Let’s have a clear look at the responsibilities of the recruiters both junior and senior:
Junior recruiter:
Work closely with Hiring Managers to develop position profile
Create job description to be used to present to candidates and to post to job boards and internal gateways.
To develop appropriate sourcing strategies for each role.
Develop and Manage strong consultative relationships with hiring managers and candidates.
Perform screening of applicants to determine if they are qualified for the open positions
Responsible for building and developing internal working relationships with hiring manager
Participate in recruitment knowledge sharing and best practices.
Consistently meet the performance metrics as defined by the Director of Recruiting.
Senior recruiter[/b]
Write complete and detailed search assignments, ensuring an understanding of job duties responsibilities and business requirements.
Develop and maintain strong working relationships with [COMPANY NAME] leaders, vendors, community organizations, and other team members to create a partnership that yields success, predictable results and credibility.
Develop and maintain a network of contacts to help identify and source qualified leaders.
Review resumes and credentials for appropriateness of skills, experience and knowledge in relation to position requirements.
Provide complete, accurate, and inspiring information to candidates about the company and position.
Manages and coordinates all communication with candidates.
Interviews all candidates presented for detailed interviewing by hiring managers, and includes the use of face-to-face behavioral-based interviewing methodologies.
Manages the scheduling and logistics of all interviews between candidates and hiring managers.
Organizes, leads and documents post-interview debrief/feedback and post-mortems with interview teams and candidates.
Reviews the hiring manager’s interview performance with each candidate and take appropriate action when warranted.
Performs detailed reference checking and/or reference analysis on selected candidates and reviews results with hiring managers.
Manages the presentation, selection, offer, negotiation, closing, and administrative components involved in full lifecycle recruiting.
Conducts follow-up calls and quality-improvement studies with hiring managers and new hires.
Maintain accurate and well-ordered documentation on all candidates, searches, hiring managers interactions, and other recruiting activities to ensure a safe and thorough audit if required.
Initiates and maintains excellent working relations within the [COMPANY NAME] Human Resources organization.
Uses effective communication approaches that include proactively keeping others informed, appropriately expressing ideas and thoughts verbally and in written form, and timeliness.
Works cooperatively with all members of the staffing team to develop and implement staffing plans and activities.
Visits all hiring-manager departments to develop a thorough understanding of the department culture and uses that understanding to help candidates fully understand the opportunity.
Participates in the development of ongoing creative and cost-effective sourcing strategies.
Develops an effective pipeline of key talent potentially available for immediate hire as succession planning needs dictate.
Stays informed of trends and innovative recruiting techniques in order to be competitive in state-of-the-Art recruiting practices.
Works with and/or directs the efforts of a Recruiting Coordinator or Administrator.