Occupation Summary

Human Resources Specialists

O*NET 13-1071.00


Perform activities in the human resource area. Includes employment specialists who screen, recruit, interview, and place workers.

Annual Wages:
Employment Rate:
Employment is expected to increase by 15.66%.
Education Level:
Bachelor's Degree. According to O*Net, the majority of people employed in this occupation have this level of education.
Business and Industry

  1. Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns.
  2. Analyze employment-related data and prepare required reports.
  3. Conduct exit interviews and ensure that necessary employment termination paperwork is completed.
  4. Conduct reference or background checks on job applicants.
  5. Confer with management to develop or implement personnel policies or procedures.
  6. Contact job applicants to inform them of the status of their applications.
  7. Develop or implement recruiting strategies to meet current or anticipated staffing needs.
  8. Hire employees and process hiring-related paperwork.
  9. Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.
  10. Interpret and explain human resources policies, procedures, laws, standards, or regulations.
  11. Interview job applicants to obtain information on work history, training, education, or job skills.
  12. Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms.
  13. Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act (ADA).
  14. 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.
  15. Prepare or maintain employment records related to events such as hiring, termination, leaves, transfers, or promotions, using human resources management system software.
  16. Provide management with information or training related to interviewing, performance appraisals, counseling techniques, or documentation of performance issues.
  17. Review employment applications and job orders to match applicants with job requirements.
  18. Schedule or administer skill, intelligence, psychological, or drug tests for current or prospective employees.
  19. Schedule or conduct new employee orientations.
  20. Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate.
  21. Advise management on organizing, preparing, or implementing recruiting or retention programs.
  22. Coordinate with outside staffing agencies to secure temporary employees, based on departmental needs.
  23. Evaluate recruitment or selection criteria to ensure conformance to professional, statistical, or testing standards, recommending revisions, as needed.
  24. Evaluate selection or testing techniques by conducting research or follow-up activities and conferring with management or supervisory personnel.
  25. Review and evaluate applicant qualifications or eligibility for specified licensing, according to established guidelines and designated licensing codes.

National Industry Employment Patterns

Industry % of Human Resources Specialists employed Annual Growth Rate
Management and technical consulting services 4.1 2.79
Computer systems design and related services 3.6 1.53

Labor Market Information

2018 Statewide average hourly wage $32.30
2018 National average hourly wage $32.11
2016 National employment 547,800
2016 Texas employment 48,893
Texas projected employment by 2026 56,550
Texas projected annual employment and Turnover openings through 2026 5,761

* Due to confidentiality rules, not all regions may have the data displayed. The sum of all the regions may not be equal to the state total.

Top 10 Relevant Knowledge Areas Relevant Importance Levels
Personnel and Human Resources
Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.
English Language
Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar.
Knowledge of administrative and clerical procedures and systems such as word processing, managing files and records, stenography and transcription, designing forms, and other office procedures and terminology.
Administration and Management
Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.
Customer and Personal Service
Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.
Computers and Electronics
Knowledge of circuit boards, processors, chips, electronic equipment, and computer hardware and software, including applications and programming.
Law and Government
Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process.
Education and Training
Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects.
Knowledge of arithmetic, algebra, geometry, calculus, statistics, and their applications.
Knowledge of human behavior and performance; individual differences in ability, personality, and interests; learning and motivation; psychological research methods; and the assessment and treatment of behavioral and affective disorders.

Top 10 Relevant Skill Areas Relevant Importance Levels
Active Listening
Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
Talking to others to convey information effectively.
Reading Comprehension
Understanding written sentences and paragraphs in work related documents.
Critical Thinking
Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
Communicating effectively in writing as appropriate for the needs of the audience.
Adjusting actions in relation to others' actions.
Social Perceptiveness
Being aware of others' reactions and understanding why they react as they do.
Judgment and Decision Making
Considering the relative costs and benefits of potential actions to choose the most appropriate one.
Time Management
Managing one's own time and the time of others.
Active Learning
Understanding the implications of new information for both current and future problem-solving and decision-making.

Top 10 Relevant Abilities Relevant Importance Levels
Oral Comprehension
The ability to listen to and understand information and ideas presented through spoken words and sentences.
Written Comprehension
The ability to read and understand information and ideas presented in writing.
Oral Expression
The ability to communicate information and ideas in speaking so others will understand.
Written Expression
The ability to communicate information and ideas in writing so others will understand.
Deductive Reasoning
The ability to apply general rules to specific problems to produce answers that make sense.
Speech Recognition
The ability to identify and understand the speech of another person.
Speech Clarity
The ability to speak clearly so others can understand you.
Near Vision
The ability to see details at close range (within a few feet of the observer).
Problem Sensitivity
The ability to tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing there is a problem.
Information Ordering
The ability to arrange things or actions in a certain order or pattern according to a specific rule or set of rules (e.g., patterns of numbers, letters, words, pictures, mathematical operations).

  • Communicating with Supervisors, Peers, or Subordinates
    -- Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person.
  • Interacting With Computers
    -- Using computers and computer systems (including hardware and software) to program, write software, set up functions, enter data, or process information.
  • Getting Information
    -- Observing, receiving, and otherwise obtaining information from all relevant sources.
  • Staffing Organizational Units
    -- Recruiting, interviewing, selecting, hiring, and promoting employees in an organization.
  • Establishing and Maintaining Interpersonal Relationships
    -- Developing constructive and cooperative working relationships with others, and maintaining them over time.
Other Activities

  • Administer standardized or state-mandated assessments
  • Advise department managers in personnel matters
  • Align employee career motives to job performance objectives
  • Analyze applicant financial status
  • Analyze business or organizational operating practices or procedures
  • Analyze financial data or information
  • Answer questions from employees or colleagues
  • Arbitrate disputes among groups or individuals
  • Arrange travel accommodations
  • Categorize occupational, educational, or employment information
  • Collaborate with corporate counsel on legal human resources issues
  • Compare client applications with eligibility requirements
  • Conduct business, market, or managerial research
  • Conduct financial audits
  • Conduct industry or market analysis
  • Conduct informational presentations
  • Conduct interviews to gather information
  • Confer with client regarding type of arrangement desired
  • Confer with instructors or trainers
  • Consult stakeholders about innovation and market opportunities
  • Consult with customers concerning needs
  • Counsel people regarding issues, problems, or grief situations
  • Design compensation models
  • Design human resource management performance metrics
  • Design talent readiness or succession plans
  • Develop employee dismissal guidelines
  • Develop employee handbook
  • Develop integrated learning environments
  • Develop job evaluation programs
  • Develop operational budgets
  • Develop personnel performance objectives
  • Discharge workers using employee dismissal guidelines
  • Draft employment agreements
  • Employ basic business mathematical formulas
  • Ensure compliance with government regulations
  • Establish global partnerships
  • Establish recruiting procedures
  • Establish recruiting relationship with regional colleges
  • Establish relationships with employees and co-workers
  • Evaluate ability of applicant
  • Evaluate applicant eligibility for employment
  • Evaluate applicant qualifications for employment
  • Evaluate applicant qualifications for licensure
  • Evaluate applicant, staff, or individual skill levels
  • Evaluate capital projects
  • Evaluate company recruiting needs
  • Evaluate employee performance
  • Evaluate equity and debt financing options
  • Evaluate information from employment interviews
  • Evaluate personnel benefits policies
  • Evaluate reliability of source information
  • Explain rules, policies, laws or regulations
  • Forecast consumer behavior
  • Forecast departmental personnel requirements
  • Hire workers to fill employment needs
  • Identify causes of talent attrition
  • Identify employee learning needs
  • Identify individual or group learning strategies
  • Implement employee compensation and benefit plans
  • Implement supply chain management processes
  • Integrate job classification structure into human resource management systems
  • Interview job applicants
  • Investigate character of applicants
  • Maintain accounting journals
  • Maintain awareness of socio-economic trends
  • Maintain business or financial records, reports, or files
  • Maintain employee records
  • Maintain file of job openings
  • Maintain job descriptions
  • Maintain knowledge of formal and informal learning activities
  • Maintain quality assurance procedures
  • Maintain relationships with clients and customers
  • Maintain relationships with stakeholders
  • Maintain relationships with vendors
  • Match candidates or clients to employment needs, positions, or roles
  • Monitor effects of talent attrition
  • Monitor employee learning or development progress
  • Monitor merchandise purchases
  • Negotiate labor agreements
  • Obtain information from attorneys, witnesses, or litigants
  • Obtain information from clients, customers, or patients
  • Obtain information from stakeholders or constituents
  • Operate computers to enter, calculate, access, and retrieve data
  • Perform applicant search to fill job openings
  • Perform basic accounting practices
  • Perform market segmentation analysis
  • Perform risk management planning
  • Perform statistical analysis or modeling
  • Perform SWOT analysis
  • Prepare data rights policy
  • Prepare financing options and recommendations
  • Promote organizational personnel
  • Provide assistance for job searches
  • Provide customer service
  • Provide information about facilities
  • Publicize job openings
  • Recommend improvements to work methods or procedures
  • Recommend personnel actions such as promotions, transfers, and dismissals
  • Recruit candidates for employment
  • Recruit candidates for enrollment
  • Recruit candidates for volunteer positions
  • Refer applicant to other hiring personnel
  • Refer clients to community services or resources
  • Represent organization at meetings and events
  • Resolve worker or organizational conflicts or grievances
  • Respond to requests for information
  • Schedule public and private facility tours
  • Select applicants meeting qualifications
  • Submit individuals for employment consideration
  • Supervise subordinate personnel or contractors
  • Track competitor financial gains and losses
  • Train workers in use of equipment or computers

  • Relationships
    - Occupations that satisfy this work value allow employees to provide service to others and work with co-workers in a friendly non-competitive environment. Corresponding needs are Co-workers, Moral Values and Social Service.
  • Support
    - Occupations that satisfy this work value offer supportive management that stands behind employees. Corresponding needs are Company Policies, Supervision: Human Relations and Supervision: Technical.


Desktop calculator: 10-key calculators;

Desktop computers: Desktop computers;

Digital video disk players or recorders: Digital video disk DVD players;

Digital voice recorders: Digital audio recorders;

Inkjet printers: Office inkjet printers;

Laser fax machine: Laser facsimile machines;

Liquid crystal display projector: Liquid crystal display LCD projectors;

Multimedia projectors: Video projectors;

Notebook computers: Laptop computers;

Personal computers: Personal computers;

Photocopiers: Photocopying equipment;

Scanners: Computer scanners;

Special purpose telephones: Multi-line telephone systems;

Video conference cameras: Web conferencing cameras;


Accounting software: Intuit QuickBooks; Sage 50 Accounting;

Analytical or scientific software: SAS software; SPSS software; StataCorp Stata; Assessment software;

Business intelligence and data analysis software: IBM Cognos Impromptu; Tableau software; Oracle Business Intelligence Enterprise Edition; Qlik Tech QlikView;

Customer relationship management CRM software: Vendor management system software; Applicant tracking software; Blackbaud The Raiser's Edge;

Data base reporting software: SAP Crystal Reports;

Data base user interface and query software: Online databases; Microsoft Access; FileMaker Pro software; Google; LinkedIn;

Data mining software: Google Analytics;

Desktop publishing software: Adobe Systems Adobe InDesign; Microsoft Publisher;

Document management software: Adobe Systems Adobe LifeCycle Enterprise Suite; Adobe Systems Adobe Acrobat;

Electronic mail software: IBM Notes; Microsoft Outlook;

Enterprise resource planning ERP software: Microsoft Dynamics GP; Microsoft Dynamics software; Oracle JD Edwards EnterpriseOne; Oracle PeopleSoft Human Capital Management; SAP Business Objects software;

Enterprise system management software: IBM Power Systems software;

Financial analysis software: Oracle E-Business Suite Financials;

Graphics or photo imaging software: Microsoft Visio; Adobe Systems Adobe Photoshop software; Adobe Systems Adobe Illustrator;

Human resources software: Adobe Systems Adobe Human Capital Application Solution Accelerator; Arbita OnePost; Arbita OneWorld; Background checking software; BlackDog Recruiting Software; Ellucian Banner Human Resources; ADP Workforce Now; AST Staff Matrix; Ad Cast; Blackdog; Bond International Adapt Staffing; Bond International Software Bond StaffSuite; BrightMove Applicant Tracking System; Bullhorn; Bullhorn Applicant Tracking System; COATS; COATSsql; CVTracer; Candidate screening software; Candidate tracking software; Careerbuilder.com; Cluen; Cluen Encore; DGCC.com RecruitTrack; Data Frenzy software; ICIMS; Industrial Code Recruitpoint.net; InfoGIST Platinum Recruiter; Intelius; Intelligent Algorithms InfoGIST Platinum Recruiter; HRMDirect; HRMDirect software; HireAbility ResumeParser; HireLogic PowerPlace; HodesiQ software; Human resource information system HRIS software; Human resource management software HRMS; Lawson Human Resource Management Suite; Main Sequence Technologies PCRecruiter; Main Sequence Technologies PCRecruiter ResumeInhaler; Micro J Systems PcHunter; Microj Systems PcHunter; GoBackgrounds; Job Match iApplicants; Job posting software; Kronos Workforce HR; Monster.com; SAP ERP Human Capital Management; Post My Jobs; Post Once; PostingPal; PowerPlace Professional; RecruitTrack; Recruiting Wizard; Recruitment management software; Recruitpoint.net; Resource Edge TalentHook Sphere; Resume converter software; Resume extraction and search software; Resume processing software; ResumeRobot; Walling Info Systems Recruiting Wizard; eQuest; iApplicants; Talent Technology HireDesk; Talent Technology Resume Mirror; Talent Technology Talemetry; TalentHook; Taleo Enterprise Talent Management Suite; Technomedia Hodes iQ; TempWorks; TempWorks software; Trovix; Trovix Recruit; VCG Pointwing; VCT StaffSuite; Safari Software Products Safari Staffing Software; Safari Staffing Software; Sendouts Pro Recruiting Software; Sendouts Recruiting Software; Silk Road technology OpenHire; Staffing Solutions Enterprises Staff Matrix; StaffingSoft Staffing Edition;

Information retrieval or search software: LexisNexis software;

Internet browser software: Web browser software; Microsoft Internet Explorer;

Network conferencing software: Microsoft SharePoint;

Office suite software: Microsoft Office software;

Presentation software: Microsoft PowerPoint;

Project management software: Microsoft Project; Microsoft SharePoint software; Oracle Primavera Enterprise Project Portfolio Management software;

Sales and marketing software: Google AdWords;

Spreadsheet software: Microsoft Excel;

Time accounting software: Kronos Workforce Payroll; MPAY Millennium;

Video creation and editing software: Apple Final Cut Pro;

Web page creation and editing software: Adobe Systems Adobe Dreamweaver; Facebook;

Web platform development software: Drupal; Hypertext markup language HTML;

Word processing software: Microsoft Word;

Related O*NET occupational titles for Human Resources Specialists include:
  • 13-1041.03 Equal Opportunity Representatives and Officers
  • 13-2099.04 Fraud Examiners, Investigators and Analysts
  • 11-3121.00 Human Resources Managers
  • 41-3021.00 Insurance Sales Agents
  • 13-1111.00 Management Analysts
  • 13-1161.00 Market Research Analysts and Marketing Specialists
  • 11-2031.00 Public Relations and Fundraising Managers
  • 27-3031.00 Public Relations Specialists
  • 41-3031.02 Sales Agents, Financial Services
  • 13-1151.00 Training and Development Specialists

Sources of Additional Information
  • For more information about human resources careers and certification, visit: Society for Human Resource Management
  • Human Resource Certification Institute
  • WorldatWork
  • Human Resources Specialists

  • Contact Texas Workforce Commission
    Labor Market and Career Information  |  101 E. 15th Street, Annex Room 0252  |  Austin, Texas 78778
    Official Website  |  1-800-822-PLAN (7526)  |  512.936.3200

    ** The information in this report may be derived from many sources like O*NET, BLS (Bureau of Labor Statistics), OOH (Occupational Outlook Handbook), and Career One Stop.