Human Resources Specialists

Business and Financial Operations Occupations

O*NET-SOC 代码: 13-1071.00

Recruit, screen, interview, or place individuals within an organization. May perform other activities in multiple human resources areas.

数据来源: BLS发布时间: 2026-08
很高· 相对
低四级相对区间很高
职业群单位数值
尺度 · 母数 · 来源
四级相对类别（低 / 中等 / 高 / 很高）
以BLS就业预测表中831个细分职业为基数。取值按 NEM（全国就业矩阵）代码给定，因此共用同一 NEM 代码的职业得到相同分档
来源数据集（XLSX 文件下载）
数据来源: Anthropic发布时间: 2026-03
0.403
0.000此处所载数值的范围0.745
尺度 · 母数 · 来源
观测暴露度指数，按发布原值0–1
以O*NET任务映射为基准
按 SOC 2018 职业发布的数值；具有相同 SOC 2018 代码的所有 O*NET 职业均显示此值
来源数据集（CSV 文件下载）
数据来源: ILO发布时间: 2025
0.39–0.45· ISCO-08 职业组 2 个
尺度 · 母数 · 来源
生成式AI暴露度指数，按发布原值0–1
按 ISCO-08 细类（4 位）发布的数值。按原样应用美国劳工统计局（BLS）的官方对照表（ISCO-08→2010 SOC、2010 SOC→2018 SOC）关联到本职业，对应关系为全部或部分对应
来源数据集（PDF 文件下载）

该来源发布的是什么性质的数值

BLS的类别是相对排位而非绝对水平，也不是一手测量：它把多项已发表研究给出的职业百分位排名归并为四个等级。它不是就业或工资预测，不是采用概率，也不区分自动化与增强。

各关联 ISCO-08 职业组的 ILO 数值

ISCO-08 2423Personnel and Careers Professionals0.45
ISCO-08 3333Employment agents and contractors0.39

Task-level exposure

仅显示有暴露的工作

已评分任务 26 项 · β ≥ 0.5 的任务 25 项（96.2%）

β = 直接暴露（E1）+ 0.5 × 借助工具时的暴露（E2），依据原始代码库的定义。

原始单位：O*NET 27.2 任务 → O*NET 31.0 职业代码
所有已评分任务均在 O*NET 31.0 任务列表中。

来源: OpenAI "GPTs are GPTs" exposure rubric
版本: gh-main-0471612
许可: MIT License, Copyright (c) 2024 OpenAI

Task (O*NET 20.1)	Claude.aiRaw / share %	APIRaw / share %
Review employment applications and job orders to match applicants with job requirements. 13-1071.00	0.018114.6	—0
Contact job applicants to inform them of the status of their applications. 13-1071.00	0.017814.4	0.01516.5
Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate. 13-1071.00	0.014011.3	0.023810.2
Interview job applicants to obtain information on work history, training, education, or job skills. 13-1071.00	0.013811.1	0.086237.1
Interpret and explain human resources policies, procedures, laws, standards, or regulations. 13-1071.00	0.013410.8	0.00622.7
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	0.01199.6	0.065128.0
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	0.00887.1	0.00703.0
Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms. 13-1071.00	0.00766.1	0.00241.0
Evaluate recruitment or selection criteria to ensure conformance to professional, statistical, or testing standards, recommending revisions, as needed. 13-1071.00	0.00483.9	0.01315.6
Provide management with information or training related to interviewing, performance appraisals, counseling techniques, or documentation of performance issues. 13-1071.00	0.00342.7	—0
Conduct reference or background checks on job applicants. 13-1071.00	0.00252.0	0.00452.0
Analyze employment-related data and prepare required reports. 13-1071.00	0.00231.9	0.00612.6
Advise management on organizing, preparing, or implementing recruiting or retention programs. 13-1071.00	0.00231.9	—0
Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns. 13-1071.00	0.00171.4	—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	0.00151.2	—0
Review and evaluate applicant qualifications or eligibility for specified licensing, according to established guidelines and designated licensing codes.	—0	0.00271.2
再显示 6 项工作 ▾收起 ▴
Not observed on any surface — 9 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	—0
Confer with management to develop or implement personnel policies or procedures.	—0	—0
Develop or implement recruiting strategies to meet current or anticipated staffing needs.	—0	—0
Hire employees and process hiring-related paperwork.	—0	—0
Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.	—0	—0
Schedule or conduct new employee orientations.	—0	—0
Schedule or administer skill, intelligence, psychological, or drug tests for current or prospective employees.	—0	—0
Coordinate with outside staffing agencies to secure temporary employees, based on departmental needs.	—0	—0
Evaluate selection or testing techniques by conducting research or follow-up activities and conferring with management or supervisory personnel.	—0	—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
再显示 15 项工作 ▾收起 ▴
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

O*NET 31.0 全部任务（26 项）

本职业在 O*NET 31.0 中的全部任务（英文原文；任务类型为核心或补充）。暴露值不列在此清单中，而在上方表格里，位于各来源所用 O*NET 版本的任务表述旁。

任务（O*NET 31.0）	类型
Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns.	核心
Analyze employment-related data and prepare required reports.	核心
Conduct exit interviews and ensure that necessary employment termination paperwork is completed.	核心
Confer with management to develop or implement personnel policies or procedures.	核心
Contact job applicants to inform them of the status of their applications.	核心
Develop or implement recruiting strategies to meet current or anticipated staffing needs.	核心
Hire employees and process hiring-related paperwork.	核心
Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.	核心
Interpret and explain human resources policies, procedures, laws, standards, or regulations.	核心
Interview job applicants to obtain information on work history, training, education, or job skills.	核心
Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms.	核心
Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act (ADA).	核心
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.	核心
Prepare or maintain employment records related to events, such as hiring, termination, leaves, transfers, or promotions, using human resources management system software.	核心
Provide management with information or training related to interviewing, performance appraisals, counseling techniques, or documentation of performance issues.	核心
Review employment applications and job orders to match applicants with job requirements.	核心
Schedule or conduct new employee orientations.	核心
Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate.	核心
Advise management on organizing, preparing, or implementing recruiting or retention programs.	核心
Conduct reference or background checks on job applicants.	补充
Schedule or administer skill, intelligence, psychological, or drug tests for current or prospective employees.	补充
Coordinate with outside staffing agencies to secure temporary employees, based on departmental needs.	补充
Evaluate recruitment or selection criteria to ensure conformance to professional, statistical, or testing standards, recommending revisions, as needed.	补充
Evaluate selection or testing techniques by conducting research or follow-up activities and conferring with management or supervisory personnel.	补充
Review and evaluate applicant qualifications or eligibility for specified licensing, according to established guidelines and designated licensing codes.	补充
Administer employee benefit plans.	补充

就业展望（BLS）

就业人数，2025: 940K
预计就业人数，2035: 1000K
变化 (2025–35): +6.4%
年薪中位数，2025: $75,940
入职通常所需学历: Bachelor's degree

最低 $30,890BLS EP 2025–35 中 825 个细分职业的工资中位数范围最高 $559,030

来源: U.S. Bureau of Labor Statistics, Employment Projections 2025–35 — Employment by detailed occupation, 2025 and projected 2035

韩国职业分类关联（KSCO）

来自 AI Changing Work 制作的 Korea Occupation Direct Crosswalk v1.1 当前版本的关联。关系值从 O*NET-SOC 职业一侧解读。

KSCO 代码	KSCO 名称	关系	状态
31210	인사 및 노무 사무원	本职业范围更窄	已确认
28113	헤드헌터	本职业范围更宽	已确认
28119	그 외 인사 및 노사 관련 전문가	有重叠，但不相同	已确认
36206	취업 알선원	有重叠，但不相同	已确认

关系与状态的定义(kr-direct v1.1)

国际劳工组织（ILO）职业说明

以下 ISCO-08 职业组由 AI Changing Work 原样套用美国劳工统计局（BLS）发布的对照表（2018 SOC→2010 SOC、2010 SOC→ISCO-08）、不逐案取舍，与本职业相关联；每项关联可能是完全对应，也可能是部分对应。

ISCO-08 2423Personnel and Careers Professionals
人事和职业指导专业人员
ISCO-08 3333Employment agents and contractors
职业介绍代理人和承包人

自行翻译

自行翻译 · 非 ISCO 官方词汇 — 未经国际劳工组织审核。

Sources: ILO ISCO-08 — details: Credits

ESCO 职业词汇

以下每一项都是在已公开的ESCO-O*NET Crosswalk（第 1 版，2022 年）中与本职业逐项对应的。对应类型出自该对照表；表述出自 AI Changing Work。

human resources officerESCO 2423.3范围相同
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 4416.1本职业范围更宽
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 1212.1有重叠，但不相同
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 2423.7有重叠，但不相同
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.

来源: European Commission, DG EMPL — ESCO API 2026-08-08 (bridge v1.2.1)

许可: CC BY 4.0 (EU Reuse Notice)

查看原文

ESCO reuse terms and the modification notice are in Credits.

法国职业分类关联（ROME）

本职业与 ROME 4.0 职业条目（fiche）之间的关联，由 AI Changing Work 借助 AI 模型判定。关系从本职业一侧解读。标为「暂定」的关联仅凭同一模型系列（Claude）两位判定者的判定采纳，或对其判定适用运营方规则后采纳，因此其依据弱于已确认的关联。

ROME 代码	ROME 名称（法语）	关系
M1502	Chargé / Chargée de recrutement	本职业范围更宽暂定
M1508	Conseiller / Conseillère en gestion de carrière	有重叠，但不相同暂定
K1812	Chargé / Chargée de projet emploi	相关，但不对应
M1501	Assistant / Assistante Ressources Humaines (RH)	相关，但不对应暂定

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)

西班牙职业分类关联（CNO-11）

本职业与 CNO-11 职业之间的关联，由 AI Changing Work 借助 AI 模型判定。关系从本职业一侧解读。

CNO-11 代码	CNO-11 名称（西班牙语）	关系
2624	Especialistas en políticas y servicios de personal y afines	本职业范围更窄
3533	Agentes o intermediarios en la contratación de la mano de obra (excepto representantes de espectáculos)	相关，但不对应

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)

德国职业分类关联（KldB）

本职业与 KldB 职业之间的关联，由 AI Changing Work 借助 AI 模型判定。关系从本职业一侧解读。

KldB 代码	KldB 名称（德语）	关系
71523	Berufe in der Personaldienstleistung - komplexe Spezialistentätigkeiten	有重叠，但不相同
71513	Berufe in der Personalentwicklung und -sachbearbeitung - komplexe Spezialistentätigkeiten	有重叠，但不相同暂定

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)

日本职业分类关联（JSCO）

本职业与 JSCO 职业之间的关联，由 AI Changing Work 借助 AI 模型判定。关系从本职业一侧解读。

JSCO 代码	JSCO 名称（日语）	关系
252	人事事務員	本职业范围更窄

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)

本页数据的来源与许可，以及 AI Changing Work 的修改与翻译说明：致谢与来源