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)
Explains the benefits and importance of campus recruiting.
Level 2 Behaviors
(Light Experience)
Conducts research and analysis to identify hiring needs and target schools.
Level 3 Behaviors
(Moderate Experience)
Helps develop and execute strategies to enhance brand awareness on campus.
Level 4 Behaviors
(Extensive Experience)
Establishes metrics system to measure the ROI of your campus recruiting.
Level 5 Behaviors
(Mastery)
Creates annual strategy, sets objectives, and delegates tasks in alignment with the company's recruiting plan.
Skill definition-Applying different methods in reviewing job applications to determine whether a candidate is qualified for the role.
Level 1 Behaviors
(General Familiarity)
Describes the concepts and objectives of candidate screening.
Level 2 Behaviors
(Light Experience)
Carries out face-to-face interviews with candidates.
Level 3 Behaviors
(Moderate Experience)
Communicates hiring strategy for each position and administers the screening of all applications.
Level 4 Behaviors
(Extensive Experience)
Develops recruitment screening questions and reviews applicant qualifications to ensure candidates meet the qualifications.
Level 5 Behaviors
(Mastery)
Designs accurate and efficient guidelines for candidate screening.
Skill definition-Executing and completing a task with a high level of accuracy.
Level 1 Behaviors
(General Familiarity)
Explains why attention to detail plays an important role in own function or unit.
Level 2 Behaviors
(Light Experience)
Performs assigned responsibilities according to standard procedures and standards.
Level 3 Behaviors
(Moderate Experience)
Implements a variety of cross-checking approaches and mechanisms.
Level 4 Behaviors
(Extensive Experience)
Demonstrates expertise in quality assurance tools, techniques, and standards.
Level 5 Behaviors
(Mastery)
Designs techniques for measuring the cost and impact of errors.
Skill definition-Taking decisive action and initiating plans independently to address problems, improve professional life, and achieve goals.
Level 1 Behaviors
(General Familiarity)
Describes the critical role of initiative in successfully achieving the goal.
Level 2 Behaviors
(Light Experience)
Identifies opportunities to produce the best results.
Level 3 Behaviors
(Moderate Experience)
Prepares for unexpected contingencies to prevent possible risks.
Level 4 Behaviors
(Extensive Experience)
Launches breakthrough products or ideas that positively impact our business.
Level 5 Behaviors
(Mastery)
Constructs deliberate plans to go above and beyond the stated goals.
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.
