Skills & Competencies for Executive Recruiter

Executive Recruiter job profile

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JOB SUMMARY for Executive Recruiter

Screens, interviews, and recommends prospective employees for employment in executive or senior management positions.

JOB RESPONSIBILITIES for Executive Recruiter

Works with executive search firms or other placement agencies to develop and maintain a highly qualified candidate pool. Develops employment offers with competitive compensation, benefits, and relocation terms to present to candidates.

Executive Recruiter SALARY RANGE

BASE 50%
$111,460
TOTAL 50%
$112,322
Job Level
P02
Job Code
HR09200371
Education/Degree
Bachelor's Degree
Reports To
Manager

Executive Recruiter Skills and Competencies List

Proficiency Levels and Behavioural Indicators
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 Executive Recruiter skill and competencie below to view definitions.
JOB FAMILY COMPETENCIES CORE COMPETENCIES
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9 general skills or competencies (Job family competencies) for Executive Recruiter

1 Job Family Competencies – Candidate Screening
Proficiency Level -2
Skill definition-Applying different methods in reviewing job applications to determine whether a candidate is qualified for the role.
Level 1 Behaviors
(General Familiarity)
Describes the concepts and objectives of candidate screening.
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Level 2 Behaviors
(Light Experience)
Carries out face-to-face interviews with candidates.
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Level 3 Behaviors
(Moderate Experience)
Communicates hiring strategy for each position and administers the screening of all applications.
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Level 4 Behaviors
(Extensive Experience)
Develops recruitment screening questions and reviews applicant qualifications to ensure candidates meet the qualifications.
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Level 5 Behaviors
(Mastery)
Designs accurate and efficient guidelines for candidate screening.
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2 Job Family Competencies – Candidate Sourcing
Proficiency Level -2
Skill definition-Sourcing, identifying, and engaging potential candidates online and offline to build a talent pipeline for an organization.
Level 1 Behaviors
(General Familiarity)
Describes the concepts and definition of candidate sourcing.
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Level 2 Behaviors
(Light Experience)
Conducts proactive sourcing activities in order to develop a pool of qualified candidates in advance of need.
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Level 3 Behaviors
(Moderate Experience)
Generates innovative ideas, leverages resources, and shares information to develop sourcing strategies.
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Level 4 Behaviors
(Extensive Experience)
Enhances the talent pools of pre-screened candidates to reduce sourcing times on future searches.
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Level 5 Behaviors
(Mastery)
Advocates for new candidate pipelines and sourcing techniques for filling up open positions.
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3 Executive Recruiter - Skill and Competency
Proficiency Level - 3
4 Skill and Competency - Executive Recruiter
Proficiency Level - 4
5 Competency for - Executive Recruiter
Proficiency Level - 5

10 soft skills or competencies (core competencies) for Executive Recruiter

1 Core Competencies – Business Acumen
Proficiency Level -2
Skill definition-Insight into our organization's business, goals, and values. Ability to design and implement initiatives that facilitate successful outcomes.
Level 1 Behaviors
(General Familiarity)
Describes the market conditions that impact the business.
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Level 2 Behaviors
(Light Experience)
Collects and compiles competitor information for competitive analysis.
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Level 3 Behaviors
(Moderate Experience)
Applies technical expertise, business sense, and product knowledge to manage the product lifecycle effectively.
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Level 4 Behaviors
(Extensive Experience)
Coordinates technical and business teams to solve complex and diverse customer problems.
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Level 5 Behaviors
(Mastery)
Builds strong business partnerships internally and externally to drive "win-win" business successes.
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2 Core Competencies – Attention to Detail
Proficiency Level -3
Skill definition-Executing and completing a task with a high level of accuracy.
Level 1 Behaviors
(General Familiarity)
Explains why attention to detail plays an important role in own function or unit.
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Level 2 Behaviors
(Light Experience)
Performs assigned responsibilities according to standard procedures and standards.
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Level 3 Behaviors
(Moderate Experience)
Implements a variety of cross-checking approaches and mechanisms.
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Level 4 Behaviors
(Extensive Experience)
Demonstrates expertise in quality assurance tools, techniques, and standards.
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Level 5 Behaviors
(Mastery)
Designs techniques for measuring the cost and impact of errors.
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3 Executive Recruiter - Skill and Competency
Proficiency Level - 3
4 Skill and Competency - Executive Recruiter
Proficiency Level - 4
5 Competency for - Executive Recruiter
Proficiency Level - 5

Summary of Executive Recruiter skills and competencies

There are 0 hard skills for Executive Recruiter.
9 general skills for Executive Recruiter, Candidate Screening, Candidate Sourcing, Diversity and Inclusion, etc.
10 soft skills for Executive Recruiter, Business Acumen, Attention to Detail, Initiative, etc.
While the list totals 19 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 Executive Recruiter, he or she needs to be proficient in Business Acumen, be skilled in Attention to Detail, and be skilled in Initiative.

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