- Identifying Objects, Actions, and EventsImportance 3.4Level 3.8Level 4 looks like: Judge the suitability of food products for an event
- Analyzing Data or InformationImportance 3.3Level 3.4Level 4 looks like: Determine the interest cost to finance a new building
- Interpreting the Meaning of Information for OthersImportance 3.3Level 2.5Level 1 looks like: Interpret a blood pressure reading
- Monitoring Processes, Materials, or SurroundingsImportance 3.3Level 3.6Level 4 looks like: Test electrical circuits
- Thinking CreativelyImportance 3.3Level 3.6Level 4 looks like: Adapt popular music for a high school marching band
- Judging the Qualities of Objects, Services, or PeopleImportance 3.2Level 3.4Level 4 looks like: Determine the value of property lost in a fire
- Staffing Organizational UnitsImportance 3.2Level 3.2Level 4 looks like: Interview candidates for a sales position and make hiring recommendations
- Developing Objectives and StrategiesImportance 3.1Level 3.3Level 4 looks like: Develop the plan to complete the merger of two organizations over a 3-year period
- Guiding, Directing, and Motivating SubordinatesImportance 3.1Level 2.8
- Coordinating the Work and Activities of OthersImportance 3.0Level 3.1Level 4 looks like: Organize the cleanup crew after a major sporting event
- Performing for or Working Directly with the PublicImportance 3.0Level 3.0Level 4 looks like: Sell shoes in a crowded shoe store
- Monitoring and Controlling ResourcesImportance 2.7Level 2.6
- Estimating the Quantifiable Characteristics of Products, Events, or InformationImportance 2.5Level 1.9Level 1 looks like: Estimate the size of household furniture to be shipped
- Selling or Influencing OthersImportance 2.4Level 1.9Level 1 looks like: Convince a coworker to assist with an assignment
- Performing General Physical ActivitiesImportance 2.2Level 0.8Level 1 looks like: Walk between workstations in a small office
- Handling and Moving ObjectsImportance 2.0Level 1.6Level 1 looks like: Change settings on copy machines
- Controlling Machines and ProcessesImportance 1.7Level 0.8Level 1 looks like: Operate a cash register
- Inspecting Equipment, Structures, or MaterialsImportance 1.6Level 0.9Level 1 looks like: Check that doors to building are locked
- Operating Vehicles, Mechanized Devices, or EquipmentImportance 1.1Level —
- Repairing and Maintaining Electronic EquipmentImportance 1.1Level —
- Drafting, Laying Out, and Specifying Technical Devices, Parts, and EquipmentImportance 1.0Level —
- Repairing and Maintaining Mechanical EquipmentImportance 1.0Level —
Work context
The conditions most characteristic of the work, on O*NET's 1–5 context scale.
Technology
172 toolsSoftware used in this work. In demand: among the tools job postings for this occupation name most. Hot: often named in job postings across the economy.
In demand (7)
- Microsoft Excelhot
- Microsoft Office softwarehot
- Microsoft Outlookhot
- Microsoft PowerPointhot
- Workday softwarehot
- Applicant tracking software
- Oracle HRIS
Hot (39; 5 more marked hot above)
- Adobe Acrobat
- Adobe Creative Cloud software
- Adobe Illustrator
- Adobe InDesign
- Adobe Photoshop
- Apple macOS
- Cisco Webex
- ESRI ArcGIS software
- Extensible markup language XML
- GitHub
- Google Analytics
- Google Docs
- Hypertext markup language HTML
- IBM SPSS Statistics
- Intuit QuickBooks
- Kronos Workforce Timekeeper
- Marketo Marketing Automation
- MEDITECH software
- Microsoft Access
- Microsoft Project
- Microsoft SharePoint
- Microsoft SQL Server
- Microsoft SQL Server Reporting Services SSRS
Show the other 15
- Microsoft Visio
- Microsoft Visual Basic
- Microsoft Visual Basic for Applications VBA
- Microsoft Windows
- Microsoft Word
- Oracle Database
- Oracle PeopleSoft
- Oracle Primavera Enterprise Project Portfolio Management
- Salesforce software
- SAP software
- SAS
- Slack
- Tableau
- Teradata Database
- Zoom
Other tools (126)
- Adobe Dreamweaver
- Adobe Human Capital Application Solution Accelerator
- Adobe LifeCycle Enterprise Suite
- ADP Workforce Now
- Advanced business application programming ABAP
- Airtable
- Apple Final Cut Pro
- ApplicantPro iApplicants
- Arbita OnePost
- Arbita OneWorld
- Assessment software
- AST Staff Matrix
- Background checking software
- Blackbaud The Raiser's Edge
- Blackboard software
- Blackdog
- BlackDog Recruiting
- Bond International Adapt Staffing
- Bond International Software Bond StaffSuite
- BrightMove Applicant Tracking System
- Bullhorn Applicant Tracking System
- Candidate screening software
- Candidate tracking software
- Careerbuilder.com
- Cluen Encore
- Cluen executive recruitment software
- COATSsql
- CVTracer
- Data entry software
- Data Frenzy
- Database software
- DGCC.com RecruitTrack
- Drupal
- Ellucian Banner Human Resources
- Enterprise JavaBeans
- eQuest
- Evernote
- FaceTime
- FileMaker Pro
- GoBackgrounds
- Google Ads
- Google Drive
- Google Meet
- Google Slides
- HireAbility ResumeParser
- HireLogic PowerPlace
- HRM Direct
- Human resource information system (HRIS)
- Human resource management software HRMS
- IBM Cognos Impromptu
- IBM Domino
- IBM InfoSphere DataStage
- IBM Notes
- IBM Power Systems software
- ICIMS
- Industrial Code Recruitpoint.net
- Intelius
- Intelligent Algorithms InfoGIST Platinum Recruiter
- Job posting software
- Kronos Workforce HR
- Kronos Workforce Payroll
- Lawson Human Resource Management
- LexisNexis
- Loom
- Main Sequence Technologies PCRecruiter
- Main Sequence Technologies PCRecruiter Resume Inhaler
- Micro J Systems PcHunter
- Microsoft Dynamics
- Microsoft Dynamics GP
- Microsoft Internet Explorer
- Microsoft Publisher
- MicroStrategy
- MPAY Millennium
- NetSuite ERP
- Online databases
- Oracle Business Intelligence Enterprise Edition
- Oracle E-Business Suite Financials
- Oracle Eloqua
- Oracle Fusion Applications
- Oracle Hyperion
- Oracle JD Edwards EnterpriseOne
- Oracle PeopleSoft Financials
- Oracle PeopleSoft Human Capital Management
- Oracle Solaris
- Oracle Taleo
- Oracle WebLogic Server
- Perforce Helix software
- Post Once
- PostingPal
- PowerPlace Professional
- Qlik Tech QlikView
- Recruit Wizard
- Recruitment management software
- Recruitpoint.net
- RecruitTrack
- Resource Edge TalentHook Sphere
- Resume converter software
- Resume extraction and search software
- Resume processing software
- ResumeRobot
- Safari Software Products Safari
- Sage 50 Accounting
- SAP Business Objects
- SAP Crystal Reports
- SAP ERP Human Capital Management
- Sendouts Recruiting
- Silk Road technology OpenHire
- Skype
- SmugMug Flickr
- Social media sites
- Staffing Solutions Enterprises Staff Matrix
- StaffingSoft Staffing Edition
- StataCorp Stata
- Talent Technology HireDesk
- Talent Technology Resume Mirror
- Talent Technology Talemetry
- TalentHook
- Tax software
- Technomedia Hodes iQ
- TempWorks recruiting and staffing software
- VCG Pointwing
- Vendor management system software
- Web browser software
- YouTube
Related occupations
O*NET's own list of the occupations most related to this one, closest first.
ESCO equivalents
From the official ESCO–O*NET crosswalk, strongest match first. A broader occupation takes in this one; a narrower one is a part of it.
Closest occupations
Compare any occupation →Other O*NET occupations whose importance ratings on the 35 skills both rate are nearest to this one's, with the biggest differences named. A plain rule, not a hidden score.
Customs Brokers
Average difference 0.2 points · Mathematics +0.9, Quality Control Analysis −0.7
O*NET · Zone 3 · Compare
Executive Secretaries and Executive Administrative Assistants
Average difference 0.2 points · Mathematics +0.8, Critical Thinking −0.6
O*NET · Zone 3 · Compare
Librarians and Media Collections Specialists
Average difference 0.2 points · Management of Financial Resources +0.9, Management of Material Resources +0.7
O*NET · Zone 5 · Compare
Tax Examiners and Collectors, and Revenue Agents
Average difference 0.2 points · Mathematics +1.3, Management of Personnel Resources −0.6
O*NET · Zone 3 · Compare
Compliance Officers
Average difference 0.2 points · Operation and Control +0.8, Operations Monitoring +0.6
O*NET · Zone 4 · Compare
Loan Officers
Average difference 0.2 points · Mathematics +1.3, Judgment and Decision Making +0.6
O*NET · Zone 4 · Compare
Interpreters and Translators
Average difference 0.2 points · Systems Analysis −0.8, Monitoring +0.6
O*NET · Zone 4 · Compare
Park Naturalists
Average difference 0.2 points · Operations Analysis +1.5, Science +1.0
O*NET · Zone 4 · Compare
Use this in your own job architecture
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This page includes information from the O*NET 31.0 Database by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA), used under the CC BY 4.0 license; O*NET® is a trademark of USDOL/ETA. ESCO occupations and skills are from the European Commission's ESCO classification, and the occupation crosswalk is the official ESCO–O*NET mapping by the ESCO Secretariat with USDOL/ETA. This service uses the ESCO classification of the European Commission. BlissPoint Analytics has modified all or some of this information: skill, task and descriptor ratings are rounded to one decimal, and ESCO occupations show Job Zone and interests copied from a crosswalked O*NET occupation. USDOL/ETA has not approved, endorsed, or tested these modifications.