Recruitment marketing specialist job description template: Everything you need to include

A skilled recruitment marketing specialist can make all the difference for your business. They shape a strong company reputation and help attract top talent.

But lots of companies miss out by hiring someone who doesn’t fit the bill. It usually starts with a job description that falls short – focusing too much on basic marketing tasks and not enough on qualities like creativity, strategic thinking, and a deep understanding of job candidates.

No worries – we’ve got your back. Below is a recruitment marketing specialist job description template that takes a skills-based hiring approach to help you find the right person for this important role. As a bonus, we also discuss how to attract and assess these specialists.

Recruitment marketing specialist job description template

Job Title: Recruitment Marketing Specialist

Location: [Insert Location]

Reports To: [Insert Line Manager]

Job Type: [Full-time/Part-time/Contract]

About Us

[Company Name] is a [brief description of your company, such as industry, size, and mission – e.g., "a fast-growing technology company committed to innovation and creating exceptional digital experiences"]. We believe in fostering a culture of growth, collaboration, and creativity. At [Company Name], we value our team members and are committed to building an inclusive and positive work environment where everyone can thrive. 

Job Overview

As a Recruitment Marketing Specialist, you will play a pivotal role in promoting our employer brand, attracting top talent, and enhancing the overall candidate experience. You will work closely with our Talent Acquisition team to develop and implement effective recruitment marketing strategies to engage potential candidates through various digital channels. Your main objective will be to communicate our company culture, values, and career opportunities to build a strong employer brand that attracts high-quality applicants.

Key Responsibilities

• Create and execute innovative recruitment marketing plans to attract, engage, and nurture diverse talent pipelines.

• Develop compelling content (blogs, videos, social media posts, career site content, etc.) that highlights company culture, benefits, and career opportunities.

• Enhance the company's employer brand by communicating core values, company culture, and employee success stories across digital and social media platforms.

• Plan, launch, and manage targeted recruitment campaigns through email, social media, job boards, and career fairs to maximize candidate reach and engagement.

• Manage the company's careers social media profiles (LinkedIn, Facebook, Instagram, etc.), maintaining a strong and positive presence.

• Track, analyze, and report on key recruitment marketing metrics (e.g., engagement rates, traffic, applications) and provide insights and recommendations for improvement.

• Work closely with the HR and Talent Acquisition teams to understand hiring needs and candidate personas – and develop tailored marketing content to support recruitment efforts.

• Stay up to date with the latest trends in recruitment marketing, employer branding, and talent acquisition to continuously improve strategies and techniques.

• Promote and organize recruitment-related events, including webinars, career fairs, open houses, and other talent networking opportunities.

Skills

• Strong content creation and copywriting skills

• Excellent verbal and written communication skills

• Proficiency in social media platforms (LinkedIn, Facebook, Instagram, Twitter, TikTok, etc.)

• Familiarity with SEO/SEM and digital marketing practices

• Ability to analyze and interpret data to optimize campaigns

• Creativity and ability to think outside the box

• Project management skills with the ability to manage multiple priorities

• Team player with a collaborative mindset and ability to work cross-functionally

• Deep understanding of the candidate experience

Preferred Qualifications

• Bachelor’s degree in Marketing, Communications, Human Resources, or related field (or equivalent training or experience)

• 2+ years of experience in recruitment marketing, digital marketing, employer branding, or talent acquisition

• Experience using marketing automation tools (e.g., HubSpot, Marketo) and analytics tools (e.g., Google Analytics)

• Knowledge of Applicant Tracking Systems (ATS) and CRM platforms is a plus

• Basic graphic design or video editing skills 

Benefits

• Competitive salary and bonus structure

• Health, dental, and vision insurance

• 401(k) with company match

• Generous paid time off (PTO) and holidays

• Opportunities for career development and growth

• Flexible work schedule and remote work options

• Employee wellness programs

• Collaborative and inclusive company culture

Application Instructions

To apply for this role, please submit your [application materials] and any relevant work samples (e.g., content portfolios, social media campaigns) to [Application Email/URL]. 

Why this recruitment marketing specialist job description template works 

This recruitment marketing specialist job description template is designed to attract the right talent by organizing information in a way that speaks directly to what these specialists value. 

It kicks off with the basics like "Job Title" and "Location" so candidates can quickly get the details they need – mirroring the candidate-first approach recruitment marketing specialists use in their own work. 

The "About Us" section follows, giving a quick snapshot of company culture and values right up front. This resonates with recruitment marketing specialists, who know how important it is to show what makes a workplace special when attracting top talent.

Next, the "Job Overview" lays out the bigger picture of the role before getting into specifics, giving candidates a sense of the impact they’ll have, who they’ll be working with, and what they’re expected to do. Those who don’t vibe with things like “using various digital channels to communicate with candidates” are less likely to apply.

We list the key responsibilities in a way that shows what recruitment marketing is all about – creating content, running campaigns, and building up the employer brand – so candidates can get a feel for what day-to-day life in the role looks like.

Matthew Jeffrey, Global Head of Sourcing and Employment Brand at SAP, says it best: “Recruitment IS marketing. If you’re a recruiter nowadays and you don’t see yourself as a marketer, you’re in the wrong profession.” His point drives home why skills come first here – recruitment marketing specialists need to think like marketers and bring those skills to the table.

That’s why “Skills” take priority in this template, appearing before qualifications.

We highlight both hard skills (like content writing and project management) and soft skills (like critical thinking and collaboration) because the best recruitment strategies blend technical ability with the people-focused creativity essential to building employer brands.

Qualifications are listed as “preferred” rather than “required” to keep the focus on what candidates can bring to the table. This approach opens the door to career-switchers (such as those from HR, customer service, or other marketing roles) or talented recruiters who have the right skills and mindset but don’t check every traditional qualification box. 

Next steps: Attracting and assessing recruitment marketing specialist candidates 

Now that you’ve created a skills-focused job description for a recruitment marketing specialist, it’s time to find someone who can elevate your employer brand and bring top talent through the door. 

To attract talent, you can post on the usual job boards – like Indeed. To uncover even more candidate gems, try posting on threads like r/MarketingJobs or r/recruiting. 

Hiring remotely? Use our remote jobs board! 

Ready to put your applicants to the test? That’s when TestGorilla comes in. Our talent discovery platform helps you zero in on the right candidate without needing to weed through cover letters and resumes.

With our library of "400+" science-backed assessments, you can objectively evaluate candidates' digital marketing expertise, creative thinking, and strategic skills. 

They enable candidates’ real abilities to shine through – whereas polished letters and resumes don't always tell the whole story.

TestGorilla allows you to mix up to five different tests to build a custom assessment that fits your hiring needs. Here are some top tests to consider:

• Market Analyst test

• Branding Strategy test

• Salesforce CRM test

• HubSpot CRM test

• Communication Skills test

• Social Media Management test

To dive deeper, consider adding a Culture Add test or the DISC Personality test for insights into how candidates might enrich your company culture and behave in professional settings. Our custom questions are also great – you can even ask candidates to upload files with samples of past recruitment marketing campaigns. 

Not seeing a test that fits your recruitment marketing role? Explore our full library to find the tests that match your needs.

To learn more, schedule a free demo or sign up for a free TestGorilla account today.

FAQs

What qualities should I look for in a recruitment marketing specialist beyond skills and experience?

Knowledge, motivation, and personality are also important. For instance, they should deeply understand the candidate experience, be motivated to achieve your company’s recruitment goals, and be genuinely enthusiastic about promoting your employer brand . 

How can I integrate a recruitment marketing specialist into my existing HR or talent acquisition team?

Start by making sure their role is clearly defined, so there’s no overlap with what others on the team are doing. This helps to spell out who’s in charge of things like employer branding, content creation, and sourcing – so everyone knows where they fit. Keep communication open with regular check-ins to make sure recruitment marketing stays in sync with your hiring goals.

What kind of tools should a recruitment marketing specialist be familiar with?

They should be comfortable using digital marketing tools like HubSpot, Marketo, or Mailchimp for email campaigns. They should also be familiar with social media management tools like Hootsuite or Buffer – and platforms for tracking engagement metrics like Google Analytics. Familiarity with applicant tracking systems and content management systems is also beneficial.