Implements and manages processes to attract, evaluate, and refer candidates for open positions through recruiting website, employee referrals, on-site recruiting and other sourcing methods.
Oversees an organization's recruiting program, policies, and procedures. Evaluates and communicates key metrics to recommend appropriate recruitment strategies and ensure positions are filled efficiently and effectively. Reviews and approves content and placement of advertisements and job postings. Secures appropriate resources for staff to be successful. Maintains relationships with schools, advertisement, and recruitment agencies. May be responsible for the recruitment process for senior level and executive 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 Recruiting Manager 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)
Assesses applicants' qualifications through review of their resumes, phone screenings, and other forms of communications.
Level 3 Behaviors
(Moderate Experience)
Coaches others on the use of candidate screening and interviewing techniques.
Level 4 Behaviors
(Extensive Experience)
Delivers training regarding the techniques in identifying, screening, and interviewing candidates.
Level 5 Behaviors
(Mastery)
Champions the adoption of emergent technology to reach smarter candidate screening.
Skill definition-Managing and prioritizing resources and workloads by creating well-organized plans to attain organizational goals and objectives.
Level 1 Behaviors
(General Familiarity)
Cites potential challenges and workplace issues in delegating tasks that may impede well coordinated work.
Level 2 Behaviors
(Light Experience)
Assists in identifying and breaking tasks into a sequence of steps for a more organized task plan.
Level 3 Behaviors
(Moderate Experience)
Aligns tasks and priorities with business goals and objectives.
Level 4 Behaviors
(Extensive Experience)
Creates programs to improve planning and organization of work to achieve business objectives.
Level 5 Behaviors
(Mastery)
Builds and designs organizational systems and planning tools to enhance overall productivity.
Skill definition-Ability to encourage, motivate, and guide individuals or teams to further enhance their performance.
Level 1 Behaviors
(General Familiarity)
Cites examples of how coaching is applied within own organization.
Level 2 Behaviors
(Light Experience)
Explains job roles and responsibilities to others clearly.
Level 3 Behaviors
(Moderate Experience)
Analyzes patterns and identifies key areas for improvement of processes or results.
Level 4 Behaviors
(Extensive Experience)
Designs, documents, and implements a variety of coaching plans.
Level 5 Behaviors
(Mastery)
Contributes to plans and policies re nurturing high-potential talent for retention and growth.
There are 0 hard skills for Recruiting Manager.
10 general skills for Recruiting Manager, Campus Recruiting, Candidate Screening, Candidate Sourcing, etc.
9 soft skills for Recruiting Manager, Planning and Organizing, Coaching Others, Team Management and Team Building, 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 Recruiting Manager, he or she needs to be skilled in Planning and Organizing, be an expert in Coaching Others, and be skilled in Team Management and Team Building.
