Attracts, evaluates, and refers candidates for technical positions through recruiting website, employee referrals, on-site recruiting, search firms and other sourcing methods.
Understands requirements for technical positions, develops job advertisements and screens resumes/applications. Contacts candidates to ascertain fit, and schedules interviews. Extends offers and negotiates compensation. Initiates onboarding plan for new hires. Manages areas of responsibility to ensure positions are filled efficiently and effectively.
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 Technical Recruiter I 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)
Explains the fundamental procedures to develop a talent pipeline.
Level 2 Behaviors
(Light Experience)
Focuses on preparing materials for campus recruiting program.
Level 3 Behaviors
(Moderate Experience)
Maintains strategic relationship with campus placement or academic offices.
Level 4 Behaviors
(Extensive Experience)
Oversees relationships with internal and external stakeholders to improve engagement in recruiting campus talent.
Level 5 Behaviors
(Mastery)
Directs the development of tailored campus recruiting initiatives or customized strategies to hire top student talents.
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 process of candidate screening and selection.
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)
Guides others on the full cycle recruitment process, from job postings to post-interview follow-up.
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-Executing and completing a task with a high level of accuracy.
Level 1 Behaviors
(General Familiarity)
Identifies the procedures for making sure that results are mistake-free.
Level 2 Behaviors
(Light Experience)
Records all appointments on the calendar to easily track daily activities.
Level 3 Behaviors
(Moderate Experience)
Reviews and analyzes the accuracy of data and details.
Level 4 Behaviors
(Extensive Experience)
Designs systems to help the team organize and track details and project progress.
Level 5 Behaviors
(Mastery)
Develops best practices for identifying and correcting errors, oversights, and omissions.
Skill definition-Taking decisive action and initiating plans independently to address problems, improve professional life, and achieve goals.
Level 1 Behaviors
(General Familiarity)
Explains how initiative helps in daily work.
Level 2 Behaviors
(Light Experience)
Recognizes own strengths and minimizes limitations in taking initiative.
Level 3 Behaviors
(Moderate Experience)
Proposes alternative ways to achieve the project's objectives.
Level 4 Behaviors
(Extensive Experience)
Maintains sanity in an emergency and makes a resolute decision to take corrective action.
Level 5 Behaviors
(Mastery)
Encourages viewing setbacks or failures as learning opportunities.
There are 0 hard skills for Technical Recruiter I.
7 general skills for Technical Recruiter I, Campus Recruiting, Candidate Screening, Candidate Sourcing, etc.
6 soft skills for Technical Recruiter I, Attention to Detail, Initiative, Effective Communication, etc.
While the list totals 13 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 Technical Recruiter I, he or she needs to be proficient in Attention to Detail, be proficient in Initiative, and be proficient in Effective Communication.
