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 III 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)
Lists factors that impact campus recruiting budget.
Level 2 Behaviors
(Light Experience)
Records and conducts interview to both employers and students.
Level 3 Behaviors
(Moderate Experience)
Recommends improvement on existing recruiting plans to attract campus candidates.
Level 4 Behaviors
(Extensive Experience)
Shares best practices on campus recruiting programs to the team.
Level 5 Behaviors
(Mastery)
Oversees the development of world-class processes and tools for the campus recruiting function.
Skill definition-Applying different methods in reviewing job applications to determine whether a candidate is qualified for the role.
Level 1 Behaviors
(General Familiarity)
Lists the AI tools used in candidate screening.
Level 2 Behaviors
(Light Experience)
Maintains records of candidate information using HRIS.
Level 3 Behaviors
(Moderate Experience)
Performs behavioral-based interviewing and screening to select qualified candidates that best suit the staffing needs.
Level 4 Behaviors
(Extensive Experience)
Manages final candidate screening and interview and advises hiring leaders of the highly qualified candidates.
Level 5 Behaviors
(Mastery)
Shares expertise to the challenges and issues in candidate screening.
Skill definition-Executing and completing a task with a high level of accuracy.
Level 1 Behaviors
(General Familiarity)
Lists the traits of an employee showing great attention to detail.
Level 2 Behaviors
(Light Experience)
Utilizes specific approaches and tools for checking and cross-checking outputs.
Level 3 Behaviors
(Moderate Experience)
Uses tools to organize and monitor work progress.
Level 4 Behaviors
(Extensive Experience)
Manages training to improve staffs' concentration and attention to detail.
Level 5 Behaviors
(Mastery)
Learns from previous works' strengths and weaknesses to guide new projects.
Skill definition-Taking decisive action and initiating plans independently to address problems, improve professional life, and achieve goals.
Level 1 Behaviors
(General Familiarity)
Lists ways how to take the initiative in professional or personal life.
Level 2 Behaviors
(Light Experience)
Utilizes available tools or approaches for increasing knowledge of self-motivation.
Level 3 Behaviors
(Moderate Experience)
Uses problem-solving skills to tackle the issues and challenges without asking for help.
Level 4 Behaviors
(Extensive Experience)
Takes calculated risks because of orientation to action.
Level 5 Behaviors
(Mastery)
Works to create a climate that values drive and initiative.
There are 0 hard skills for Technical Recruiter III.
8 general skills for Technical Recruiter III, Campus Recruiting, Candidate Screening, Candidate Sourcing, etc.
7 soft skills for Technical Recruiter III, 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 III, he or she needs to be skilled in Attention to Detail, be skilled in Initiative, and be skilled in Effective Communication.
