Main Responsibilities and Required Skills for Recruiter
Recruiters help companies to hire people for open jobs. They are often called headhunters, which means they are "hunting" for people to fill jobs that their clients need to be filled. In this article we describe the primary responsibilities and the most in-demand hard and soft skills of recruiters.
Get market insights and compare skills for other jobs here.
Primary Responsibilities of Recruiters
The following list describes the typical responsibilities of a Recruiter:
Adhere to a strong work ethic and sense of commitment.
Adhere to laws, rules and regulations.
Ad hoc projects as they occur.
Administer pre-interview assessments.
Advise hiring managers to help them make better hiring decisions.
Advise on the best recruiting strategy.
Advise others on best practices regarding the hiring process.
Advocate for minorities and ensure equality across all business functions.
Analyze HR Recruitment metrics and communicate trends.
Answer candidates' queries regarding the application process.
Arrange and conduct New Hire On-Boardings.
Arrange management interviews by coordinating schedules.
Articulate in writing a plan with deliverable, timelines and a formal tracking process.
Assist candidates in their induction into ATG.
Assist HR with specific activities when needed.
Assist in development and maintenance of social media presence including website updates.
Assist in the development of recruiting materials, brochures, etc..
Assist or lead recruiting projects.
Assist with ad hoc projects and other regions recruiting needs as needed.
Assist with database queries in screening and follow up with eligible candidates.
Assist with developing advertising programs to ensure high visibility with potential candidates.
Assist with developing and conducting training programs for managers with a goal of improving.
Assist with employer branding and ensure we offer a positive candidate experience.
Assist with facilitating the new-hire onboarding process.
Assist with international recruitment assignments and career fairs as required.
Assist with managing internal referrals.
Assist with on-boarding new hires.
Assist with payouts and end of day responsibilities.
Assist with the coordination of employee events and company merchandise.
Assist with the development and implementation of recruitment plans.
Assist with the planning and execution of the summer internship program.
Assure compliance with all federal, state and local employment laws.
Assure compliance with applicable state, federal, CHAP, and Joint Commission standards.
Assure internal and external approvals.
Attend and organize recruiting events to build company presence and relevant candidate pipelines.
Attend & participate in company related motivational / educational classes.
Attend / participate in HR networking opportunities.
Attend recruiter conferences and events.
Attract, screen, interview and assess talent.
Balance of emotional, intellectual and business acumen.
Begin developing relationships with managers across the company.
Build and maintain a strong pipeline of top talent for recurring and hard-to-fill roles.
Build and maintain effective relationships with and ensure timely communication with candidates.
Build and manage relationships with staffing partners.
Build a robust, diverse talent pipeline.
Build a strong diverse pipeline utilizing competitive intelligence through market research.
Build effective relationships with HR partners, hiring managers and employees.
Build networks to find qualified candidates.
Build or expand existing database of technical candidates.
Build talent pools and drive social media content to attract candidates.
Build trusted partnerships with hiring managers and Store Leadership team.
Carry out recruiting communication (ex. acknowledge candidates and qualified leads).
Coach and train recruitment interns or junior recruiters within the team.
Coach clients throughout job search and retention as latent effects of abuse are triggered.
Cold call, email talent and take skype meetings as needed during negotiation.
Cold call, use SalesLoft cadence and create projects in LinkedIn Recruiter.
Collaborate with hiring teams to understand hiring needs and develop recruiting plans.
Collaborate with HR partners and other Talent Acquisitions.
Collaborate with marketing to promote events and develop trendy promotional items to bring to campus.
Collaborate with onshore and offshore teams to run the process smoothly.
Collaborate with other internal recruiters to share creative approaches on finding the best talent.
Collaborate with the People team to enhance the candidate experience.
Collect position requirements, and post job ads on job boards.
Communicate and update homeowners on the status of their property in case of any changes.
Communicate details of the various benefits programs and eligibility.
Communicate regularly with travel nurses regarding assignment-related details.
Communicate with Hiring Managers.
Compile data and prepares reports, synthesizes complex data, and participates in audit preparation.
Compile management reports.
Complete on-boarding sessions with new employees.
Complete placement and on boarding on client site.
Complete required daily, weekly, monthly reports as required.
Conduct background checks as required and assist in onboarding if necessary.
Conduct candidate resume reviews and call, screen and qualify candidates.
Conduct Interviews for the hiring managers when requested.
Conduct new hire orientation.
Conduct outreach and attend special events as needed and available.
Conduct phone-screens and manage the entire interview process from sourcing to offer.
Conduct phone screens and skills assessments.
Conduct phone screens to understand qualifications of candidates.
Conduct prescreen interviews.
Conduct reference calls and background checks.
Conduct reference checks and background investigations.
Conduct reference checks when necessary.
Conduct thorough research and creative sourcing strategies for executive level roles.
Consistent inbound / outbound pipeline development effort on a weekly basis.
Contribute to building Lev's culture.
Coordinate and communicate employment start dates and orientation.
Coordinate and communicating interview schedules, including interviews and new hire onboarding.
Coordinate and schedule interviews with appropriate team members and hiring managers.
Coordinate college visits and intern candidate interviews.
Coordinate face to face interviews with short listed candidates with hiring managers.
Coordinate interviews and travel with candidates and the hiring manager.
Coordinate interviews with candidates and members of the hiring team.
Coordinate with engineering team leaders to forecast department goals and hiring needs.
Coordinate with hiring managers to determine position requirements.
Create accurate and searchable boolean strings via LinkedIn and google.
Create and edit job descriptions to publish on careers page, job boards, and social media.
Create and execute a strategic recruitment plan.
Create and implement employee relations policies to help increase employees' job satisfaction.
Create and maintain effective job descriptions and postings.
Create and maintain job descriptions.
Create and maintain strong stakeholder and hiring manager relationships.
Create and own the candidate interview process.
Create daily and monthly reports on staffing productivity.
Create, edit and strategically post job postings across various platforms.
Create offers within Workday.
Database documentation of marketing / development progress for client companies.
Define job profiles which aligns with business objectives.
Define, measure and prove ROI to internal stakeholders.
Deploy unique sourcing strategies to bring in new team members.
Design and develop Aergo's electronics system to meet user requirements and product specifications.
Design and execute strategic campus recruiting and events program.
Determine applicant qualifications by interviewing applicants.
Develop and build a pool of candidates proactively.
Develop and coordinate job postings.
Develop and execute recruitment plans and attract new students.
Develop and execute sourcing strategies.
Develop and implement recruiting strategies.
Develop and maintain candidate slates for current and future positions.
Develop and maintain client and candidate relationships.
Develop and maintain college campus relationships and attend local career fairs and events.
Develop and maintain relationships with candidates, universities and other recruitment sources.
Develop and roll out interview scorecards.
Develop and update job descriptions.
Develop and update job descriptions and specifications.
Develop an in-depth knowledge of Constellation Adviser's business.
Develop a pool of qualified candidates in advance of need.
Develop a strong pool of talent through networking on various groups online.
Develop end to end recruitment process that is scalable, seamless and optimized for results.
Develop new client leads through networking and business development activities.
Develop new ways to recruit candidates and participate in recruiting / sourcing efforts.
Develop recruiting plans to meet short and longer term organizational needs.
Develop recruiting strategies that meet anticipated staffing needs.
Develop relationships within the team to encourage open lines of communication.
Develop relationships with passive and active candidates, using a variety of strategic methods.
Develop strong relationships and partner with the hiring manager, business leaders, and HR.
Direct the effective administration of candidate offers and on-boarding pre-employment processes.
Disciplined use of unit, integration, and functional tests with a quality mindset.
Dispatch requisitions to Network Partners as needed.
Documented, successful attainment of previously established goals.
Document individual subject's participation while involved in study activities.
Draft and publish job postings.
Draft job descriptions and post them to various job boards.
Drive efficiency and effectiveness through leadership influence and partnership.
Drive offer approval, extensions and negotiations.
Drive offer process – including extending offers, closing candidates.
Drive, tenacity, positivity and a desire to win!.
Educate hiring managers on the recruiting process, timelines, roles and responsibilities.
Effectuer les entrevues avec les candidats.
Engage the Recruitment Technology for job posting process.
Engage with civic, social, and other groups to provide information concerning job possibilities.
Engage with passive talent using sourcing tools and strategic sourcing methodologies.
Ensure all paperwork is forwarded to the appropriate parties.
Ensure all recruitment related paperwork complies with GDPR.
Ensure all recruitment related paperwork complies with GDPR and the company's Data Retention Policy.
Ensure an excellent candidate experience throughout the recruitment process.
Ensure a positive candidate experience throughout recruitment and interview process.
Ensure a positive candidate experience throughout the recruitment and interview process.
Ensure a seamless experience for hiring managers, interviewers as well as candidates.
Ensure campus activities identify a diverse talent pool meeting core skill requirements.
Ensure compliance and reporting for all federal and state-specific hiring practices.
Ensure compliance with legal and regulatory requirements and internal policies.
Ensure diversity is a top priority.
Ensure recruiting messages align with MMA recruiting brand.
Ensure that direct enquiries and direct applications are converted via focused follow up activity.
Ensure that job requisitions are posted to all relevant career sites.
Ensure the confidentiality and integrity of the information being accessed.
Establish and develop relationships with Global Recruiting partners and Business Leaders.
Establish and negotiate employment agreements and offer letters.
Establish, cultivate, and maintain.
Establish robust recruitment pipelines that are matched to the needs of the operations team.
Evaluate and identify areas within the current sourcing model to achieve efficiency and productivity.
Evaluate and implement strategic sourcing plans for specific positions.
Evaluate and present a diverse slate of qualified candidates to hiring manager for interviewing.
Evaluate and screen applications, resumes and cover letters.
Evaluate candidates based on their interview and assignment performance.
Evaluate candidates based on their interview and provide feedback in a timely manner.
Evaluate candidate strengths versus client requirements.
Evaluate factors such as experience, education, skills, fit within the company.
Evolve the payment processor platform to increase performance and extensibility.
Execute against a unique sourcing strategies to build diverse pools of candidates.
Execute on your ideas and recommendations to position the team for exponential growth.
Execute recruiting plan and strategy in assigned territories.
Execute the sourcing, screening, interviewing, evaluation, and offer negotiation process.
Facilitate new hire orientations & onboarding process.
Facilitate the offer process by extending an offer and negotiating employment terms.
Fill out the short application form below and we'll be in touch.
Follow company recruiting process to fill open positions.
Follow diversity steps in hiring process and meet diversity Key Performance Indicators (KPIs).
Follow Joint Health and Safety rules and regulations at all times.
Follow up on the interview process status.
Foster relationships with candidates, hiring managers, and business partners.
Full cycle high volume recruitment for Healthcare Aids, Nurses, and other medical professionals.
Generate leads through referrals, social networking, campaigns and other avenues.
Generate your own pipeline of candidates utilizing a variety sourcing methods.
Handle inbound, unsolicited prospect calls.
Handle multiple requests simultaneously and provide professional support to managers.
Help build and maintain relationships with external talent providers.
Help hiring team create candidate evaluation forms.
Help them picture their career at.
Host in-house / virtual recruiting events by specific department or field of expertise.
Ideally at the principal and named accounts levels.
Identify and present solutions that promote the value of Randstad.
Identify engineering and field support talent for the US businesses.
Identify opportunities for improving candidates overall experience.
Identify opportunities for improving the candidate experience.
Identify opportunities to match suitable program participants to employer job vacancies.
Identify, source, and screen candidates to fill roles within the organization.
Implement hiring strategy to maximize results from each channel.
Increase the talent level for one of the top growth engines.
Inform candidate of company's decision.
Input and maintain employee records in Workday, ensuring it is up-to-date and accurate at all times.
Interview scheduling and meeting coordination support.
Juggle multiple priorities with finesse.
Keep Blink Health at the forefront of new and established sourcing tools and opportunities.
Keep good relationship with prospective and current students and their parents.
Keep records of important metrics such as recruiting costs, vendor costs, and more!.
Keep up-to-date with new technological trends.
Lead and participate in recruitment and retention-related projects.
Lead Colleges and University recruitment initiatives through liaising with campus placement services.
Lead employer branding initiatives.
Lead employment branding initiatives and other talent acquisition projects.
Lead internal debrief meetings and manage on-campus recruiting events.
Led / worked on projects focused on employer brand development.
Leverage data to better understand all recruitment efforts and adjust accordingly.
Leverage Networking and Recruitment events to reinforce CGC career opportunities.
Leverage technology to locate, engage, and attract prospective candidates.
Leverage the use of applications and software to continually improve the recruiting process.
Liaise with recruitment agencies.
Maintain accuracy, accessibility, and confidentiality of volunteer records and reports.
Maintain accuracy of applications through inputting necessary criteria into SalesForce.
Maintain a high amount of empathy and show emotional awareness.
Maintain all job postings and social media postings.
Maintain all pertinent applicant and interview data in the Human Resources Information System.
Maintain an expert level understanding of all recruiting processes in a rapidly changing environment.
Maintain applicant tracking syste m.
Maintain a qualified pipeline of candidates across several capability / practice areas.
Maintain a strong recruiting system.
Maintain ATS data integrity.
Maintain awareness of global regulatory developments with regards to all business activities.
Maintain consistent HR practices and the interpretation of policy and legislation.
Maintain critical metrics and provide the highest data integrity within reporting.
Maintain current available homes and on-call list.
Maintain effective relationships within the sales team.
Maintain employee files ensuring that they are always up to date.
Maintain employee records (attendance, EEO data etc.) according to policy and legal requirements.
Maintain high standards of customer service and ensure your guests are well looked after.
Maintain recruiting metrics (cost per hire etc).
Maintain reporting metrics and generate reports on regular basis.
Maintain & utilize data reports and performance metrics on a regular basis.
Make hiring recommendations.
Make quick presentations of candidates to internal account managers.
Make verbal offers agreeing salary and location of new hires.
Make your mark in the fight against cancer.
Manage a 10-12 requisitions at a given time with potential to take on more as business needs dictate.
Manage all stages of the Recruitment Process from Role Briefing to Offer and OnBoarding.
Manage and administer online tests and assessments for candidates.
Manage and coordinate all communication with candidates.
Manage and maintain applicant tracking data / system.
Manage and report on candidate activity.
Manage calendar for all hiring teams and candidates.
Manage candidate data, evaluations and candidate progress.
Manage candidates in the process to provide them with the most delightful candidate experience.
Manage consultative relationship with hiring managers.
Manage front desk, answer employee questions and welcome visitors.
Manage full cycle recruiting process for technical ensuring a positive candidate experience.
Manage full cycle recruiting process from source to close.
Manage full life cycle of recruiting process from specification through the employment offer.
Manage / maintain recruiting data and metrics for client group (s).
Manage on-boarding process for hired candidates.
Manage relationships both with candidates and internal hiring managers.
Manage relationships with 3rd party recruiting partners.
Manage the candidate experience, assess talent and drive decisions from the business.
Manage the full cycle recruitment process for Technology roles.
Manage the offer and pre-onboarding process for selected candidates.
Manage the process from interview through offer stage.
Manage the recruitment process.
Manage the recruitment process and hiring pipeline on Workable.
Manage the recruitment process from start to finish.
Manage the submission and interviewing process with candidates and hiring partners.
Manage time and be highly organized with the ability to work both collaboratively and independently.
Manage to the organization's hiring standards of consistency and fairness.
Master the use of social media and the best sourcing techniques.
Measure company NPS score.
Meet or exceeds financial and operational targets.
Meet with hiring managers and HR to discuss their hiring needs and formulate strategy.
Meticulously maintain ATS prospect files with updated and accurate data.
Mobile phone stipends, monthly subway pass reimbursement and fitness reimbursement.
Model the behaviors of a true team player and guardian of the Okta culture.
Monitor / audit job requisition and candidate files and track applicant flow.
Monitor progress against key metrics.
Monitor progress and take actions when things go off track to ensure goals are met.
Multi-Task, complete more than one task at a time to provide quality service to customer.
Navigate candidates through the Mavencare vetting process.
Negotiate and decide the cost / salary of the employee in consultation with the higher management.
Negotiate and discuss offers with all parties involved.
Negotiate and support the hiring manager in the compensation package and offers.
Negotiate competitive pricing with studio representatives against budgetary restrictions.
Negotiate rates with the Vendors / Clients.
Network, build relationships, and sell the Saxony brand.
Obsessed with creating great experiences for travel nurses.
Onboard new employees in order to become fully integrated within the organization.
Onboard new hires and grow the company culture internally.
Onsite fitness equipment, change rooms (including towel service!).
Operated within or on behalf of high growth SaaS companies.
Oversee and coordinate employment open houses and job fairs.
Oversee Seattle office operations and manage office supplies and equipments.
Oversee the onboarding process for new partner entities.
Own and deliver the Company's end-to-end recruitment service.
Own full-cycle recruiting across multiple teams.
Own, manage and drive full lifecycle recruiting process from sourcing to offer acceptance.
Own the full recruitment life cycle, from initial outreach to closing stages.
Participate and contribute positively in meetings with Indigenous representatives, joint venture.
Participate at events and meetups to network with technology professionals.
Participate in and travel to industry events and conferences to build talent pipeline.
Participate in employee share option scheme.
Participate in new-hire onboarding communication meetings.
Participate in peer reviews.
Participate in process improvement projects with the broader Talent Acquisition team.
Participate in tech conferences and meetups to network with tech professionals.
Participate in various industry events to attract talent.
Participate in weekly meetings with the recruiting team and management.
Perform face-to-face interviews with prospective applicants.
Perform in depth candidate interviews to assess qualifications.
Perform LinkedIn Recruiter searches to proactively recruit new potential consultants.
Perform other departmental duties as assigned.
Perform other duties and responsibilities as required or requested.
Perform pre-screening calls to assess candidate's abilities.
Perform research on market salary data and hiring trends.
Perform various ad-hoc duties when required.
Periodically inspect vehicles for conformity and cleanliness.
Pinpoint and inform clients of potentially helpful career-related opportunities.
Plan and carry out recruiting activities that ensure high quality hires in a timely manner.
Plan and conduct recruitment and selection processes (interviews, screening calls etc.).
Plan and implement recruitment campaigns according to clinical trial protocol requirements.
Plan, develop content for the DLS and vKey websites and social media accounts. (.
Post job ads through internal and external resources.
Post open positions on various job boards.
Post requisitions on Applicant Tracking Software and external job boards.
Prepare and manage candidates for the interview process through.
Prepare a report on a weekly basis for the tasks completed or in progress.
Prepare recruitment materials and post hourly jobs to appropriate job boards.
Prepare the consultants for the end client interviews.
Prepare the JDs for the position in consultation with the senior team.
Present an appropriate business casual appearance.
Present new recruiting opportunities to the Recruiting Manager.
Present qualified list of pre-screened candidates to hiring manager.
Problem-Solve issues and ensure reqs are prioritized and have solid recruiting strategies.
Produce delight with customers and talent.
Promote the Interactive Brokers brand in hi-tech communities in Estonia and neighbouring countries.
Prompt and recruit students for the academic planning program.
Prompt and recruit students for the K-12 tutoring courses.
Provide administrative support for reporting, HRIS data integrity, and pre / post-hire processes.
Provide administrative support to HR staff.
Provide analytical and well documented recruiting reports.
Provide analytical and well documented reports to the rest of the team weekly.
Provide an efficient and high-touch experience for every candidate, from cold call to offer.
Provide customized recruiting strategies – not one size fits all.
Provide feedback, motivation, coaching, positivity, and accountability.
Provide guidance and insight to management to help attract and retain top talent.
Provide guidance to Hiring Leaders on recruitment skills and the overall hiring process.
Provide high touch experiences to all candidates and internal stakeholders.
Provide hiring recommendations to Branch Manager.
Provide input into the planning and implementation of operational programs.
Provide insight and guidance to company leadership around strategic hiring plans.
Provide ongoing valuable advice and recommendations to your team, candidates and clients.
Provide regular updates and feedback to managers.
Provide reports as appropriate.
Provide solution oversight on implementation projects.
Publish new job listings to internal and external job boards.
Recruit (2 years of experience is required).
Recruit direct hire professionals and consultants for the company's locations.
Recruiter / Sourcer's primary focus is to source candidates and fills job orders.
Recruit for other areas within company when needed.
Recruit graduates of colleges, universities and other educational institutions.
Recruit, screen, and schedule interviews for candidates.
Recruit through various sourcing methods, ATS systems, and modern media connections.
Recrutement à haut volume, en agence (un atout).
Refine and execute regional talent acquisition strategy.
Relocation Assistance unavailable at this time.
Report preparation –Prepare search status reports for clients that capture progress to date.
Research, uncover, and engage top talent using creative methods and sources (more than LinkedIn).
Respond to employee benefits questions from both active and previous employees.
Respond to RFPs and client proposals.
Return all phone calls / email responses to interested patients within 24 - 48 hours.
Review and assess applicant's education, experience, training, and other qualifications.
Review and clarify job specifications, competencies and skills required.
Review and screen applicants in Greenhouse / Applicant Tracking System.
Review applicants to verify if position requirements are met.
Review applicants using various on-line recruiting systems.
Review employment applications and facilitates security checks.
Run a full-cycle recruiting process with a focus on Sales positions.
Run daily stand-up and ensure team is tracking to metrics.
Run recruitment and offer processes as well as tracking of candidates.
Schedule and conduct prescreening telephone interviews with candidates.
Scope, plan and manage campus recruiting events.
Screen and assess candidates to determine their suitability.
Screen candidate to assess skill \u0026amp.
Screen resumes and applications and follow up with candidates on hiring processes.
Script tutorial videos for documentation.
See what it's like working at Ticketmaster.
Self-Motivator and a go-getter with diligence to a given task.
Send all pay end reports in a timely and accurate fashion Deal with all pay issue efficiently.
Set up and assist new staff with the onboarding process.
Source and identify passive candidates to help build out Slack's Sales team.
Source and recruit candidates for open positions.
Source and recruit candidates using databases, social media, etc..
Source candidates through networking, professional organizations, social media, LinkedIn, etc..
Source candidates through online channels (e.g. professional networks and portfolio sites).
Source candidates via social media channels and deep web sourcing techniques.
Source for passive talent individuals for engineering, product, design and testing teams.
Source potential candidates on niche platforms.
Source potential candidates using various approaches and platforms.
Source potential candidates via professional platforms.
Source, screen, interview, and recommend appropriate candidates to managers.
Source to fill a strong, diverse pipeline for open positions.
Strength in developing and implementing sourcing strategies.
Strive to be the best, individually and as a team.
Suggest improvements to the interview process when opportunities are observed.
Suggest new ideas for improving talent acquisition activities.
Support a variety of ongoing projects and programs.
Support Clinical Trials (under responsibility of the Principal Investigator).
Support global recruiting strategy and initiatives.
Support policies and procedures, compensation & benefits, best practices and employee relations.
Support the client's specific strategic and operational goals.
Support the HRBP Tech and the Chief People officer to define the hiring plan.
Support the Talent Acquisition team when they need you and of course they will be there for you!.
Support with fair candidates evaluation.
Surge support with recruiting activities.
Take action when answers to a problem are not readily apparent.
Take part in creation, implementation, and maintenance of recruiting / sourcing programs.
Taleo ATS, maintain hiring critical metrics, compliance with EEOC.
Tech-Savvy and able to discuss technical roles with technical people.
Thoroughly assess candidate skills and cultural fit.
Those studying Business and Human Resources preferred.
Track all recruiting activity using Meraki's ATS holding an eye for data driven recruiting practices.
Track and fill requests for new remote contributors.
Track and manage all recruitment metrics and provide reports to the broader HR team.
Track and report key metrics designed to measure and predict staffing activity.
Track applicant flow and maintain job files.
Track key process measures and maintain the online applicant tracking system (ATS).
Track record of making a strong contribution to large projects that drive efficiency and innovation.
Track recruitment metrics such as time-to-hire, source of hire, and time-to-fill.
Track recruitment pipelines, priorities, and performance data for team and management reporting.
Train and develop new team members.
Train and mentor future team members on best sourcing, recruiting, and candidate closing practices.
Train and supervise staff.
Train clients and provide subject matter expertise on recruiting issues.
Train new hospital leadership on externship expectations and protocols.
Try to find a quiet place with good lighting and a stable internet connection.
Understand each job description and benefits / requirements for open jobs.
Understand the Client requirements.
Understand the different hiring channels for delivering the best talent.
Understand Toppr's journey, its values and mission.
Understand underlying recruiting metrics, demographics, and other data to provide impact.
Update, advise and coach hiring managers throughout the recruitment process.
Update and edit templates within ATS.
Update databases with all necessary notes for every candidate.
Update performance reports.
Update staffing reports (Recruitment tracker, hiring report, etc.).
Uphold interpersonal confidentiality and compliance.
Use a combination of tech and touch approaches that require exceptional documentation.
Use hands-on sourcing techniques.
Use multiple hands-on sourcing techniques including.
Use online tools to facilitate collaboration of business partners involved in recruiting process.
Use recruiting software to keep track of open roles.
Use various innovative research methods to source and develop a diverse candidate pipeline.
Utilize existing tools and make recommendations to improve operational efficiencies.
Utilize internal and external networks to leverage best practices in recruitment and selection.
Utilize third-party vendors to source new HVAC technicians.
Utilize tools such as search engines, job boards, LinkedIn and social channels to source candidates.
Vet and interview all candidates utilizing behavioral-based interviewing methodologies.
Welcome new hires and act as point of contact for new employee questions.
Work according to the rules, regulations and recruitment strategies of the organization.
Work alongside the team to successfully execute the ambitious hiring roadmap.
Work closely with Human Resources on team building and employee experience initiatives.
Work closely with Sr. People Manager to ensure quality control of talent onboarding.
Work closely with the Management team to actively source and vet candidates for vacancies.
Work collectively with upper management.
Work in a professional office and / or remote office environment.
Work independently off site, partnering with hiring teams to source, assess and hire global staff.
Work may also be performed outside of the office and with little to no supervision.
Work on projects that aim to improve processes within either Recruiting or HR.
Work to deliver a diverse slate of candidates wherever possible.
Work very closely with hiring managers through full lifecycle.
Work with a sense of urgency, while maintaining candidate quality.
Work with C-Level executives and senior management to meet firm's hiring needs.
Work with client Hiring Managers and business unit leaders to define and document hiring forecasts.
Work with Clients & Implementation Partners.
Work with leadership to write job descriptions to include qualifications and skill sets.
Work with other branches to fill staffing needs.
Work with the Head of HR to forecast future recruitment demand and the filter of profiles onboarding.
Work your networks to find and screen the best creative talent for open roles for Canada.
Write and place job advertisements on various websites.
Write and post job descriptions.
Write captivating and motivating job postings and descriptions.
Most In-demand Hard Skills
The following list describes the typical required hard skills of a Recruiter:
Recruiting
Microsoft Excel
Human Resources
Sourcing
Microsoft Word
Customer Service
Microsoft Office
Business Development
Outlook
Powerpoint
Sales
MS Office
Marketing
Workday
Social Media
Linkedin
Calendaring
Google Mail
Shared Drives
Linkedin Recruiter
Microsoft Office Suite
Project Management
Workable
Business Administration
Staffing
Interviewing
HRIS
Generation Strategies
Design
Technical Recruiting
Sourcing Techniques
Talent Acquisition
CRM
Job Boards
Track Record
Full Life Cycle Recruiting
Greenhouse
Full-Cycle Recruitment
Resume Databases
Business Acumen
Partnering
Human Resources Management
Networking
Communications
Accounting
Management
Corporate Recruiting
Social Media Recruiting
Taleo
Relationship Building
Screening
Assessment
Account Management
Advertising
Office Applications
Reporting
Lever
Hr Databases
Manufacturing
PPT
Cold Calling
Labor Legislation
Most In-demand Soft Skills
The following list describes the typical required soft skils of a Recruiter:
Written and oral communication skills
Interpersonal skills
Organizational capacity
Attention to detail
Problem-solving attitude
Time-management
Self-motivated
Sense of urgency
Creative
Negotiation
Work independently with little direction
Analytical ability
Team player
Work ethic
Organized
Bilingualism
Influencing
Make decisions
Self-starter
Take direction and execute a plan
Positive attitude
Flexible
High sense of urgency
Competitive
Self-confidence
Detail-oriented
Proven track record of success
Collaborative
Presentation
Agile
Priority management
Professionalism
Proactive
Integrity
Resourceful
Results-oriented
Adaptable to changes
Confident
Decision-making skills
Persevere in a fast paced dynamic environment
Take initiative
Perseverance
Desire to succeed
Enthusiastic
Leadership
Listening
Discern creative
Curious
Networking
Accurate
Innovative
