Human Resources Specialists
Business and Financial Operations Occupations- O*NET-SOC code
- 13-1071.00
Recruit, screen, interview, or place individuals within an organization. May perform other activities in multiple human resources areas.
- Data source: BLSPublished: 2026-08
Very high· relative
LowFour relative bandsVery highGroup-level value
Scale, basis and source
Four relative bands (Low / Moderate / High / Very high)
831 detailed occupations in the BLS Employment Projections table. Assigned per National Employment Matrix (NEM) code, so occupations sharing a NEM code carry the same band
- Data source: AnthropicPublished: 2026-03
0.403
0.000Range of values carried here0.745Scale, basis and source
Observed exposure index, 0–1 as published
Mapped onto O*NET tasks
Published per SOC 2018 occupation; every O*NET occupation with the same SOC 2018 code carries this value
- Data source: ILOPublished: 2025
0.39–0.45· 2 ISCO-08 groups
Scale, basis and source
Generative AI exposure index, 0–1 as published
Published per ISCO-08 unit group. Linked to this occupation, wholly or in part, by applying U.S. Bureau of Labor Statistics crosswalks (ISCO-08 to 2010 SOC, 2010 SOC to 2018 SOC) as published
What kind of figure this source publishes
The BLS category is a relative rank, not an absolute level, and it is not a first-hand measurement: it groups an occupation's percentile ranks across several published studies into four bands. It is not an employment or wage forecast, not a probability of adoption, and it does not separate automation from augmentation.
ILO value for each linked ISCO-08 group
- ISCO-08 2423Personnel and Careers Professionals0.45
- ISCO-08 3333Employment agents and contractors0.39
Task-level exposure
Exposed tasks only26 rated tasks · 25 tasks with β ≥ 0.5 (96.2%)
β = direct exposure (E1) + 0.5 × exposure when tools are available (E2), per the source repository's definition.
- Source unit: O*NET 27.2 tasks → O*NET 31.0 occupation code
- All rated tasks are in the O*NET 31.0 task list.
- Source
- OpenAI "GPTs are GPTs" exposure rubric
- Release
- gh-main-0471612
- License
- MIT License, Copyright (c) 2024 OpenAI
| Task (O*NET 20.1) | Claude.aiRaw / share % |
|---|---|
Contact job applicants to inform them of the status of their applications.13-1071.00 | 0.037426.4 |
Interpret and explain human resources policies, procedures, laws, standards, or regulations.13-1071.00 | 0.022315.7 |
Evaluate recruitment or selection criteria to ensure conformance to professional, statistical, or testing standards, recommending revisions, as needed.13-1071.00 | 0.020714.6 |
Review employment applications and job orders to match applicants with job requirements.13-1071.00 | 0.014910.5 |
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.13-1071.00 | 0.01027.2 |
Interview job applicants to obtain information on work history, training, education, or job skills.13-1071.00 | 0.00835.9 |
Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms.13-1071.00 | 0.00483.4 |
Analyze employment-related data and prepare required reports.13-1071.00 | 0.00433.0 |
Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act (ADA).13-1071.00 | 0.00422.9 |
Provide management with information or training related to interviewing, performance appraisals, counseling techniques, or documentation of performance issues.13-1071.00 | 0.00422.9 |
Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate.13-1071.00 | 0.00382.7 |
Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns.13-1071.00 | 0.00261.8 |
Conduct reference or background checks on job applicants.13-1071.00 | 0.00211.5 |
Prepare or maintain employment records related to events such as hiring, termination, leaves, transfers, or promotions, using human resources management system software.13-1071.00 | 0.00211.5 |
| Not observed on any surface — 11 task(s) — These tasks have no row in the source for this release. The 0 in the share row is a display-stage composition ratio; absence is what the — in the raw row states. | |
Conduct exit interviews and ensure that necessary employment termination paperwork is completed. | —0 |
Confer with management to develop or implement personnel policies or procedures. | —0 |
Develop or implement recruiting strategies to meet current or anticipated staffing needs. | —0 |
Hire employees and process hiring-related paperwork. | —0 |
Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities. | —0 |
Schedule or conduct new employee orientations. | —0 |
Advise management on organizing, preparing, or implementing recruiting or retention programs. | —0 |
Schedule or administer skill, intelligence, psychological, or drug tests for current or prospective employees. | —0 |
Coordinate with outside staffing agencies to secure temporary employees, based on departmental needs. | —0 |
Evaluate selection or testing techniques by conducting research or follow-up activities and conferring with management or supervisory personnel. | —0 |
Review and evaluate applicant qualifications or eligibility for specified licensing, according to established guidelines and designated licensing codes. | —0 |
Values in this tab are predicted labels, not observations. Eloundou et al. (2023) published two rating regimes — human raters and GPT-4 — and the β shown here is derived from the GPT-4 rater basis alone; the same task can take a different value under the other regime. The unit and the meaning differ from the observed shares (%) in the other tabs, so do not place them on the same axis.
| Task (O*NET 27.2) | βE1 + 0.5 × E2 |
|---|---|
Conduct exit interviews and ensure that necessary employment termination paperwork is completed.O*NET Task ID 18854 | 1.0 |
Contact job applicants to inform them of the status of their applications.O*NET Task ID 18857 | 1.0 |
Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.O*NET Task ID 18860 | 1.0 |
Interpret and explain human resources policies, procedures, laws, standards, or regulations.O*NET Task ID 18861 | 1.0 |
Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms.O*NET Task ID 18863 | 1.0 |
Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act (ADA).O*NET Task ID 18864 | 1.0 |
Prepare or maintain employment records related to events, such as hiring, termination, leaves, transfers, or promotions, using human resources management system software.O*NET Task ID 18866 | 1.0 |
Review and evaluate applicant qualifications or eligibility for specified licensing, according to established guidelines and designated licensing codes.O*NET Task ID 18876 | 1.0 |
Analyze employment-related data and prepare required reports.O*NET Task ID 18853 | 0.5 |
Conduct reference or background checks on job applicants.O*NET Task ID 18855 | 0.5 |
Confer with management to develop or implement personnel policies or procedures.O*NET Task ID 18856 | 0.5 |
Develop or implement recruiting strategies to meet current or anticipated staffing needs.O*NET Task ID 18858 | 0.5 |
Hire employees and process hiring-related paperwork.O*NET Task ID 18859 | 0.5 |
Interview job applicants to obtain information on work history, training, education, or job skills.O*NET Task ID 18862 | 0.5 |
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.O*NET Task ID 18865 | 0.5 |
Provide management with information or training related to interviewing, performance appraisals, counseling techniques, or documentation of performance issues.O*NET Task ID 18867 | 0.5 |
Review employment applications and job orders to match applicants with job requirements.O*NET Task ID 18868 | 0.5 |
Schedule or administer skill, intelligence, psychological, or drug tests for current or prospective employees.O*NET Task ID 18869 | 0.5 |
Schedule or conduct new employee orientations.O*NET Task ID 18870 | 0.5 |
Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate.O*NET Task ID 18871 | 0.5 |
Advise management on organizing, preparing, or implementing recruiting or retention programs.O*NET Task ID 18872 | 0.5 |
Coordinate with outside staffing agencies to secure temporary employees, based on departmental needs.O*NET Task ID 18873 | 0.5 |
Evaluate recruitment or selection criteria to ensure conformance to professional, statistical, or testing standards, recommending revisions, as needed.O*NET Task ID 18874 | 0.5 |
Evaluate selection or testing techniques by conducting research or follow-up activities and conferring with management or supervisory personnel.O*NET Task ID 18875 | 0.5 |
Administer employee benefit plans.O*NET Task ID 21097 | 0.5 |
Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns.O*NET Task ID 18852 | 0.0 |
β = E1 + 0.5 × E2 · E1 = tasks where direct LLM access alone cuts time by at least 50%, E2 = tasks where software built on top of an LLM cuts time by at least 50%. Values take only 0 / 0.5 / 1.0.
Data sources & licenses — O*NET®, Anthropic Economic Index, Eloundou et al. (2023): see full notices on the Credits page
All O*NET 31.0 task statements (26)
All O*NET 31.0 task statements for this occupation (English, as published; task type core or supplemental). Exposure values are not listed here; they are in the table above, next to each task statement as worded in the O*NET version each source used.
| Task (O*NET 31.0) | Type |
|---|---|
| Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns. | Core |
| Analyze employment-related data and prepare required reports. | Core |
| Conduct exit interviews and ensure that necessary employment termination paperwork is completed. | Core |
| Confer with management to develop or implement personnel policies or procedures. | Core |
| Contact job applicants to inform them of the status of their applications. | Core |
| Develop or implement recruiting strategies to meet current or anticipated staffing needs. | Core |
| Hire employees and process hiring-related paperwork. | Core |
| Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities. | Core |
| Interpret and explain human resources policies, procedures, laws, standards, or regulations. | Core |
| Interview job applicants to obtain information on work history, training, education, or job skills. | Core |
| Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms. | Core |
| Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act (ADA). | Core |
| 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. | Core |
| Prepare or maintain employment records related to events, such as hiring, termination, leaves, transfers, or promotions, using human resources management system software. | Core |
| Provide management with information or training related to interviewing, performance appraisals, counseling techniques, or documentation of performance issues. | Core |
| Review employment applications and job orders to match applicants with job requirements. | Core |
| Schedule or conduct new employee orientations. | Core |
| Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate. | Core |
| Advise management on organizing, preparing, or implementing recruiting or retention programs. | Core |
| Conduct reference or background checks on job applicants. | Supplemental |
| Schedule or administer skill, intelligence, psychological, or drug tests for current or prospective employees. | Supplemental |
| Coordinate with outside staffing agencies to secure temporary employees, based on departmental needs. | Supplemental |
| Evaluate recruitment or selection criteria to ensure conformance to professional, statistical, or testing standards, recommending revisions, as needed. | Supplemental |
| Evaluate selection or testing techniques by conducting research or follow-up activities and conferring with management or supervisory personnel. | Supplemental |
| Review and evaluate applicant qualifications or eligibility for specified licensing, according to established guidelines and designated licensing codes. | Supplemental |
| Administer employee benefit plans. | Supplemental |
0.00/ 3· Robot exposure index
Scale, basis and source
Each physical task is graded 0–3 by the setting in which robots that have been deployed, sold or demonstrated could do it (0 none · 1 purpose-built robot settings such as a fenced machine cell or a bottling line · 2 structured facilities such as a hospital pharmacy or a container port · 3 unstructured settings such as a private home or a construction site), and the grades are averaged by share of working time
Physical tasks among this occupation's O*NET 29.3 tasks
Anthropic estimated the grades and time shares with Claude Opus 5 using web search, as of 2026.
The robot exposure index is a different measure from the AI exposure figures on this site and cannot be added to or compared with them. It does not measure actual adoption or cost, and 0 also covers occupations with no physical tasks.
Tier of each physical task
None of this occupation's O*NET 29.3 tasks is classified as a physical task.
Occupation information
Employment outlook (BLS)
- Employment, 2025
- 940K
- Projected employment, 2035
- 1000K
- Change (2025–35)
- +6.4%
- Median annual wage, 2025
- $75,940
- Typical education needed for entry
- Bachelor's degree
Korea classification links (KSCO)
Links from the current release of the Korea Occupation Direct Crosswalk v1.1, made by AI Changing Work. Relation values are read from the O*NET-SOC occupation side.
| KSCO code | KSCO title | Relation | Status |
|---|---|---|---|
| 31210 | 인사 및 노무 사무원 | This occupation is narrower | confirmed |
| 28113 | 헤드헌터 | This occupation is broader | confirmed |
| 28119 | 그 외 인사 및 노사 관련 전문가 | Overlapping, not the same | confirmed |
| 36206 | 취업 알선원 | Overlapping, not the same | confirmed |
Relation and status definitions(kr-direct v1.1)
ILO occupational description
AI Changing Work links the ISCO-08 unit groups below to this occupation by applying the U.S. Bureau of Labor Statistics crosswalks (2018 SOC to 2010 SOC, 2010 SOC to ISCO-08) as published, without case-by-case selection; each link may be whole or partial.
- ISCO-08 2423Personnel and Careers Professionals
- ISCO-08 3333Employment agents and contractors
Sources: ILO ISCO-08 — details: Credits
ESCO occupational vocabulary
Each entry below is matched to this occupation in the published ESCO-O*NET Crosswalk (version 1, 2022). The match types are that crosswalk's; the wording is AI Changing Work's.
- human resources officerESCO 2423.3Same scope
Human resources officers develop and implement strategies that help their employers select and retain appropriately qualified staff within that business sector. They recruit staff, prepare job advertisements, interview and short-list people, negotiate with employment agencies, and set up working conditions. Human resources officers also administer the payroll, review salaries and advise on remuneration benefits and employment law. They arrange for training opportunities to enhance employees' performance.
- human resources assistantESCO 4416.1This occupation is broader
Human resources assistants provide support in all the processes and efforts carried by human resources managers. They help in the preparation of recruitment processes by scanning CVs and narrowing the selection to the most suitable candidates. They perform administrative tasks, prepare communications and letters, and perform the tabulation of the surveys and assessments carried out by the department.
- human resources managerESCO 1212.1Overlapping, not the same
Human resources managers plan, design and implement processes related to the human capital of companies. They develop programs for recruiting, interviewing, and selecting employees based on a previous assessment of the profile and skills required in the company. Moreover, they manage compensation and development programs for the company's employees comprising trainings, skill assessment and yearly evaluations, promotion, expat programs, and general assurance of the well-being of the employees in the workplace.
- recruitment consultantESCO 2423.7Overlapping, not the same
Recruitment consultants provide the suitable candidates to employers according to the specific job profile requested. They perform testing and interviewing with job seekers, shortlist few candidates to present to the employers and match candidates to appropriate jobs. Recruitment consultants maintain relationships with employers to offer their services on a more long-term basis.
Source: European Commission, DG EMPL — ESCO API 2026-08-08 (bridge v1.2.1)
License: CC BY 4.0 (EU Reuse Notice)
ESCO reuse terms and the modification notice are in Credits.
France classification links (ROME)
AI Changing Work's links between this occupation and ROME 4.0 job profiles, judged with AI models. Relations are read from this occupation's side. Links marked “provisional” were adopted on the judgments of two judges from the same model family (Claude) alone, or by an operator rule applied to their judgments, so they rest on weaker evidence than confirmed links.
| ROME code | ROME title (French) | Relation |
|---|---|---|
| M1502 | Chargé / Chargée de recrutement | This occupation is broaderprovisional |
| M1508 | Conseiller / Conseillère en gestion de carrière | Overlapping, not the sameprovisional |
| K1812 | Chargé / Chargée de projet emploi | Related, not a match |
| M1501 | Assistant / Assistante Ressources Humaines (RH) | Related, not a matchprovisional |
Source: France Travail — Répertoire Opérationnel des Métiers et des Emplois (ROME 4.0), version 61, last updated 15 June 2026 (https://www.data.gouv.fr/datasets/repertoire-operationnel-des-metiers-et-des-emplois-rome). Licence Ouverte 2.0.
ROME codes and titles are reproduced unchanged; the links to O*NET-SOC occupations are AI Changing Work's own judgment and are not a France Travail correspondence.
(AI Changing Work link release: fr-direct v1)
Spain classification links (CNO-11)
AI Changing Work's links between this occupation and CNO-11 occupations, judged with AI models. Relations are read from this occupation's side.
| CNO-11 code | CNO-11 title (Spanish) | Relation |
|---|---|---|
| 2624 | Especialistas en políticas y servicios de personal y afines | This occupation is narrower |
| 3533 | Agentes o intermediarios en la contratación de la mano de obra (excepto representantes de espectáculos) | Related, not a match |
Source: Instituto Nacional de Estadística (INE), National Classification of Occupations 2011 (CNO-11, Royal Decree 1591/2010) — www.ine.es · Licensed CC BY 4.0. CNO-11 codes and Spanish titles are reproduced unchanged; the links to O*NET occupations are AI Changing Work's own judgment and are not an INE correspondence.
(AI Changing Work link release: es-direct v1)
Germany classification links (KldB)
AI Changing Work's links between this occupation and KldB occupations, judged with AI models. Relations are read from this occupation's side.
| KldB code | KldB title (German) | Relation |
|---|---|---|
| 71523 | Berufe in der Personaldienstleistung - komplexe Spezialistentätigkeiten | Overlapping, not the same |
| 71513 | Berufe in der Personalentwicklung und -sachbearbeitung - komplexe Spezialistentätigkeiten | Overlapping, not the sameprovisional |
Source: © Statistik der Bundesagentur für Arbeit — Klassifikation der Berufe 2010 – überarbeitete Fassung 2020, https://statistik.arbeitsagentur.de. KldB codes and titles are reproduced unchanged; the links to O*NET occupations are AI Changing Work's own mapping (eigene Zuordnung) and are not a Bundesagentur für Arbeit correspondence.
(AI Changing Work link release: de-direct v1)
Japan classification links (JSCO)
AI Changing Work's links between this occupation and JSCO occupations, judged with AI models. Relations are read from this occupation's side.
| JSCO code | JSCO title (Japanese) | Relation |
|---|---|---|
| 252 | 人事事務員 | This occupation is narrower |
Source: Ministry of Internal Affairs and Communications (MIC), Japan Standard Occupational Classification (Dec. 2009, MIC Notification No. 555). JSCO codes and Japanese titles are reproduced unchanged; the links to O*NET occupations are AI Changing Work's own judgment and are not a MIC correspondence.
(AI Changing Work link release: jp-direct v1)
Sources, licenses and AI Changing Work's modification and translation notices for this page: Credits & sources