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What does a Technical Recruiter do?
Perform activities in the human resource area. Includes employment specialists who screen, recruit, interview, and place workers.
What are the Main Tasks of a Technical Recruiter?
- Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns.
- Analyze employment-related data and prepare required reports.
- Conduct exit interviews and ensure that necessary employment termination paperwork is completed.
- Conduct reference or background checks on job applicants.
- Confer with management to develop or implement personnel policies or procedures.
- Contact job applicants to inform them of the status of their applications.
- Develop or implement recruiting strategies to meet current or anticipated staffing needs.
- Hire employees and process hiring-related paperwork.
- Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.
- Interpret and explain human resources policies, procedures, laws, standards, or regulations.
- Interview job applicants to obtain information on work history, training, education, or job skills.
- Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms.
- Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act (ADA).
- Perform searches for qualified job candidates, using sources such as computer databases, networking, Internet recruiting resources, media advertisements, job fairs, recruiting firms, or employee referrals.
- Prepare or maintain employment records related to events such as hiring, termination, leaves, transfers, or promotions, using human resources management system software.
- Provide management with information or training related to interviewing, performance appraisals, counseling techniques, or documentation of performance issues.
- Review employment applications and job orders to match applicants with job requirements.
- Schedule or administer skill, intelligence, psychological, or drug tests for current or prospective employees.
- Schedule or conduct new employee orientations.
- Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate.
- Advise management on organizing, preparing, or implementing recruiting or retention programs.
- Coordinate with outside staffing agencies to secure temporary employees, based on departmental needs.
- Evaluate recruitment or selection criteria to ensure conformance to professional, statistical, or testing standards, recommending revisions, as needed.
- Evaluate selection or testing techniques by conducting research or follow-up activities and conferring with management or supervisory personnel.
- Review and evaluate applicant qualifications or eligibility for specified licensing, according to established guidelines and designated licensing codes.
