Advertising Recruiter: Salary and Career Facts

Explore the career requirements for advertising recruiters. Get the facts about job duties, education requirements and potential salary to determine if this is the right career for you. Schools offering Advertising degrees can also be found in these popular choices.

What is an Advertising Recruiter?

Advertising recruiters are a specialized type of personnel recruiter who focus on placement for advertising-related employees. Basic recruiter duties include reviewing a company's needs, interviewing applicants, matching prospects with appropriate positions, conducting new hire orientations that include reviewing administrative policies and practices. To find qualified employees these recruiters often attend job fairs and create online postings. Advertising recruiters, like other recruiters, can also perform duties related to human resource disciplines.

The table below outlines the general requirements for a career as an advertising recruiter.

Degree Required Bachelor's degree
Education Field of Study Human resource management
Key Responsibilities Place workers in advertising-related employment opportunities, match workers with entry-level positions, find executives more demanding positions
Job Growth (2014-2024) 5% (for all human resources specialists)*
Median Salary (2015) $58.350 (for all human resources specialists)*

Source: *U.S. Bureau of Labor Statistics

What Will I Do as an Advertising Recruiter?

As an advertising recruiter, you might match individuals new to the workforce with entry-level positions, or you might pair up executives with more demanding employment opportunities. You also might place upper-tier employees, such as account managers, art directors, brand strategists, interactive specialists or media buyers, or your job might be to look for administrative assistants, receptionists, graphic artists, copywriters and other personnel.

How Do I Connect Candidates with Companies?

In some cases, candidates submit their materials directly to your staffing firm in order to be considered for a job. They might find you through such resources as Advertising Age magazine, which lists marketing recruiters on its website. But typically, you'll identify strong candidates through telephone calls and Internet resume databases, and then you'll initiate contact with them to discuss suitable open positions. In either instance, you'll review resumes and verify references before suggesting candidates to a company.

Depending on your recruitment firm, you may be a job candidate's only point of contact for a large portion of this process; they may not even know the name of the company to which they're applying until the selection process has moved through the screening stage to the interview stage, according to websites of various recruitment firms.

There are several types of recruiters, according to the 2013 Occupational Outlook Quarterly, a publication of the U.S. Bureau of Labor Statistics (BLS). As an in-house recruiter, you would work directly with employers to fill positions. However, if you become a third-party recruiter, you would work for an umbrella company that is charged with filling vacant positions.

What Education Should I Pursue?

Recruiters often are categorized as human resource specialists. The BLS notes that a college degree typically is required for these positions ( Therefore, you might want to earn a degree in human resource management. In such a program, you can expect to take courses that cover topics like the historical significance and impact of management and unions. You're also likely to study employment law, finance and employee training methods. Some programs require you to complete an internship prior to graduation.

How Much Could I Earn? reported that, in 2016, workers in the 10% to 90% range of salaries for personnel recruiters not recruiting for the executive level earned $30,047-$66,610. The same category of recruiters for executive-level positions reported earnings between $35,500 and $117,468. The site noted that individuals with 0-5 years of experience in executive-level recruitment earned a median salary of $60,000 in 2016, while those with 10-20 years of experience earned $102,000.

What are Some Related Alternative Careers?

If engaging with people and finding new talent are exciting to you, then public relations specialists, compensation benefits specialists, job analysis specialists and labor relations specialists may be alternative careers to consider. Compensation benefits and job analysis specialists often oversee and implement the compensation and benefits programs that are available for employees. They also study and update job descriptions related to salary. Labor relation specialists evaluate, administer and asses labor contracts for issues that may involve wages, healthcare, pensions, unions or management. Finally, public relation specialists are charged with establishing a favorable and appropriate image for their organization. They may design media releases and work to increase awareness of the organization's goals. These professions all require a bachelor's level education.

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