Coordinates and assists with attracting and referring candidates for open positions through recruiting website, employee referrals, on-site recruiting and other sourcing methods.
Screens resumes/applications and coordinates interviews. Facilitates pre-employment assessments and background screening. Provides feedback to candidates not selected for positions. Assists with job advertisements and postings. Launches offer letters and coordinates new hire onboarding.
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 Recruiting Coordinator 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)
Describes basic processes to find, engage, and hire talents through campus recruitment.
Level 2 Behaviors
(Light Experience)
Conducts research and analysis to identify hiring needs and target schools.
Level 3 Behaviors
(Moderate Experience)
Determines the KPIs for campus recruiting program.
Level 4 Behaviors
(Extensive Experience)
Establishes metrics system to measure the ROI of your campus recruiting.
Level 5 Behaviors
(Mastery)
Creates annual strategy, sets objectives, and delegates tasks in alignment with the company's recruiting plan.
Skill definition-Applying different methods in reviewing job applications to determine whether a candidate is qualified for the role.
Level 1 Behaviors
(General Familiarity)
Cites the importance of candidate screening in the overall human resource management effort of a business.
Level 2 Behaviors
(Light Experience)
Assists in identifying qualified candidates based on our business staffing needs.
Level 3 Behaviors
(Moderate Experience)
Communicates hiring strategy for each position and administers the screening of all applications.
Level 4 Behaviors
(Extensive Experience)
Develops recruitment screening questions and reviews applicant qualifications to ensure candidates meet the qualifications.
Level 5 Behaviors
(Mastery)
Designs accurate and efficient guidelines for candidate screening.
Skill definition-Evaluating and establishing activities according to urgency and importance to arrange the order of task assignments more effectively.
Level 1 Behaviors
(General Familiarity)
Describes the definition of prioritization in the workplace.
Level 2 Behaviors
(Light Experience)
Applies productivity tools to prioritize and stay on track.
Level 3 Behaviors
(Moderate Experience)
Analyzes requests to identify those that seem urgent, but are not important, and those that are important but not urgent.
Level 4 Behaviors
(Extensive Experience)
Consults on the selection and application of prioritization methods.
Level 5 Behaviors
(Mastery)
Champions the adoption of advanced prioritization methods and techniques.
Skill definition-Ability to plan, execute, and adjust job duties to achieve business goals.
Level 1 Behaviors
(General Familiarity)
Describes the traits and characteristics of a skilled coordinator.
Level 2 Behaviors
(Light Experience)
Applies time management skills to minimize scheduling conflicts.
Level 3 Behaviors
(Moderate Experience)
Adjusts priorities and job duties of others according to the changing environment.
Level 4 Behaviors
(Extensive Experience)
Consults on the obstacles, conflicts, and challenges in achieving a business goal.
Level 5 Behaviors
(Mastery)
Adapts strategic plans with agility rather than waiting for problems to arise.
There are 0 hard skills for Recruiting Coordinator.
7 general skills for Recruiting Coordinator, Campus Recruiting, Candidate Screening, Candidate Sourcing, etc.
8 soft skills for Recruiting Coordinator, Prioritization, Coordination, Attention to Detail, etc.
While the list totals 15 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 Recruiting Coordinator, he or she needs to be proficient in Prioritization, be skilled in Coordination, and be skilled in Attention to Detail.
