Administer personnel recruitment or hiring activities.

Administer personnel recruitment or hiring activities. is a detailed work activity in O*NET — a concrete unit of work shared across 7 occupations and seen in 15 occupation-specific tasks. It rolls up into the broader work activity Perform recruiting or hiring activities. in Staffing Organizational Units .

Detailed work activities are the most granular shared layer in O*NET's work-activity hierarchy (Generalized → Intermediate → Detailed → occupation-specific task). The figures below describe how this activity shows up across the economy and what independent studies measure about AI and this kind of work — not a prediction that the work will be automated.

AI exposure

Of the 15 tasks under this activity that the OpenAI / Eloundou “GPTs are GPTs” study rated, 14 (93%) are flagged as directly exposed to language models (E1) or exposed via model-powered tools (E2).

The Anthropic Economic Index observes real AI use on 6 of these tasks, with a mean mapped-usage share of 0.010% per task.

Exposure estimates overlap with model capabilities — whether a model could speed the task up — not whether the work will be done by software. Observed AI use is augmentation and assistance today, not jobs replaced.

Member tasks

Occupation-specific tasks O*NET maps to this detailed work activity, most important first.

• Hire employees and process hiring-related paperwork. · Human Resources Specialists · importance 4.5 · exposure with tools
• Administer oral, written, road, or flight tests to license applicants. · Compliance Officers · importance 4.4 · no direct exposure
• Schedule or administer skill, intelligence, psychological, or drug tests for current or prospective employees. · Human Resources Specialists · importance 4.3 · exposure with tools
• Recruit and hire agricultural workers. · Farm Labor Contractors · importance 4.3 · exposure with tools
• Score tests and observe equipment operation and control to rate ability of applicants. · Compliance Officers · importance 4.3 · direct LLM exposure
• Review employment applications and job orders to match applicants with job requirements. · Human Resources Specialists · importance 4.2 · exposure with tools
• Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate. · Human Resources Specialists · importance 4.2 · exposure with tools
• Recruit, interview, and select employees. · First-Line Supervisors of Office and Administrative Support Workers · importance 4.0 · exposure with tools
• Refer applicants to job openings or to interviews with other staff, in accordance with administrative guidelines or office procedures. · Eligibility Interviewers, Government Programs · importance 4.0 · exposure with tools
• Process and review employment applications to evaluate qualifications or eligibility of applicants. · Human Resources Assistants, Except Payroll and Timekeeping · importance 4.0 · exposure with tools
• Inform job applicants of their acceptance or rejection of employment. · Human Resources Assistants, Except Payroll and Timekeeping · importance 3.9 · direct LLM exposure
• Select applicants meeting specified job requirements and refer them to hiring personnel. · Human Resources Assistants, Except Payroll and Timekeeping · importance 3.8 · exposure with tools
• Arrange for advertising or posting of job vacancies and notify eligible workers of position availability. · Human Resources Assistants, Except Payroll and Timekeeping · importance 3.8 · exposure with tools
• Administer and score applicant and employee aptitude, personality, and interest assessment instruments. · Human Resources Assistants, Except Payroll and Timekeeping · importance 3.5 · direct LLM exposure
• Hire trainers or coaches to advise clients on performance matters, such as training techniques or performance presentations. · Agents and Business Managers of Artists, Performers, and Athletes · importance 3.4 · exposure with tools

Occupations that perform this

• Human Resources Specialists
• Compliance Officers
• Farm Labor Contractors
• First-Line Supervisors of Office and Administrative Support Workers
• Eligibility Interviewers, Government Programs
• Human Resources Assistants, Except Payroll and Timekeeping
• Agents and Business Managers of Artists, Performers, and Athletes

Sources for this page

Every figure above traces to a named public dataset and the exact release below — not hand-written opinion. See the full methodology for what each measure does and does not mean.

• O*NET 30.3 U.S. Department of Labor / National Center for O*NET Development
• Anthropic Economic Index v4 (2026-01-15) + v2 (2025-03-27) Anthropic
• “GPTs are GPTs” (Eloundou et al.) arXiv 2303.10130 OpenAI / academic

Data compiled June 2, 2026. Figures are estimates, not advice.

@misc{singulariki-administer-personnel-recruitment-or-hiring-activities,
  title  = {Administer personnel recruitment or hiring activities.},
  author = {{Singulariki}},
  year   = {2026},
  note   = {O*NET 30.3; Anthropic Economic Index v4 (2026-01-15) + v2 (2025-03-27); “GPTs are GPTs” (Eloundou et al.) arXiv 2303.10130. Accessed June 7, 2026},
  url    = {https://singulariki.com/detailed-activities/administer-personnel-recruitment-or-hiring-activities}
}