Recruits qualified applicants on college campuses for employment.
Places advertisements, attends job fairs, interviews candidates, and performs other related duties. Interviews, tests, and refers candidates to the appropriate employment positions.
Salary.com identifies five increasing levels of proficiency for each skill/competency. Some jobs require only a relatively low level of proficiency in each skill/competency, while other jobs will require a more advanced level of proficiency in the same skill/competency. These levels rate the degree of proficiency (skill level, expertise) we expect the incumbent to perform in the given skill/competency for the given job. Note that we intentionally do not associate timeframes or years of experience in performing the skill/competency because that can be misleading. Proficiency levels identify what the incumbent knows and can do rather than how long they have been doing it. Also, note that the proficiency levels are cumulative, e.g., a level 4 proficiency implies the ability to perform all the behaviors at the lower levels.
Check each Campus Recruiter skill and competencie below to view definitions.
Skill definition-Developing, implementing and improving recruiting plan to attract and engage talented college and graduates.
Level 1 Behaviors
(General Familiarity)
Identifies the major features of campus recruiting software.
Level 2 Behaviors
(Light Experience)
Maintains university student information using HRIS.
Level 3 Behaviors
(Moderate Experience)
Modifies campus recruitment budget for campus recruitment align with defined strategy.
Level 4 Behaviors
(Extensive Experience)
Oversees relationships with internal and external stakeholders to improve engagement in recruiting campus talent.
Level 5 Behaviors
(Mastery)
Leverages deep market and competitive data to boost the campus recruiting program's successes and growth.
Skill definition-Applying different methods in reviewing job applications to determine whether a candidate is qualified for the role.
Level 1 Behaviors
(General Familiarity)
Explains the pros and cons of different methods for candidate screening.
Level 2 Behaviors
(Light Experience)
Follows set screening criteria in screening pre-qualified candidates and submits a shortlist to the management.
Level 3 Behaviors
(Moderate Experience)
Manages the execution of various online screening and assessment tools to identify and qualify candidates.
Level 4 Behaviors
(Extensive Experience)
Guides the recruiting team in developing active and passive candidate pipelines through research, networking, and screening.
Level 5 Behaviors
(Mastery)
Establishes metrics system to evaluate the efficiency of candidate screening efforts.
Skill definition-Applying specific knowledge, skills, tools, and techniques to manage a project from initial conception to successful completion.
Level 1 Behaviors
(General Familiarity)
Illustrates the difference between initiating, planning, executing, and closing a project.
Level 2 Behaviors
(Light Experience)
Gathers and tracks relevant data and information and reports updates to management.
Level 3 Behaviors
(Moderate Experience)
Implements a flexible project framework to prevent unnecessary disruption.
Level 4 Behaviors
(Extensive Experience)
Evaluates project deliverables, stakeholder expectations, and scope to design working protocols and approaches.
Level 5 Behaviors
(Mastery)
Mediates project negotiations, scopes, and assigned resources at project inception to assure project success.
Skill definition-Behaving ethically while adhering to the standards, values, and rules consistent with one's environment and culture.
Level 1 Behaviors
(General Familiarity)
Follows our organizational standards of ethical conduct and compliance.
Level 2 Behaviors
(Light Experience)
Follows through on commitments and assigned tasks under any circumstances.
Level 3 Behaviors
(Moderate Experience)
Makes decisions in our business's interest without any consideration of personal gain.
Level 4 Behaviors
(Extensive Experience)
Implements and enforces organizational policies, values, and ethical practices.
Level 5 Behaviors
(Mastery)
Leads by modeling exacting standards of honesty and integrity.
There are 0 hard skills for Campus Recruiter.
9 general skills for Campus Recruiter, Campus Recruiting, Candidate Screening, Candidate Sourcing, etc.
11 soft skills for Campus Recruiter, Project Management, Honesty And Integrity, Initiative, etc.
While the list totals 20 distinct skills, it's important to note that not all are required to be mastered to the same degree. Some skills may only need a basic understanding, whereas others demand a higher level of expertise.
For instance, as a Campus Recruiter, he or she needs to be proficient in Project Management, be skilled in Honesty And Integrity, and be skilled in Initiative.
