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Assistant Recruitment Jobs in Minnesota (NOW HIRING)

PAI

Recruiter and HR Assistant

Saint Paul, MN · On-site

$23 - $27/hr

Recruiter and HR AssistantPAI - White Bear Lake, MNFull-Time, 32-40 hours/week | Non-Exempt | $23-27/hourAbout the OpportunityPAI is looking for a Recruiter & HR Assistant - the friendly first point ...

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CT Assist

Locum Tenens CRNA

Duluth, MN · On-site

CT Assist is seeking a CRNA Anesthesia for a locum tenens job in Duluth, Minnesota. & Requirements ... We are not just recruiters, but employers who have your goals in mind while connecting you with ...

UNITED MEDICAL SYSTEMS

Recruiter

Minneapolis, MN

$60K - $70K/yr

Manage full-cycle recruitment for entry-level through experienced positions. * Partner with hiring ... Provide an exceptional candidate experience through timely communication and follow-up. * Assist ...

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All JobsRecruitment JobsAssistant Recruitment JobsAssistant Recruitment Jobs in Minnesota

Assistant Recruitment information

What is the difference between Assistant Recruitment vs Recruitment Coordinator?

AspectAssistant RecruitmentRecruitment Coordinator
CredentialsHigh school diploma or equivalent; some roles may require a degreeSimilar; often requires a degree or relevant experience
Work EnvironmentOffice setting, supporting recruitment teamsOffice environment, managing recruitment processes
Employer & Industry UsageCommon in HR departments across industriesUsed in HR and recruitment agencies
Search & Comparison IntentOften compared for entry-level recruitment support rolesCompared for coordinating hiring activities

Both roles support recruitment functions but differ mainly in scope. Assistant Recruitment typically provides administrative support, while Recruitment Coordinators manage the overall hiring process. Understanding these differences helps job seekers identify the right position for their skills and career goals.

What does an assistant recruitment do?

An Assistant Recruitment, sometimes called a Recruitment Assistant, supports the recruitment team by handling administrative tasks, coordinating interviews, communicating with candidates, and maintaining recruitment databases. They help post job openings, screen resumes, schedule meetings, and sometimes participate in initial candidate outreach. Their role is essential for ensuring the hiring process runs smoothly and efficiently. By taking care of routine tasks, they allow recruiters and hiring managers to focus on interviewing and selecting the best candidates.

What is an assistant recruitment?

An assistant recruitment role involves supporting the hiring process by screening resumes, scheduling interviews, and coordinating communication between candidates and hiring managers. It often requires organizational skills, familiarity with applicant tracking systems, and knowledge of recruitment procedures. The position helps streamline hiring and ensures efficient candidate management.

What are some common challenges faced by assistant recruitment professionals, and how can they be addressed?

Assistant Recruitment professionals often face challenges such as managing a high volume of applications, coordinating interview schedules, and ensuring effective communication between candidates and hiring managers. Staying organized and utilizing applicant tracking systems can help streamline processes and reduce errors. Additionally, proactively following up with candidates and teams ensures a positive experience and builds strong professional relationships, which is essential for success in this role.

What are the key skills and qualifications needed to thrive as an assistant recruitment, and why are they important?

To thrive as an Assistant Recruitment professional, you generally need a background in human resources or business administration, along with strong organizational and communication skills. Familiarity with applicant tracking systems (ATS), HR databases, and Microsoft Office Suite is typically required, and certifications like SHRM-CP can be beneficial. Attention to detail, interpersonal skills, and the ability to multitask help you build relationships and manage multiple hiring processes efficiently. These skills and qualities ensure that recruitment workflows run smoothly and that candidates have a positive experience throughout the hiring process.
What are the most commonly searched types of Recruitment jobs in Minnesota? The most popular types of Recruitment jobs in Minnesota are:
What cities in Minnesota are hiring for Assistant Recruitment jobs? Cities in Minnesota with the most Assistant Recruitment job openings:
What are popular job titles related to Assistant Recruitment jobs in MN? For Assistant Recruitment jobs in MN, the most frequently searched job titles are:
Assistant Recruitment jobs near you
Infographic showing various Assistant Recruitment job openings in Minnesota as of August 2026, with employment types broken down into 1% As Needed, 75% Full Time, 21% Part Time, 1% Temporary, and 2% Contract. Highlights an 98% Physical, 1% Hybrid, and 1% Remote job distribution.

Recruitment and Retention Specialist

Mounds View Public Schools

Saint Paul, MN • On-site

Full-time

Medical, Dental, Life

Posted 10 days ago

Job description

Position:  Recruitment and Retention Specialist
Work Schedule:  Full-Time, 12-Month/260 Days/Year
Start Date: ASAP
Pay:  Dependent on qualifications per the Non-Affiliated Handbook
Benefits:  Medical, Dental, Life and other benefits in accordance with the Non-Affiliated Summary of Benefits
Required Qualifications:
Bachelor's degree and two years of human resources experience to include some experience with recruitment and/or retention or an equivalent combination of education and/or experience to total six years.  Prefer candidates with Previous teaching and/or public school district experience.







Knowledge, Skills and Abilities:

  • Extensive experience with recruitment and retention best practices.
  • Experience with public sector and/or school districts.
  • Strong attention to detail and organizational skills.
  • Ability to multi-task and manage the flow of simultaneous projects in a fast-paced environment.
  • Ability to build trust and rapport with diverse stakeholders.
  • Excellent verbal and written communication skills.
  • Excellent interpersonal skills and customer focus with the ability to positively interact with administrators, employees, applicants and educational partners.
  • Ability to effectively present information to administration and other employees.
  • Ability to take initiative and follow through.
  • Strong understanding of social media as it relates to recruitment best practices.
  • Knowledge of state and federal employment law including Equal Employment Opportunity (EEO), Americans with Disabilities Act (ADA), Veteran's Preference Act and other state/federal requirements for hiring.
  • Knowledge of Frontline Recruitment and Hiring software.

Responsibilities:

  • Lead in the development, creation and implementation of a strategic recruitment and retention plan and strategies to enhance the district's visibility and reputation as an employer of choice.
  • Develop and implement recruitment and retention practices through an equity lens to assure diverse applicant pools.
  • Collaborate with the Communications Department to enhance social media resources and online recruitment resources as well as to create a recruitment marketing campaign to expand the reach and impact of recruitment practices.
  • Build and enrich relationships with colleges, universities, schools, business and community organizations and other partners to help further district recruitment goals.
  • Manage and coordinate the district's Grow Your Own programs for non-licensed district staff entering licensure programs.
  • Lead efforts to obtain state and federal grants to manage recruitment and Grow Your Own funding.
  • Plan, organize and directs the use of all relevant recruitment strategies for the recruitment of qualified candidates; manage, develop and attend recruitment and career fairs in person and online.
  • Create and update recruitment materials and other forms of media to ensure a positive image of employment within the district, work collaboratively with the Communications Department to ensure communication consistency.
  • Create and manage an employee exit survey process, identify trends and areas for improvement.
  • Collect and analyze recruitment, retention and employee turnover data to identify trends and gaps.
  • Advises and provides training for hiring manages on best practices for interview and selection.
  • Assist in creation of district onboarding practices and procedures.
  • Other related duties as assigned.


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