AIRS recruiting certification AIRS, one recruitment training company, provides online professional recruiter certification programs. These courses are meant to train recruiters in topics like sourcing passive candidates, social media recruiting, and more. AIRS offers a variety of recruitment training courses, including:
You can obtain recruiting certifications online, which lets you accommodate the process with your busy schedule. With some programs, you also have the option of taking the exam onsite. The cost of certification varies, depending on which program you pursue.
Sourcing Certifications offers training and certification programs for recruiters and talent acquisition professionals. They offer one brief 60-question exam that can be taken at your convenience online.
At skill level 4, recruiters are one step away from working directly with recruits, though they may do so from time to time. Instead, they work directly with skill level 3 recruiters, providing training and analyzing results. At skill level 5, recruiters develop training programs and outreach programs.
Qualifications and Training Information ASVAB Score Required: 110 in aptitude area GT waivable to 100 with a score of 100 in aptitude ST. Other Qualifications: Formal training (successful completion of the appropriate MOS 79R course conducted under the auspices of the Recruiting and Retention School) is mandatory.
Be a United States citizen by birth or naturalization or a permanent resident alien. Be at least 21 years old, but not more than 39 years old at time of selection (waiver authorized to age 45). Have a minimum GT score of 90 with a Skilled Technical (ST) of 90 (waiver authorized).
AGR Recruiter Eligibility RequirementsMust be a US citizen by birth or naturalization (Non-waiverable)Must hold the rank of SGT through SFC (Non-waiverable)Must possess a GT/ST score of 95 (Waiverable to 90 GT with a 90 ST(TECH)More items...
To qualify for MOS 79T, you'll need a 100 in the general technical (GT) aptitude area of the Armed Services Vocational Aptitude Battery (ASVAB) tests. It is waivable to a score of 100 if you also score 100 on the skilled technical (ST) area of the ASVAB.
Army recruiter requirements include passing a background check. Disqualifiers include being on the National Sex Offender Registry database. Other factors that can eliminate an applicant from consideration include a history of assault, domestic violence, legal involvements or military adjudication.
Salary Ranges for Army Recruiters The salaries of Army Recruiters in the US range from $10,239 to $240,590 , with a median salary of $43,856 . The middle 57% of Army Recruiters makes between $43,857 and $109,399, with the top 86% making $240,590.
AGR SalariesJob TitleSalaryUS Army AGR salaries - 1 salaries reported$80,995/yrJetBlue AGR salaries - 1 salaries reported$24/hrIndiana National Guard AGR salaries - 1 salaries reported$2,965/moMichigan Army National Guard AGR salaries - 1 salaries reported$4,039/mo14 more rows•Dec 13, 2021
47 daysThe Army Recruiter Course (ARC) is conducted at the Recruiting and Retention School, Fort Knox, KY. The Army Recruiter Course is 47 days. How long is the first AGR tour? All Soldiers entering the AGR Program incur a 3-year active duty commitment.
The BAH rates have increased an average of 5.1% effective January 1, 2022. Army National Guard Soldiers on active duty under Title 10 USC are eligible for Basic Allowance for Housing or Basic Allowance for Housing Reserve Component/Transit (BAH RC/T) if they are on active duty for 30 or fewer days.
The accession process normally takes between 30-45 days as this allows time for publication of the assignment order and completion of long distance in-processing. A technician is assigned to walk each Soldier through the entire accession process.
AGR Soldiers serve full-time on Active Duty in units and organizations of the Army Reserve, or that directly support the Army Reserve. The Active Guard Reserve program allows Soldiers transitioning off active duty the opportunity to compete for AGR positions closer to home.
A typical AGR tour is around 3 years. A deployment could make that longer. Some might even get lucky and have their tour extended (but from my understanding, that's pretty rare). If your soldier is an officer, you're looking at a PCS every 2 years, and sometimes more frequently.
The good news is this means you can leverage nearly any background into a successful recruiting career.
A persistent attitude can also help recruiters become high achievers—boosting earnings for themselves and their organization.
Aspiring recruiters may also want to join a professional organization, like the Society for Human Resource Management (SHRM )™. SHRM offers a number of professional certifications to boost your resume. Membership will not only allow you to connect with other professionals in your industry, but it’ll also show prospective employers that you’re serious about your recruiting career.
A job recruiter—sometimes called a talent recruiter or, informally, a “headhunter”—is a human resources (HR) professional tasked with identifying and pursuing candidates for potential job openings. Think of them as the matchmakers of the business world.
Talent recruiters can work directly for an organization or business, or they may provide their services on behalf of a third-party organization, like staffing agencies. Recruiters play a key role in filling important, hard-to-fill positions where competition for qualified candidates is strong.
Not only do recruiters quite literally match people with their dream jobs, but they also have opportunities within the field to expand their own knowledge. “You can meet all sorts of interesting people, learn about things you didn’t know existed,” says recruiter Leticia Naranjo of DistantJob, who has learned plenty about programming languages thanks to her work as a technical recruiter. “It is undoubtedly one of the most enriching professions there is.”
A recruiting career is starting to look pretty good—but that doesn’t mean it’s the right job for everyone. Successful recruiters tend to share some common transferrable skills and personality traits. These are some of the skills and characteristics our expert recruiters say come in handy on the job:
Each certification lasts for two years. The coursework and exam are different for each certification. The cost of each recruiting course certification program is $995 and includes the courses and final exam. There is also an additional recruitment certification: Elite Certified Recruitment Expert (ECRE).
If you fail your exam, the ASA gives you a discount to retake it within 90 days.
AIRS, one recruitment training company, provides online professional recruiter certification programs. These courses are meant to train recruiters in topics like sourcing passive candidates, social media recruiting, and more.
The Technical Services Certified Exam Package is $455 for members and $910 for non-members. The exam is two hours long.
Because of the varying paths people take to become recruiters, it’s important for clients to know that you are a certified sourcing professional. Employers encourage or even require you to have recruiter certification. This verifies that you have the skills needed to be successful in the recruitment industry.
Because LinkedIn Recruiter is a popular recruiting tool, the company also offers certification in recruiting. The exam tests your recruiter knowledge as well as your ability to use the LinkedIn Recruiter tool.
Curriculum: This full life cycle recruitment course takes just eight hours to complete in either one or two sessions. They cover everything from creating talent pipelines to negotiating offers and working with hiring managers.
The Recruitment Education Institute is an affiliate of SHRM that offers more than 15 courses on everything from onboarding to offboarding, and a number of their courses are offered at no charge. We cover their main certification course below.
HR Certification Institute offers eight different certifications, including certifications for international professionals, those specifically located in California as well as Spanish speaking professionals. In over 40 years, they’ve certified more than 500,000 HR professionals across 125+ countries. Their certifications are recognized globally and can help HR professionals take the next step in advancing their career. For the purpose of this article, we’re covering the three main certifications they offer.
Curriculum: Social media recruiting is by far one of the most critical parts of any recruitment strategy, and this course is prepared to help any recruiter refine their efforts. This course helps you determine which sites are best suited for recruiting passive candidates.
Curriculum: More than 30 instructor-led courses make up this all-inclusive recruiter certification. Although the most expensive of AIRS trainings, this package deal includes unlimited access to all of their training programs and certification courses, including those mentioned below. You also gain access to AIRS High Impact Series, which are one hour workshops on the latest recruitment techniques and trends.
Curriculum: This exam is better suited for HR professionals who have several years experience in a human resources role. More specifically, you need experience with technical and operational skills, such as laws and regulations related to employment. In order to apply for the exam, you must have one of the following criteria: 1 1+ year experience in a HR role and a Master’s degree 2 2+ years experience in a HR role and a Bachelor’s degree 3 4+ years experience in a HR role and a high school diploma
Duration: 4 hours. Curriculum: This certification require certain levels of education in order to enroll, so make sure to check those out before pursuing this certification. The CP exam is primarily for HR professionals, whose primary job function is operational.
You must have a minimum of 36 months remaining time in service at the time you graduate SFQC
You must have a minimum rank of E-3 and must be 20 years old at the start of Special Forces Assessment and Selection (SFAS) with a waiver. You must not be older than 36 years (waiverable) for SFAS attendance. You must be eligible for a Secret security clearance.
You can find your first recruiting job after obtaining a bachelor’s degree in human resources, HR management, or a related field. An internship in the recruiting industry or a human resources department either before or after graduation could help you launch your career. You might also be able to move laterally into recruiting from a related human resources position. Since this is an entry-level position, experience qualifications are typically low.
Since you communicate with potential employees to assess their knowledge, skills, and level of interest, you need outstanding interpersonal communication skills . Depending on your clients, you may need to act quickly to make a hire under deadline. Even if you have a longer time frame, you need the ability to make decisions about hiring and be able to explain your choices if necessary. You also need sales abilities, as you are essentially selling the position to the candidate. Unlike in a traditional hiring scenario, a high-demand candidate has the upper hand, and it is your job to acquire them.
Your exact duties vary depending on the recruiting you do. An internal recruiter works with one business alongside the HR department. Retained recruiters, meanwhile, are like consultants who help companies hire qualified employees. You may even work as an outplacement recruiter who helps outbound employees find their next job. Other options include staffing agency recruiters and contingency recruiters.
You also need sales abilities, as you are essentially selling the position to the candidate.
The responsibilities of an entry-level recruiter revolve around finding qualified potential job candidates for a company. You may look through resumes or online job profiles, visit career fairs, or find out about standout job seekers through a network of contacts in universities or professional groups. You may work as a freelancer, for a consulting firm, or directly for a human resources manager as an in-house recruiter for a company. As an entry-level recruiter, you need to work to understand the company's hiring goals. Your duties involve a lot of networking and negotiation, so interpersonal skills are crucial.
This course is 6 weeks long. It trains new recruiters in interviewing, technology systems, interpersonal communication, Army programs, time management and enlistment requirements.
Recruiter applications can take 4-6 months to process.
1. Meet the physical qualifications. Because she represents the U.S. Army, the recruiter must meet certain physical qualifications before applying to the position. The recruiter can not have any tattoos associated her with any gangs or gang-related activity.
U.S Army recruiters are specially assigned Non Commissioned Officers that are tasked with maintaining the manpower of the U.S Army. Recruiters give guidance and information to civilians that show an interest in enlisting, and aid them in achieving their goals.They must be highly motivated and disciplined, have strong communication skills, ...
A recruiter must be between the ages of 18 and 35, though exceptions may be requested. The recruiter must also meet standard U.S. Army physical requirements of body fat ratio or percentage, height, and endurance capabilities. Learn more about the job duties of an Army recruiter.
Meet basic requirements. To join the Army, you must be 18-35 years of age, have a high school diploma, and pass a physical examination. A GED is accepted, if you also have 30 semester hours of college beyond the GED to be considered as an army recruiter.
Once you join the army, you’ll need to complete 10-week basic army training, which will teach you field training, teamwork, and weapons usage. After basic training, you'll be able to take the Warrior Leader Course, which lasts 1 month. Once you complete all of these requirements, you can apply to become a recruiter.
Be a sergeant SGT, SSG, or SFC at time of selection, have no less than 4 years time in service, no more than 9 years time in service and no less than one year time in grade if a SGT, no more than 15 years time in service if a SSG, or no more than 16 years time in service and no more than 4 years time in grade if a SFC (waiver authorized).
The CG, USAREC is the waiver approval authority for recruiter selection criteria.
The prime candidate for WO has 5 - 8 years of active federal service (AFS) and meets all other prerequisites. You can apply regardless of AFS but require a waiver if you have 12 years or more (Technicians) or not exceeded 8 years or more (Aviator) of AFS. The standard for approving an AFS waiver is more stringent than for a prerequisite waiver. The age limit for Technicians is 46 yrs old.
- Age Requirements: Aspiring Technicians must be 46 years of age or less at the time of appointment to WO1. Aspiring Aviators must be older than 18, but not more than 32 years at the time of board selection.
What Is the Process for Becoming a Recruiter? According to the U.S. Army, most of its recruiters are on a three-year special duty assignment.
This is known as an "A DA-selected Recruiter." The selection process starts with assignment managers at the Personnel Command who review the personnel records of soldiers from all Army MOS (jobs). The best soldiers in each career field are nominated to be recruiters. The nominations are then sent to the field where each nominee's immediate commander must verify that the soldier meets the high standards necessary to become an Army recruiter. There is a similar program for selecting Drill Sergeants. On average, around 1,000 Non-Commissioned Officers (NCO) per year are involuntarily selected for recruiting duty.
In the U.S. Army, a Recruiter NCO is part of the Adjutant General's Corps. His or her duties are described as "Recruits qualified personnel for entry into the Army in accordance with applicable regulations, supervises recruiting and recruiting support activities."
At skill level 5, recruiters develop training programs and outreach programs. They also analyze statistics, manage publications, and prepare enlistment reports. They may also evaluate and report on the work of recruiters in the field.
At skill level 3, recruiters work directly with potential soldiers. They conduct interviews, counsel potential recruits, and determine whether potential recruits are qualified for the U.S. Army. At skill level 4, recruiters are one step away from working directly with recruits, though they may do so from time to time.
Those with GEDs can qualify if they have at least 30 college credits (waivers possible) Soldiers in the rank of Sergeant must have less than 8 years time-in-service (TIS) Soldiers in the rank of Sergeant (Promotable or Staff Sergeants must have less than 12 years TIS.
Soldiers in the rank of Staff Sergeant (Promotable) or Sergeant First Class must have less than 14 years TIS