Attracts, evaluates, and refers candidates for open positions through recruiting website, employee referrals, on-site recruiting, search firms and other sourcing methods.
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. May facilitate orientation for new employees and perform exit interviews for employees leaving the organization.
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 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)
Describes basic processes to find, engage, and hire talents through campus recruitment.
Level 2 Behaviors
(Light Experience)
Assists with career centers of campus regarding recruiting process and events.
Level 3 Behaviors
(Moderate Experience)
Determines the KPIs for campus recruiting program.
Level 4 Behaviors
(Extensive Experience)
Builds a comprehensive campus and diversity recruiting strategy based on hiring needs.
Level 5 Behaviors
(Mastery)
Champions the adoption of advanced campus recruiting system to maintain university student information.
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)
Assists in identifying qualified candidates based on our business staffing needs.
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-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.
Level 2 Behaviors
(Light Experience)
Keeps full attention when listening to understand the message.
Level 3 Behaviors
(Moderate Experience)
Balances between accuracy and efficiency for different tasks or programs.
Level 4 Behaviors
(Extensive Experience)
Creates and implements quality management processes for our business.
Level 5 Behaviors
(Mastery)
Defines possible hurdles to projects and creates strategies to deal with them.
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.
Level 2 Behaviors
(Light Experience)
Assists others without being asked to achieve more than what is expected or required.
Level 3 Behaviors
(Moderate Experience)
Implements workflow initiatives to improve efficiency and productivity.
Level 4 Behaviors
(Extensive Experience)
Improves processes that contribute to business and company-level strategies.
Level 5 Behaviors
(Mastery)
Coaches others to foster an environment that can adapt quickly and willingly to rapid change.
There are 0 hard skills for Recruiter I.
6 general skills for Recruiter I, Campus Recruiting, Candidate Screening, Candidate Sourcing, etc.
7 soft skills for 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 Recruiter I, he or she needs to be proficient in Attention to Detail, be proficient in Initiative, and be proficient in Effective Communication.
