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If you’ve Googled “Staffing Coordinator job description,” you’ve probably seen the same thing over and over again:
Bullet points. Buzzwords. Boredom.
Most job posts follow the same tired format—title, responsibilities, requirements, apply here. But they miss the most important part:
They don’t actually help you attract a great Staffing Coordinator.
Here’s the truth:
Top candidates aren’t just looking for a job. They’re looking for a company where they feel valued, supported, and aligned with the mission. And if your job post doesn’t reflect that? They’ll scroll right past it.
The good news?
You don’t need to be a copywriter to write a job post that gets attention—you just need a better structure, a more human tone, and a clear understanding of what today’s candidates actually care about.
This article will show you exactly how to write a Staffing Coordinator job description that connects—with real examples, tips, and templates you can use right away.
Before we dive in, if you want to understand the full science behind writing great job descriptions (and why most fail), we recommend reading ourfull guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/
Otherwise, let’s get into what a Staffing Coordinator really does—and how to write a post that brings in the right one.
Don’t let bad hires slow you down. WorkScreen helps you find the right people—fast, easy, and stress-free.
What A Staffing Coordinator Actually Does - Their Roles
A Staffing Coordinator is the person who keeps your workforce running smoothly behind the scenes.
They’re not just scheduling shifts or updating spreadsheets—they’re the connection point between your team and your operations. Whether it’s tracking open roles, organizing interviews, onboarding new hires, or making sure every shift is covered, a good Staffing Coordinator keeps everything on track so your business runs without hiccups.
They’re equal parts organized, people-savvy, and calm under pressure. They know how to communicate clearly with hiring managers, recruiters, and employees—and they’re usually the first to spot gaps in scheduling or staffing before they become a problem.
In other words:
If your team is constantly scrambling to fill shifts, losing candidates in the hiring process, or dropping the ball during onboarding…
You don’t just need more HR support. You need a strong Staffing Coordinator.
Two Great Staffing Coordinator Job Description Templates
✅ Experienced Staffing Coordinator Job Description Template
📌 Job Title: Staffing Coordinator at Cedar Hill Wellness Center – Help Us Build a Reliable, People-First Team
📍 Location: Austin, TX | 💼 Full-Time | 🕐 Monday–Friday, 9AM–5PM
💰 Salary: $52,000–$60,000 (Depending on experience)
🎥 Meet Your Future Team (Watch This First)
We want you to know who you’ll be working with before you apply. Watch this short video from our Hiring Manager:
👉 [Insert Loom or YouTube link here]
Who We Are
Cedar Hill Wellness Center is a 60-bed integrated care facility specializing in long-term rehabilitation and senior wellness programs. We’ve served the Austin community for over 15 years with one goal: to treat every patient and employee like family.
From our clinical staff to our administrative team, we pride ourselves on being reliable, compassionate, and calm under pressure. That’s why we’re hiring a dedicated Staffing Coordinator—to help us maintain consistent, high-quality care by making sure the right people are in the right roles every day.
What You’ll Be Doing
You’ll be the bridge between our HR team, nursing supervisors, and department heads. Your goal? Make sure every shift is covered and every candidate is supported from first contact through onboarding.
- Coordinate daily, weekly, and monthly staffing schedules
- Manage open role trackers and communicate hiring needs to HR
- Schedule interviews and follow-ups with nurse managers
- Onboard new hires: documents, background checks, training calendars
- Monitor time-off requests and adjust coverage as needed
- Communicate updates with department heads and team leads
What We’re Looking For
- 2+ years of experience in staffing, HR coordination, or scheduling (healthcare preferred)
- Knowledge of platforms like OnShift, Paycom, or similar tools
- Confident communicator (email, phone, in-person)
- Exceptionally organized and detail-oriented
- A calm, proactive problem-solver who thrives under pressure
💡 Why This Role Is a Great Fit
This isn’t just a scheduling gig—it’s a chance to make a real difference. As our Staffing Coordinator, you’ll help prevent burnout, reduce turnover, and support a team that provides life-changing care. You’ll get autonomy, clarity, and a seat at the table when it comes to hiring and workforce planning.
🎁 Perks and Benefits
- Health, dental, and vision insurance (starting Day 1)
- 3 weeks paid vacation + 5 sick days annually
- Annual retention bonus
- Ongoing training and career development support
- On-site gym and healthy meal plan discounts
- Free parking and commuter stipend
📥 How to Apply
We use WorkScreen to ensure a fair, skill-based hiring process.
Click the link below to complete your short evaluation and get started:
👉 [Insert WorkScreen Link]
✅ Entry-Level Staffing Coordinator Job Description Template
📌 Job Title: Entry-Level Staffing Coordinator at FreshPath Logistics – We’ll Train You to Succeed
📍 Location: Minneapolis, MN | 💼 Full-Time | 🕐 Monday–Friday, 8AM–4PM
💰 Salary: $40,000 starting + performance-based raises
🎥 Get to Know Us in 90 Seconds
Watch this short intro video from our team lead, Alex, to see what it’s like working here at FreshPath:
👉 [Insert Loom or YouTube link]
Who We Are
FreshPath Logistics is a cold-chain distribution company serving grocery brands across the Midwest. We coordinate over 2,000 weekly deliveries across six states—and we do it with precision, teamwork, and heart.
We’re hiring a Staffing Coordinator to help support our growing operations team. You’ll help schedule warehouse shifts, onboard new hires, and keep the logistics crew fully staffed and organized.
We’re open to candidates without HR experience. If you’re organized, friendly, and good at follow-through, we’ll teach you the rest.
What You’ll Be Doing
- Assist with warehouse and driver shift scheduling
- Coordinate hiring steps and communicate with job applicants
- Help send onboarding documents and track completion
- Maintain digital employee files and rosters
- Support weekly HR reporting and basic data entry
- Liaise with supervisors to understand shift needs and time-off requests
What We’re Looking For
- High school diploma or GED
- Great communication and time management
- Basic Excel or Google Sheets knowledge
- A positive attitude and willingness to learn fast
- Reliable, responsive, and organized
💡 Why This Role Is a Great Fit
You’ll be joining a fast-moving, tight-knit team that values people who step up and take ownership. We believe in hiring for potential—not just experience—so we’ll provide on-the-job training, weekly mentorship, and real room for growth. If you love organizing, helping others, and making things run smoothly, this role is for you.
🎁 Perks and Benefits
- Health and dental insurance after 90 days
- Paid training and weekly mentorship check-ins
- 15 PTO days per year (plus paid holidays)
- Free lunches on Fridays and team off-sites every quarter
- $1,000/year professional development budget
- Internal mobility program for promotions
📥 How to Apply
We use WorkScreen to streamline hiring and reduce bias.
Click below to complete your quick skills-based application:
👉 [Insert WorkScreen Link]
Build a winning team—without the hiring headache. WorkScreen helps you hire fast, confidently, and without second-guessing.
Breakdown of Why These Staffing Coordinator Job Posts Work
These job descriptions don’t just “list tasks”—they attract real people. Let’s break down exactly what makes them work:
✅ 1. The Titles Are Clear, Specific, and Mission-Driven
Instead of just saying “Staffing Coordinator,” both titles add context:
- “…at Cedar Hill Wellness Center – Help Us Build a Reliable, People-First Team”
- “…at FreshPath Logistics – We’ll Train You to Succeed”
This instantly tells candidates:
- What company they’d join
- The tone and culture of the workplace
- Whether the company is looking for experience or potential
A great title isn’t just about SEO—it’s your first impression.
✅ 2. Each Post Starts with a Human Touch
By placing a video at the top, you give the job post a face and a voice.
It helps applicants feel a sense of trust and connection before they even read the first sentence.
Most job posts are anonymous. These are personal. And that’s a huge differentiator.
✅ 3. The “About Us” Sections Actually Mean Something
Instead of copy-pasting a corporate boilerplate, both companies clearly show:
- Who they serve
- How long they’ve been around
- What they stand for
- Why the role matters to the business
This builds emotional buy-in and lets the candidate say, “Okay, this is a place I can see myself working.”
✅ 4. Responsibilities Are Tied to Impact
These aren’t just lists of chores. Every task is framed in a way that shows why it matters.
For example:
- “Help prevent burnout, reduce turnover, and support a team that provides life-changing care.”
- “You’ll be the bridge between our HR team, nursing supervisors, and department heads.”
That kind of wording makes even administrative tasks feel purposeful.
✅ 5. The Hiring Process Is Respectful and Transparent
Each post explains:
- How candidates will be evaluated
- That every application is taken seriously
- What to expect next (without vague language like “only shortlisted candidates will be contacted”)
This instantly builds trust with serious applicants—especially those who are tired of being ghosted.
✅ 6. Perks and Benefits Are Clear and Practical
They go beyond generic phrases like “competitive compensation” and instead list:
- Actual PTO policies
- Training and development budgets
- Health coverage timelines
- Bonuses, mentorship, and career growth
The result? Candidates can quickly weigh the value of the role—no guessing required.
✅ 7. The Tone Is Warm, Professional, and Encouraging
Everything from the CTA (“We’ll train you to succeed”) to the descriptions themselves feels written by a human, for a human.
That alone puts these posts ahead of 90% of the listings online today.
Example of a Bad Staffing Coordinator Job Description (and Why It Fails)
❌ Bad Job Post Example
📌 Job Title: Staffing Coordinator
📍 Location: New York, NY
💼 Type: Full-Time
🕐 Schedule: Monday–Friday
Job Summary
We are seeking a Staffing Coordinator to support day-to-day staffing activities, ensure adequate shift coverage, and maintain employee records. The Staffing Coordinator will work closely with the HR department to support hiring and onboarding needs.
Key Responsibilities
- Schedule employee shifts
- Maintain staffing database
- Update records as needed
- Assist with onboarding
- Liaise with department managers
Requirements
- Bachelor’s degree in HR or related field
- 2–3 years of experience in staffing or human resources
- Proficiency in MS Office
- Strong communication skills
How to Apply
Please send your résumé and cover letter to hr@company.org by [Insert Deadline].
Only shortlisted candidates will be contacted.
❌ Why This Job Post Falls Short
⚠️ 1. The Title Is Too Generic
There’s no context, no mission, and no personality. Just “Staffing Coordinator.”
It doesn’t answer: Staffing for who? In what industry? What kind of team?
⚠️ 2. The Opening Is Cold and Vague
“Job Summary” is a sterile, corporate heading.
The intro gives no insight into the company, its values, or why the role exists.
This is a missed opportunity to connect with candidates from the very beginning.
⚠️ 3. No Information About the Company or Culture
Nowhere in the post does it explain:
- What the company does
- Who they serve
- What kind of environment a new hire is walking into
Candidates aren’t just looking for jobs—they’re looking for fit. This post gives them nothing to go on.
⚠️ 4. The Responsibilities Are Bland and Non-Specific
Every task listed is vague and generic. Phrases like “assist with onboarding” and “update records as needed” could apply to any job in any company.
There’s no storytelling, no clarity, and no hint at how the work contributes to something bigger.
⚠️ 5. There’s No Mention of Salary or Perks
Candidates are left guessing whether this job even fits their financial needs. In today’s hiring market, that’s a fast way to lose talent before they even apply.
⚠️ 6. The Application Process Feels Dismissive
The cold line—“Only shortlisted candidates will be contacted”—feels impersonal and outdated. It signals to applicants that their time might be wasted.
Compare that to a respectful, transparent process like what’s described in the good examples. The difference is huge.
⚠️ 7. Zero Personality in the CTA
“Send your résumé and cover letter to hr@company.org” is about as uninspiring as it gets.
There’s no encouragement. No next steps. No sense that a real person is waiting to hear from them.
This kind of job post may check all the boxes in theory—but in practice, it repels the very candidates you want to attract.
Bonus Tips That Make Your Job Post Stand Out
Most job descriptions stop at listing duties and requirements. But if you want to attract high-quality candidates, especially for roles like Staffing Coordinator, you need to go a step further.
Here are some bonus elements that can instantly boost the appeal of your job post—and make serious applicants take notice:
✅ 1. Add an “IMPORTANT NOTICE” to Build Trust
Job seekers are wary of scams, ghosting, and unclear expectations.
Adding a short, clear statement like this builds instant credibility:
🔒 Important Notice: We take the privacy and safety of all applicants seriously. We will never ask for sensitive personal information (such as bank details or payments) during any part of our hiring process.
It reassures candidates and positions your company as transparent and trustworthy.
✅ 2. Mention Leave Days or Flex Time
Time off matters—especially in high-demand roles where burnout is common.
Instead of vague statements like “work-life balance,” say something tangible like:
🌴 Enjoy 3 weeks paid time off, 5 sick days, and two wellness days each quarter to recharge and reset.
Specificity shows you’ve thought about your team’s well-being—not just productivity.
✅ 3. Highlight Training & Growth Opportunities
Many Staffing Coordinators are looking for their next step in HR or operations.
Show that you’re not just hiring someone to do repetitive tasks—you’re building their future.
🚀 We offer paid mentorship, monthly training workshops, and a $1,000/year learning stipend to help you grow your skills and advance your career in HR or people operations.
This tells candidates: We don’t just want you to show up—we want you to level up.
✅ 4. Add a Loom or Hiring Manager Video
A 1–2 minute video from the person the candidate will report to changes everything.
It humanizes the post, gives a feel for company culture, and dramatically increases trust.
🎥 “We’re hiring for this role because our team is growing quickly, and we need someone who loves organizing chaos into clarity…”
You don’t need to overproduce this. A simple Loom or Zoom recording will do the trick.
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. Explain How You Treat Applicants
This is a small detail—but it signals a big mindset shift.
💬 “We reply to every application. Even if you’re not selected, you’ll hear from us within 14 days.”
That kind of statement stands out in a world where job seekers are used to silence.
Each of these tips builds trust, clarity, and connection—and those are exactly what today’s candidates are looking for in an employer.
Should You Use AI to Write Job Descriptions?
Let’s be honest:
AI tools like ChatGPT, Jasper, and even some ATS platforms like Workable and Manatal now offer 1-click job description generators.
Sounds convenient, right?
But if you rely on them blindly, here’s what ends up happening:
❌ Why You Shouldn’t Rely on AI Alone
- You’ll get generic, lifeless content.
AI doesn’t know your company, your team culture, or the nuances of your role unless you tell it. So the output often reads like a bland mash-up of every job post ever written. - It attracts the wrong candidates.
A generic job post brings in generic applicants—people mass-applying without reading. That’s how you end up wasting time reviewing low-effort résumés or AI-generated applications. - It hurts your employer brand.
Your job post is often a candidate’s first impression of your company. A robotic post signals that your hiring process might be just as impersonal.
✅ The Right Way to Use AI: You First, AI Second
AI can still be a helpful tool—but it should shape your ideas, not replace them.
Here’s how to use it the smart way:
Step 1: Give It Context First
Before you prompt AI, gather these raw ingredients:
- A short description of what your company does and why the role exists
- What your team culture is like
- Specific responsibilities and outcomes for the role
- Perks, benefits, salary range
- A short note about how you treat candidates
Step 2: Use a Strong Prompt Like This:
“Write a conversational, clear, and human job description for our company, [Company Name]. We’re hiring a [Job Title] to help with [Main Tasks].
Our culture is [Describe Culture].
We want to attract candidates who are [Ideal Traits].
We offer [Perks + Salary Range].
Here’s what our hiring process looks like: [Explain Process].
Please use a warm, modern tone that connects with people, not buzzwords.”
Then you can paste in a few notes or bullet points you’ve written.
AI will organize, polish, and rephrase—but it’s your content driving the message.
Step 3: Use AI to Edit, Not Invent
- Use it to improve clarity or reword awkward sentences.
- Ask it to restructure sections for readability.
- Get suggestions for alternative headlines or phrases.
✅ But never click “generate” and copy-paste the result without editing.
That’s how you end up with the same cookie-cutter post everyone else is using.
Final Reminder:
AI is like a GPS—it helps you navigate, but you’re still the driver.
Use your own insight, tone, and company values. Let AI refine—not define—your job post.
WorkScreen simplifies the hiring process, helping you quickly identify top talent while eliminating low-quality applications. By saving you countless hours and reducing the risk of bad hires, it empowers you to build a team that delivers results
Copy-Paste Job Description Templates for Quick Use
✅ Option 1: Conversational, Culture-First Job Description
📌 Job Title: Staffing Coordinator – Help Us Build a Reliable Team at [Company Name]
📍 Location: [Location] | 💼 Job Type: [Full-Time/Part-Time] | 🕐 Schedule: [e.g., Monday–Friday, 9AM–5PM]
💰 Salary: [Insert Range]
🎥 Meet Your Team (Watch This First)
Watch a quick video from the hiring manager to get a feel for who you’ll be working with:
👉 [Insert Loom or YouTube link]
Who We Are
[Company Name] is a people-first company that believes great work happens when the right people are in the right place at the right time. We operate in [brief industry context], and our mission is to create smooth, supportive operations that allow every team member to do their best work.
We’re hiring a Staffing Coordinator who thrives on staying organized, solving scheduling challenges, and making sure candidates and employees are set up to succeed from day one.
What You’ll Be Doing
- Schedule shifts and manage daily/weekly coverage
- Coordinate interviews and hiring timelines
- Assist with onboarding paperwork and employee orientation
- Maintain accurate employee records and staffing data
- Communicate regularly with department leads to forecast needs
What We’re Looking For
- Strong organizational and communication skills
- Experience in staffing, scheduling, or HR support is a plus
- Comfortable using scheduling or HR software
- Calm under pressure and quick to follow through
- High attention to detail and ability to manage moving parts
💡 Why This Role Is a Great Fit
This isn’t just about plugging names into a schedule. You’ll play a key role in making our team work better together. We’ll give you the structure you need, the autonomy you want, and a real opportunity to grow in people operations. Your work will make a daily difference—and you’ll feel it.
🎁 Perks and Benefits
- Health, dental, and vision insurance
- Paid time off and sick days
- Training and growth opportunities
- Collaborative team environment
- Transparent hiring and feedback process
📥 How to Apply
We use WorkScreen to keep things fair, fast, and skill-based.
Click the link below to complete a short evaluation and get started:
👉 [Insert WorkScreen Link]
✅ Option 2: Structured Format (Brief + Responsibilities + Requirements)
📌 Job Title: Staffing Coordinator
📍 Location: [Location]
💼 Job Type: [Full-Time/Part-Time]
💰 Salary: [Insert Range]
🎥 Watch Before You Apply
Meet the hiring manager and learn what this role is all about:
👉 [Insert Loom or YouTube link]
Job Brief
We are looking for a highly organized Staffing Coordinator to oversee employee scheduling, support the hiring process, and assist with onboarding and HR-related tasks. The ideal candidate is detail-oriented, responsive, and great at juggling multiple responsibilities.
Key Responsibilities
- Coordinate and update shift schedules
- Track open roles and assist with recruiting logistics
- Organize onboarding and training for new hires
- Maintain digital employee records and staffing reports
- Communicate staffing gaps with team leaders
Requirements
- Prior experience in HR support, staffing, or scheduling (preferred)
- Strong attention to detail and follow-through
- Familiarity with Excel, Google Sheets, or HR tools
- Excellent communication and time management skills
- High school diploma or equivalent required
🎁 Perks and Benefits
- Health and dental insurance
- Paid time off and sick leave
- Internal growth and training support
- Positive team culture and support
- Modern hiring process using WorkScreen
📥 How to Apply
To ensure a fair and efficient process, we use WorkScreen to evaluate applicants.
Click below to begin your short skills-based evaluation:
👉 [Insert WorkScreen Link]
Let WorkScreen Handle the Next Step of Hiring
Writing a great job post is just the beginning.
The real challenge? Identifying the right candidates once the applications start flooding in.
That’s where WorkScreen comes in.
Here’s how WorkScreen helps you hire smarter, faster, and more confidently:
✅ 1. Quickly Spot Your Best 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.
✅ 2. Test for Skills in One Click
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.
✅ 3. Eliminate Low-Effort, AI-Generated 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.
✅ 4. Improve Candidate Experience Without Adding Work
Candidates appreciate clarity and speed—and that’s exactly what WorkScreen delivers.
They know where they stand, and you get the confidence to make better hires, faster.
Whether you’re hiring one Staffing Coordinator or scaling across departments, WorkScreen gives you the tools to do it right.
FAQ
While both roles support hiring, they focus on different parts of the process:
- A recruiter actively sources, screens, and interviews candidates. Their job is to attract talent and assess fit during the early hiring stages.
- A staffing coordinator focuses more on scheduling, logistics, onboarding, and managing employee coverage. They ensure that the right people are available, scheduled, and set up to work effectively—especially in shift-based environments.
In short:
Recruiters find the people.
Staffing Coordinators place and manage them.
Here are the core skills that make a Staffing Coordinator successful:
- Organizational ability – to manage calendars, schedules, and multiple requests without dropping the ball
- Clear communication – with hiring teams, employees, and candidates
- Problem-solving under pressure – especially in fast-paced or shift-based environments
- Familiarity with scheduling/HR software – like Kronos, Paycor, BambooHR, or Workday
- Follow-through and attention to detail – for onboarding, documentation, and compliance
Bonus skills: customer service experience, emotional intelligence, and the ability to anticipate scheduling gaps before they happen.
As of 2025, the average salary for a Staffing Coordinator in the U.S. is:
- $48,000–$58,000 per year for full-time positions
- Higher salaries are typical in industries like healthcare, logistics, or union-based environments
- Entry-level roles may start around $40,000, while experienced coordinators in large organizations can earn up to $65,000+
Salary will vary by location, industry, and company size.
Yes—Staffing Coordinators are typically part of the HR department or closely aligned with it.
They may report to HR Managers, Talent Acquisition leads, or Operations Managers, depending on the size and structure of the company.
Their main focus is on workforce logistics—ensuring positions are filled, schedules are maintained, and onboarding is handled smoothly.
