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If you’ve Googled “Employment Specialist job description,” you’ve probably seen the same thing over and over again—generic bullet points, bland duties, and wording that could apply to a hundred different roles.
Here’s the problem:
Most of those posts might look like they’re giving you a ready-to-use template, but they do very little to help you attract great candidates. They’re written to fill a page, not to inspire the right person to apply.
A great job post should work like your best recruiter — engaging, clear, and tailored to the role. That’s why before you copy-paste anything, I recommend reading our full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/ . In short, the reason most job descriptions fail is because they lack personality, mission, and clarity — the very things top candidates look for before applying.
In this article, I’ll break down:
- What an Employment Specialist actually does (in plain English)
- Two high-quality job description templates you can adapt for your company (one for experienced hires, one for entry-level or willing-to-train)
- A breakdown of why these posts work and what you must include
- An example of a bad post so you know what to avoid
- Bonus tips to make your job description stand out in any job market
By the end, you’ll have a repeatable, role-specific framework you can use to write a post that actually gets the right people excited to apply.
Smart Hiring Starts Here
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What an Employment Specialist Actually Is
An Employment Specialist is more than just a recruiter.
They’re the bridge between job seekers and opportunities — helping people find the right roles while supporting employers in finding the right talent.
In plain English:
They meet with candidates, understand their skills and career goals, and connect them with jobs that are a genuine fit. They also work closely with employers to understand hiring needs, provide training or career coaching to job seekers, and often help people overcome barriers to employment — whether that’s lack of experience, a career change, or re-entering the workforce after time away.
It’s a role that blends people skills, problem-solving, and organization.
Yes, they’re matching résumés to job postings, but they’re also:
- Building relationships with local employers
- Guiding job seekers through applications and interviews
- Keeping detailed records of candidate progress
- Staying updated on labor market trends to give the best advice
In many ways, Employment Specialists are part career coach, part recruiter, and part community connector.
That’s why the best candidates for this role have just as much emotional intelligence as they do administrative skill.
Two Great Employment Specialist Job Description Templates
We’ll provide two tailored job description options:
1.✅ Option 1: For employers looking to hire an experienced candidates with prior experience.
2.Option 2: For employers open to hiring entry-level candidates or those willing to train someone with potential.
✅ Option 1:Job Description For Experienced Employment Specialist
📌 Job Title: Employment Specialist — Workforce Development & Employer Partnerships
📍 Location: Denver, CO
💼 Type: Full-Time | Hybrid (3 days onsite, 2 remote)
💰 Salary: $48,000 – $58,000/year + benefits (DOE)
🎥 A quick word from our hiring manager: [Insert Loom/YouTube link]
Who We Are
CivicPath Employment Services is a nonprofit workforce organization helping job seekers connect with meaningful careers across the Denver metro area. We partner with 200+ local employers, deliver job-readiness training, and support candidates from first application through retention. Our mission is simple: open doors to good work and long-term stability.
What You’ll Do
- Meet with job seekers to assess skills, interests, and barriers; create tailored employment plans.
- Build and maintain relationships with employers; source roles aligned to client goals.
- Prepare candidates for applications and interviews (résumés, mock interviews, follow-ups).
- Track outcomes in our case management system; report on placements and retention.
- Coordinate with internal training teams and community partners to remove barriers (transport, childcare, certifications).
- Stay current on local labor trends to advise candidates and deepen employer partnerships.
What We’re Looking For
- 2+ years in employment services, recruiting, workforce development, or career coaching.
- Strong communication and employer relationship-building skills.
- Experience managing a caseload and meeting placement/retention goals.
- Comfortable working with diverse communities and sensitive situations.
- Organized, data-minded, and proactive in problem-solving.
Perks & Benefits
- Medical, dental, vision (employer contributes 75% of premiums)
- 401(k) with 3% employer match after 6 months
- 15 days PTO + 10 paid holidays + 2 volunteer days
- Annual professional development stipend ($800)
- Laptop, remote-work stipend, and flexible hours
Why This Role Is a Great Fit
- Mission-first culture with clear impact (you’ll see lives change).
- Strong employer network and proven programs that make placements easier.
- Autonomy with support: your ideas to improve outcomes are welcomed and funded.
- Growth path to Senior Employment Specialist or Employer Partnerships Manager.
Our Hiring Process
We review every application and reply within 10 business days. Shortlisted candidates complete a 30-minute intro call, a practical case scenario, and a final interview with the program lead.
📥 How to Apply
Apply via WorkScreen: [Insert Link]. You’ll complete a short skills-based evaluation so we can understand your approach beyond the résumé. We’ll keep you updated at each step.
✅ Option 2: Job Description For Entry-Level / Willing-to-Train Candidate
📌 Job Title: Employment Specialist — We’ll Train You (Community-Focused)
📍 Location: Columbus, OH
💼 Type: Full-Time | Onsite
💰 Salary: $38,000 – $45,000/year + benefits
🎥 A quick word from our hiring manager: [Insert Loom/YouTube link]
Who We Are
BrightSteps Workforce Hub is a community nonprofit helping residents launch careers in healthcare, logistics, and customer service. We run free training, host hiring events, and coach job seekers from application to first 90 days on the job. We hire for potential—if you’re organized, kind, and driven to help people succeed, you’ll thrive here.
What You’ll Do
- Meet job seekers, understand their goals, and cheer them through the process.
- Assist with résumés, applications, and interview prep; schedule interviews with employers.
- Track candidate progress, celebrate wins, and troubleshoot roadblocks.
- Coordinate with our training team to place graduates into partner roles.
- Learn our systems and outreach playbooks to match candidates to open jobs.
What We’re Looking For
- High school diploma or equivalent (Bachelor’s a plus, not required).
- Strong people skills, reliable follow-through, and eagerness to learn.
- Organized with good written and verbal communication.
- Compassion and professionalism when handling sensitive situations.
Perks & Benefits
- Medical, dental, vision (starts Day 1)
- 12 days PTO + 8 paid holidays + your birthday off
- Paid training and certification paths (career coaching, case management)
- Transit pass or parking stipend
- Wellness stipend ($35/month)
Why This Role Is a Great Fit
- We invest in you: structured onboarding, weekly coaching, and real growth opportunities.
- Your work has visible impact—first jobs, better jobs, second chances.
- Supportive, close-knit team that shares wins and pitches in when it’s busy.
- Clear progression to Employment Specialist II or Employer Liaison within 12–18 months.
Our Hiring Process
Everyone hears back within 7–10 business days. If shortlisted, you’ll do a 25-minute intro call and a paid, flexible 2-week trial (10 hours total) to ensure mutual fit.
📥 How to Apply
Apply via WorkScreen: [Insert Link]. The short evaluation helps us see your strengths—even if your résumé is light.
Don’t let bad hires slow you down.
WorkScreen helps you identify the right people—fast, easy, and stress-free.
Why These Employment Specialist Job Posts Work
1. The Job Titles Are Clear and Specific
- CivicPath Employment Services doesn’t just say “Employment Specialist” — it adds “Workforce Development & Employer Partnerships,” which signals the focus and scope.
- BrightSteps Workforce Hub calls out “We’ll Train You” right in the title, which instantly attracts people who might have the right traits but not direct experience.
2. The Video Element Builds Trust and Connection
- Both posts include a short Loom/YouTube video from the hiring manager. This gives candidates a face to the name, shows authenticity, and helps them feel more comfortable applying.
3. The “Who We Are” Sections Are Mission-Driven and Specific
- These aren’t copy-paste corporate overviews. They name the organization, location, industries served, and the real impact of the work.
- This specificity lets candidates self-select — the people who care about the mission are more likely to apply.
4. Duties Are Written for Clarity and Impact
- Instead of generic “responsible for coordinating job placements,” the duties spell out both the action and the purpose: “Meet job seekers to assess skills… create tailored employment plans.”
- This helps candidates picture themselves doing the work.
5. Qualifications Are Balanced, Not Gatekeeping
- The experienced version sets clear minimums (2+ years) without piling on unnecessary requirements.
- The entry-level version makes it clear you’ll train the right person — widening the talent pool.
6. Perks & Benefits Are Listed Separately
- Candidates can quickly see tangible rewards (insurance, PTO, stipends) without digging through paragraphs.
- Separating them from “Why This Role Is a Great Fit” ensures clarity and keeps emotional and practical motivators distinct.
7. “Why This Role Is a Great Fit” Sells the Opportunity
- This section focuses on the experience of working there — culture, impact, growth potential — not just tasks.
- It answers the candidate’s silent question: “Why should I choose you over another offer?”
8. Respectful, Transparent Hiring Process
- Both posts promise every applicant a response within a set timeframe.
- The entry-level role even offers a paid trial period — a huge trust-builder for people nervous about jumping into a new career.
9. WorkScreen.io Integration Feels Natural
- The WorkScreen application link is tied to the idea of fair, skills-based evaluation.
- This subtly reinforces that the company values ability over résumé keywords, while giving the reader a clear next step.
Bad Employment Specialist Job Description Example (And Why It Fails)
📌 Job Title: Employment Specialist
📍 Location: [City, State]
💼 Type: Full-Time
Job Summary
We are looking for an Employment Specialist to join our team. The successful candidate will be responsible for matching job seekers to available positions, maintaining records, and communicating with employers.
Responsibilities
- Match candidates to job openings.
- Keep accurate records of placements.
- Communicate with employers and job seekers.
Requirements
- Bachelor’s degree in Human Resources, Business, or related field.
- 3–5 years of experience in employment services or a similar role.
- Excellent communication skills.
How to Apply
Send your résumé and cover letter to hr@company.com. Only shortlisted candidates will be contacted.
❌ Why This Job Post Falls Short
- Generic Job Title
- “Employment Specialist” is technically correct but offers no context — it doesn’t say who you’re serving, where, or why the role matters.
- “Employment Specialist” is technically correct but offers no context — it doesn’t say who you’re serving, where, or why the role matters.
- Bland Introduction
- The “Job Summary” is cold, vague, and fails to spark interest. It tells candidates what they’ll do, but not why it’s important or how it impacts people.
- The “Job Summary” is cold, vague, and fails to spark interest. It tells candidates what they’ll do, but not why it’s important or how it impacts people.
- Minimal and Vague Responsibilities
- Duties like “match candidates to job openings” could describe a dozen other roles. There’s no detail on how the process works or what success looks like.
- Duties like “match candidates to job openings” could describe a dozen other roles. There’s no detail on how the process works or what success looks like.
- Outdated and Overly Restrictive Requirements
- Demanding a Bachelor’s plus 3–5 years of experience eliminates potentially great candidates — especially for a role where empathy, local knowledge, and networking can be more important than a degree.
- Demanding a Bachelor’s plus 3–5 years of experience eliminates potentially great candidates — especially for a role where empathy, local knowledge, and networking can be more important than a degree.
- No Salary or Benefits
- Omitting pay details reduces trust and can make the company look outdated or secretive.
- Omitting pay details reduces trust and can make the company look outdated or secretive.
- No Insight Into Company Culture or Mission
- There’s nothing to help candidates decide if they’d actually enjoy working here.
- There’s nothing to help candidates decide if they’d actually enjoy working here.
- Cold, Dismissive Hiring Process
- “Only shortlisted candidates will be contacted” signals you don’t value the applicant’s time or effort. Top candidates expect a more respectful approach.
- “Only shortlisted candidates will be contacted” signals you don’t value the applicant’s time or effort. Top candidates expect a more respectful approach.
- Zero Personality in the CTA
- The “How to Apply” section is purely transactional — no encouragement, no personal touch, and no clarity on timelines.
- The “How to Apply” section is purely transactional — no encouragement, no personal touch, and no clarity on timelines.
Bonus Tips to Make Your Employment Specialist Job Post Stand Out
Even a well-written job post can be made stronger with a few extra touches. These are small details that make a big difference — and they’re often missing from the generic templates you see online.
1. Add a Security & Privacy Notice for Applicants
Reassure candidates that their personal information is safe. This builds trust, especially for roles that work closely with communities.
Example:
“We take the security and privacy of all job applicants seriously. We will never ask for payment, bank details, or personal financial information at any stage of the hiring process.”
2. Mention Leave Days or Flexible Time Off
Time off is a big factor in decision-making. Calling it out in the post makes you more competitive.
Example:
“Enjoy 15 days of PTO per year, plus 2 volunteer days and your birthday off.”
3. Highlight Training & Growth Opportunities
Show candidates there’s a path forward beyond the initial role.
Example:
“You’ll receive structured onboarding, ongoing professional development, and a $1,000 annual training stipend to support your career growth.”
4. Include a Short Hiring Manager Video
A 1–2 minute Loom or YouTube clip from the hiring manager adds personality and trust.
Example:
- Introduce yourself
- Share why this role matters
- Mention what kind of person will thrive in it
- Invite them to apply
Here is an example that we used in our master guide on how to write a great job post description , you can check it out here https://www.loom.com/share/ba401b65b7f943b68a91fc6b04a62ad4
5. Show the Human Side of the Role
Include a quick example of a success story from the position.
Example:
“Last year, one of our Employment Specialists helped a veteran retrain for a new career in IT — and he’s now thriving at a local tech firm. This is the kind of impact you’ll make here.”
6. Be Clear About Your Application Response Policy
Even if you can’t give detailed feedback, tell candidates when they’ll hear back.
Example:
“We respond to all applicants within 10 business days.”
Should You Use AI to Write Job Descriptions?
AI can be a great tool for speeding up your hiring content — but if you use it blindly, you’ll end up with the same generic, lifeless job descriptions you were trying to avoid in the first place.
The problem?
One-click AI generation often produces:
- Generic, vague wording that could apply to any role
- Buzzword-heavy content that doesn’t connect with real candidates
- No reflection of your company’s personality or mission
- Zero differentiation from other employers using the same tools
The Wrong Way to Use AI
Typing something like:
“Write me an Employment Specialist job description”
will give you bland duties, standard requirements, and no emotional pull.
You’ll attract the wrong kind of applicants — or worse, none at all.
The Right Way to Use AI
AI should refine your ideas, not replace them. Give it the raw materials it needs to work with.
Here’s a prompt you can use:
“Help me write an Employment Specialist job post for [Company Name].
We’re based in [City, State] and our mission is [Insert Mission].
We serve [Describe Community or Target Group] and want to hire someone who can [Key Impact].
The role will involve [Main Responsibilities].
Our culture is [Describe Culture/Values].
We offer [List Benefits + Perks] and pay [Salary Range].
We want the tone to be [Warm, Professional, Mission-Driven].
Here are a few notes I’ve written to get you started: [Paste Notes].”
You can also paste in a good example (like the ones earlier in this guide) and tell the AI:
“Use this as a model for tone, clarity, and structure — but adapt it to our company and community.”
Bottom Line
AI is best used as your editor, not your ghostwriter.
Start with real company information, real impact stories, and real values — then let AI help polish, tighten, and format your post.
Hiring doesn’t have to be hard.
If your hiring process is stressful, slow, or filled with second-guessing—WorkScreen fixes that. Workscreen helps you quickly identify top talent fast, eliminate low-quality applicants, and make better hires without the headaches.
Need a Quick Copy-Paste Job Description?
We get it — sometimes you just need something fast.
Maybe you’ve already gone through this guide and understand what a strong job post looks like, but you also want a solid starting point you can copy, paste, and tailor in minutes.
That’s what this section is for.
✏️ Important Reminder:
Don’t copy this word-for-word and expect magic.
This is a foundation, not a final draft.
Add a Loom video, inject your team culture, and edit the details to reflect your actual company.
In this section, you’ll find two ready-to-use job description templates for quick copy-paste use — but please remember, like we mentioned above, don’t just copy them word-for-word and expect results.
Think of these as starting points, not final drafts.
- Option 1: A more conversational, culture-first job description that highlights personality and team fit.
- Option 2: A more structured format, including a Job Brief, Responsibilities, and Requirements for a traditional approach.
✅ Option 1: Conversational, Culture-First Template
📌 Job Title: Employment Specialist — [Add Key Impact or Unique Hook]
📍 Location: [City, State]
💼 Type: Full-Time | [Onsite / Hybrid / Remote]
💰 Salary: [Salary Range]
🎥 A quick hello from our hiring manager: [Insert Loom/YouTube link]
Who We Are
[Company Name] helps people find work — and in doing so, changes lives. We connect job seekers with meaningful career opportunities, help them overcome employment barriers, and build partnerships with employers who care about their people.
What You’ll Do
- Meet job seekers, understand their goals, and create tailored plans.
- Match candidates to job openings that align with their skills and aspirations.
- Prepare candidates for applications and interviews.
- Maintain accurate case notes and placement records.
- Build and nurture relationships with local employers.
What We’re Looking For
- [Experience Level or Willingness to Train]
- Great people skills and proactive communication.
- Ability to juggle multiple priorities and stay organized.
- A genuine desire to help people succeed.
Perks & Benefits
- [List health, PTO, holidays, stipends, etc.]
Why This Role Is a Great Fit
- You’ll make a tangible difference every day.
- You’ll work with a supportive team that values your ideas.
- You’ll have opportunities to learn, grow, and advance.
Our Hiring Process
We respond to every application within [Timeframe]. Shortlisted candidates will [Interview Steps].
📥 Apply via WorkScreen: [Insert Link]
✅ Option 2: Structured Format (Job Brief + Responsibilities + Requirements)
📌 Job Title: Employment Specialist
📍 Location: [City, State]
💼 Type: Full-Time
💰 Salary: [Salary Range]
Job Brief
We’re looking for an Employment Specialist to connect job seekers with meaningful career opportunities, support them through the application process, and build strong partnerships with employers in our community.
Responsibilities
- Assess job seekers’ skills, interests, and needs.
- Match candidates to open positions.
- Provide résumé and interview coaching.
- Build and maintain employer relationships.
- Track candidate progress and outcomes.
Requirements
- [Years] of experience in employment services, recruitment, or similar — or willingness to train.
- Strong interpersonal and organizational skills.
- Ability to work with diverse groups and handle sensitive information.
Perks & Benefits
- [List benefits clearly]
Why This Role Is a Great Fit
- Mission-driven work that changes lives.
- A collaborative team that supports your growth.
- Real career progression opportunities.
Our Hiring Process
We review all applications and respond within [Timeframe]. Apply via WorkScreen: [Insert Link].
Let WorkScreen Handle the Next Step
A great job description is only the first step.
Once applications start coming in, the real challenge is figuring out who’s actually worth your time — without spending hours buried in résumés.
That’s where WorkScreen.io comes in.
With WorkScreen, you can:
✅ Quickly identify your most promising candidates
WorkScreen automatically evaluates, scores, and ranks applicants on a performance-based leaderboard—making it easy to spot top talent, save time, and make smarter, data-driven hiring decisions.
✅ Easily administer one-click skill tests
With WorkScreen, you can administer one-click skill tests to assess candidates based on real-world ability—not just credentials like résumés and past experience. This helps you hire more confidently and holistically.
✅ Eliminate low-effort applicants
WorkScreen automatically eliminates low-effort applicants who use AI Tools to apply, copy-paste answers, or rely on “one-click apply.” This way, you focus only on genuine, committed, and high-quality candidates—helping you avoid costly hiring mistakes.
Whether you’re hiring one Employment Specialist or building an entire team, WorkScreen helps you:
- Save time on screening
- Avoid costly mis-hires
- Make smarter, data-driven hiring decisions
📥 Start now:
👉 Sign up at WorkScreen.io
Post your role, share your WorkScreen link, and let us handle the evaluation process. You’ll be looking at ranked, ready-to-interview candidates in less time than it takes to read most job description articles.
Frequently Asked Questions: Employment Specialist Job Description
An effective Employment Specialist needs a balance of soft skills and practical abilities.
Key skills include:
- Relationship-building — able to connect with both job seekers and employers.
- Active listening — understanding client needs beyond surface-level details.
- Problem-solving — finding creative ways to overcome employment barriers.
- Organization & case management — tracking multiple candidates and opportunities at once.
- Knowledge of labor market trends — to give relevant, up-to-date career advice.
- Communication — both verbal and written, for coaching candidates and liaising with employers.
In the United States, the average salary for an Employment Specialist typically falls between $42,000 and $55,000 per year, depending on location, experience, and sector.
- Nonprofit and government roles tend to be on the lower end of the range but may offer strong benefits.
- Private-sector or specialized industry roles (such as healthcare or tech staffing) often pay higher, sometimes exceeding $60,000 with bonuses or performance incentives.
While both connect candidates to jobs, Employment Specialists often work within workforce development programs, nonprofits, or government agencies, focusing on helping job seekers overcome barriers to employment. Recruiters are more commonly hired by companies or staffing agencies to fill open positions quickly and may focus heavily on specific roles or industries.
Common performance indicators include:
- Number of job placements within a set period
- Job retention rates (e.g., clients staying employed for 90+ days)
- Employer satisfaction with candidates
- Client satisfaction with the services provided
- Progress in client career paths over time
Certifications are not always required, but they can boost credibility. Examples include:
- Certified Employment Support Professional (CESP)
- Global Career Development Facilitator (GCDF)
- Professional in Human Resources (PHR) — if working in HR-focused settings
