Recruit personnel.

Recruit personnel. is a detailed work activity in O*NET — a concrete unit of work shared across 18 occupations and seen in 19 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 19 tasks under this activity that the OpenAI / Eloundou “GPTs are GPTs” study rated, 19 (100%) 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 2 of these tasks, with a mean mapped-usage share of 0.003% 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.

• Recruit, interview, and hire security personnel. · First-Line Supervisors of Security Workers · importance 4.5 · exposure with tools
• Recruit, hire, train, and evaluate primary and supplemental staff and recommend personnel actions for programs and services. · Education and Childcare Administrators, Preschool and Daycare · importance 4.3 · exposure with tools
• Recruit, hire, train, and evaluate primary and supplemental staff. · Education Administrators, Kindergarten through Secondary · importance 4.2 · exposure with tools
• Recruit and schedule research participants. · Social Science Research Assistants · importance 4.2 · exposure with tools
• Assess staffing needs and recruit staff, using methods such as newspaper advertisements or attendance at job fairs. · Food Service Managers · importance 4.2 · exposure with tools
• Identify and recruit potential athletes by sending recruitment letters, meeting with recruits, and arranging and offering incentives, such as athletic scholarships. · Coaches and Scouts · importance 4.2 · exposure with tools
• Identify and recruit potential volunteer workers. · Directors, Religious Activities and Education · importance 4.2 · exposure with tools
• Direct or conduct recruitment, hiring, and training of personnel. · Medical and Health Services Managers · importance 4.1 · exposure with tools
• Identify staff vacancies and recruit, interview, and select applicants. · Human Resources Managers · importance 4.0 · exposure with tools
• Recruit and hire new faculty. · Psychology Teachers, Postsecondary · importance 4.0 · exposure with tools
• Recruit or select wind operations employees, contractors, or subcontractors. · Wind Energy Operations Managers · importance 4.0 · exposure with tools
• Recruit, hire, train, and terminate departmental personnel. · Education Administrators, Postsecondary · importance 4.0 · exposure with tools
• Recruit, interview, and hire or sign up volunteers and staff. · Social and Community Service Managers · importance 4.0 · exposure with tools
• Recruit, hire, train and supervise staff, or participate in staffing decisions. · Computer and Information Systems Managers · importance 3.9 · exposure with tools
• Participate in student recruitment, selection, and admission, making admissions recommendations when required to do so. · Education Administrators, Postsecondary · importance 3.9 · exposure with tools
• Recruit staff members. · Financial Managers · importance 3.8 · exposure with tools
• Recruit personnel or oversee the development or maintenance of staff competence. · Natural Sciences Managers · importance 3.6 · exposure with tools
• Secure third-party verification from sources, such as Leadership in Energy Efficient Design (LEED), to ensure responsible design and building activities or to achieve favorable LEED ratings for building projects. · Construction Managers · importance 3.2 · exposure with tools
• Recruit or hire firefighting personnel. · First-Line Supervisors of Firefighting and Prevention Workers · exposure with tools

Occupations that perform this

• First-Line Supervisors of Security Workers
• Education and Childcare Administrators, Preschool and Daycare
• Education Administrators, Kindergarten through Secondary
• Social Science Research Assistants
• Food Service Managers
• Coaches and Scouts
• Directors, Religious Activities and Education
• Medical and Health Services Managers
• Human Resources Managers
• Psychology Teachers, Postsecondary
• Wind Energy Operations Managers
• Education Administrators, Postsecondary
• Social and Community Service Managers
• Computer and Information Systems Managers
• Financial Managers
• Natural Sciences Managers
• Construction Managers
• First-Line Supervisors of Firefighting and Prevention Workers

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-recruit-personnel,
  title  = {Recruit personnel.},
  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/recruit-personnel}
}