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)
Explains the pros and cons of different methods for candidate screening.
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Level 2 Behaviors
(Light Experience)
Gathers applicants' references and assists candidates through the screening process.
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Level 3 Behaviors
(Moderate Experience)
Manages the execution of various online screening and assessment tools to identify and qualify candidates.
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Level 4 Behaviors
(Extensive Experience)
Manages candidate screening and interviewing to help select top talent to meet position requirements.
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Level 5 Behaviors
(Mastery)
Sets onboarding procedures for all new hires including background screening and reference checks.
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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)
Lists effective social media platforms for sourcing passive candidates.
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Level 2 Behaviors
(Light Experience)
Participates to meetings with hiring teams to discuss candidate profile, hiring criteria, and sourcing strategies.
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Level 3 Behaviors
(Moderate Experience)
Manages candidate activities using an applicant tracking system to ensure sourcing goals are met.
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Level 4 Behaviors
(Extensive Experience)
Leverages data and insights to build creative sourcing strategies to engage diverse candidates.
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Level 5 Behaviors
(Mastery)
Creates strategic sourcing plans for open positions to efficiently reach out to potential candidates.
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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 how our business makes money and our key business objectives.
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Level 2 Behaviors
(Light Experience)
Assists in designing business models and operating plans.
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Level 3 Behaviors
(Moderate Experience)
Analyses the business impact of demographic changes; suggests effective responses.
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Level 4 Behaviors
(Extensive Experience)
Consults on the selection and adjustment of the go-to-market strategy.
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Level 5 Behaviors
(Mastery)
Builds a mentoring model to ensure a continuous increase of business sense within our business.
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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)
Cites steps and tips to improve attention to detail in the workplace.
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Level 2 Behaviors
(Light Experience)
Keeps full attention when listening to understand the message.
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Level 3 Behaviors
(Moderate Experience)
Balances between accuracy and efficiency for different tasks or programs.
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Level 4 Behaviors
(Extensive Experience)
Creates and implements quality management processes for our business.
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Level 5 Behaviors
(Mastery)
Defines possible hurdles to projects and creates strategies to deal with them.
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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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