Recruiter, Talent Manager

Complete with job descriptions, skill profiles, and interview templates. Use this Recruiter hiring guide to help you make the right decisions, fast.

A recruiter’s role is to match suitable candidates to job opportunities on behalf of employers. Recruiters typically specialize in a specific industry or area. A recruiter may specialize in financial planning within the banking and finance sector, or only work with hiring managers and candidates looking for contract work. This means they have an intimate knowledge of the market – what employers are looking for, what jobs are in demand, what positions are available within the sector, who’s applying for roles and what a stand out candidate looks like.

• Design and implement the overall recruiting strategy
• Source and attract candidates by using databases, social media, etc
• Conduct interviews and filter candidates for open positions
• Develop and update job descriptions and job specifications
• Prepare recruitment materials and post jobs to appropriate job boards/newspapers/colleges etc
• Screen candidate resumes and job applications
• Assess applicants’ relevant knowledge, skills, soft skills, experience, and aptitudes
• Negotiate employment terms and salaries
• Onboard new employees in order to become fully integrated
• Monitor and apply HR recruiting best practices
• Act as a point of contact and build influential candidate relationships during the selection process
• Promote company’s reputation as “best place to work”

A recruiter finds qualified candidates for a job opening and works to meet the demands of both the employer and the employee throughout the hiring process. The recruiter owns the end-to-end process of talent acquisition.

Step 1: Understand the role

Step 2: Source Applicants

Step 3: Skills Assessment

Step 4: Interview

Step 5: Hire

To find the best person for the role, you need to understand what the role involves. You can complete this with the hiring manager to define the role, its contribution, and the skills needed.

Once you understand the requirements for the role, you’ll need to understand the skills for success. You can then write an effective job description to promote your role.

See which applicants have the right skills for the role. Send all your applicants a Vervoe skills assessment from the expert library, or customize one for your organization.

Your skills assessment results will identify top performers. Focus your time on interviewing those that have met or exceeded your requirements. Assessment results will also help guide which skill areas to focus on in the interview.

Once you assess your candidates against these skills, you’re ready to offer the top performer(s). You should base your offer on the value that the candidate would bring to your team and your business as a whole. It is also important to ensure your compensation and benefits packages are competitive in the industry and help you attract and retain the top talent.

A marketing assistant must have excellent stakeholder management skills and a good understanding of the content requirements for marketing. They will be across all forms of social media and understanding various marketing strategies at a high level.

Communication is key when it comes to recruiters and their candidates. Candidates feel at ease when they are kept up to date with any roles they have applied for. Keep an eye out for any applicants who place importance on communicating with stakeholders.

Job Title: What position are you hiring for?

Summary: What makes your company unique? What would it be like to work for you?

Responsibilities: An overview of the role’s day-to-day activities, and…