Skills & Competencies for Technical Recruiter II

Technical Recruiter II job profile

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JOB SUMMARY for Technical Recruiter II

Attracts, evaluates, and refers candidates for technical positions through recruiting website, employee referrals, on-site recruiting, search firms and other sourcing methods.

JOB RESPONSIBILITIES for Technical Recruiter II

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. Ensures assigned positions are filled efficiently and effectively.

Technical Recruiter II SALARY RANGE

BASE 50%
$80,642
TOTAL 50%
$83,734
Job Level
P02
Job Code
HR09200381
Education/Degree
Bachelor's Degree
Reports To
Supervisor or Manager

Technical Recruiter II 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 Technical Recruiter II skill and competencie below to view definitions.
JOB FAMILY COMPETENCIES CORE COMPETENCIES
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8 general skills or competencies (Job family competencies) for Technical Recruiter II

1 Job Family Competencies – Campus Recruiting
Proficiency Level -2
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.
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Level 2 Behaviors
(Light Experience)
Conducts research and analysis to identify hiring needs and target schools.
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Level 3 Behaviors
(Moderate Experience)
Determines the KPIs for campus recruiting program.
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Level 4 Behaviors
(Extensive Experience)
Establishes metrics system to measure the ROI of your campus recruiting.
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Level 5 Behaviors
(Mastery)
Creates annual strategy, sets objectives, and delegates tasks in alignment with the company's recruiting plan.
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2 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)
Cites the importance of candidate screening in the overall human resource management effort of a business.
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Level 2 Behaviors
(Light Experience)
Assists in identifying qualified candidates based on our business staffing needs.
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Level 3 Behaviors
(Moderate Experience)
Communicates hiring strategy for each position and administers the screening of all applications.
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Level 4 Behaviors
(Extensive Experience)
Develops recruitment screening questions and reviews applicant qualifications to ensure candidates meet the qualifications.
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Level 5 Behaviors
(Mastery)
Designs accurate and efficient guidelines for candidate screening.
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3 Technical Recruiter II - Skill and Competency
Proficiency Level - 3
4 Skill and Competency - Technical Recruiter II
Proficiency Level - 4
5 Competency for - Technical Recruiter II
Proficiency Level - 5

7 soft skills or competencies (core competencies) for Technical Recruiter II

1 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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2 Core Competencies – Initiative
Proficiency Level -3
Skill definition-Taking decisive action and initiating plans independently to address problems, improve professional life, and achieve goals.
Level 1 Behaviors
(General Familiarity)
Cites examples of initiative in own personal or professional life.
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Level 2 Behaviors
(Light Experience)
Assists others without being asked to achieve more than what is expected or required.
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Level 3 Behaviors
(Moderate Experience)
Implements workflow initiatives to improve efficiency and productivity.
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Level 4 Behaviors
(Extensive Experience)
Improves processes that contribute to business and company-level strategies.
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Level 5 Behaviors
(Mastery)
Coaches others to foster an environment that can adapt quickly and willingly to rapid change.
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3 Technical Recruiter II - Skill and Competency
Proficiency Level - 3
4 Skill and Competency - Technical Recruiter II
Proficiency Level - 4
5 Competency for - Technical Recruiter II
Proficiency Level - 5

Summary of Technical Recruiter II skills and competencies

There are 0 hard skills for Technical Recruiter II.
8 general skills for Technical Recruiter II, Campus Recruiting, Candidate Screening, Candidate Sourcing, etc.
7 soft skills for Technical Recruiter II, Attention to Detail, Initiative, Effective Communication, 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 Technical Recruiter II, he or she needs to be skilled in Attention to Detail, be skilled in Initiative, and be skilled in Effective Communication.

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