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)
Identifies the major features of campus recruiting software.
Level 2 Behaviors
(Light Experience)
Participates in the daily activities for campus recruiting program.
Level 3 Behaviors
(Moderate Experience)
Produces event collaterals and materials including a comprehensive program guide for recruiting events.
Level 4 Behaviors
(Extensive Experience)
Oversees the implementation of campus recruiting program to ensure align with organization's HR mission and vision.
Level 5 Behaviors
(Mastery)
Monitors campus recruiting funnels that deliver a diverse pool of qualified high potential talent.
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.
Level 2 Behaviors
(Light Experience)
Gathers applicants' references and assists candidates through the screening process.
Level 3 Behaviors
(Moderate Experience)
Monitors the candidate screening process to ensure compliance with HR policies and standards.
Level 4 Behaviors
(Extensive Experience)
Manages candidate screening and interviewing to help select top talent to meet position requirements.
Level 5 Behaviors
(Mastery)
Sets onboarding procedures for all new hires including background screening and reference checks.
Skill definition-Executing and completing a task with a high level of accuracy.
Level 1 Behaviors
(General Familiarity)
Lists best practices and tools to maintain high accuracy and thoroughness in the workplace.
Level 2 Behaviors
(Light Experience)
Uses checklists to ensure that information goes out error-free.
Level 3 Behaviors
(Moderate Experience)
Suggests solutions to issues that arise while executing the tasks.
Level 4 Behaviors
(Extensive Experience)
Employs techniques for motivating personnel to meet or exceed accuracy goals.
Level 5 Behaviors
(Mastery)
Leads the creation of tools for enhancing and assuring accuracy.
Skill definition-Taking decisive action and initiating plans independently to address problems, improve professional life, and achieve goals.
Level 1 Behaviors
(General Familiarity)
Identifies types of environments that motivate or de-motivate initiative.
Level 2 Behaviors
(Light Experience)
Supports initiative to complete goals well before the deadline.
Level 3 Behaviors
(Moderate Experience)
Takes the initiative at work to come up with new approaches.
Level 4 Behaviors
(Extensive Experience)
Reviews problems or issues independently to initiate solutions.
Level 5 Behaviors
(Mastery)
Shares insights to suggest ideas and solutions in boosting workplace initiative.
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.
