Job Responsibilities
I manage the hiring process from our Corporate Headquarters
working with all departments to; open hiring requisitions;
source, screen, and select candidates; organize and conduct
interviews; assist my hiring managers with creating a recruiting
strategy; compiling the job descriptions; compensation planning;
organizing the interview team and structuring their candidate
selection process; and most importantly I take the candidate
through the interview process, close them on the opportunity and
assist them until the time they become a new hire.
I develop and manage numerous recruiting programs; building and
managing the candidate pipeline through online
research/resources, cold-calling, advertisements, job fairs,
etc.; Enforce diversity and equal employment opportunities;
sustain a network with other technology recruiters and resources;
design the company career website, recruiting collateral, and
advertisements; work tradeshows with the marketing teams to
further develop my knowledge of the industry, our customers,
partners, and acquire recruiting leads; attend department
meetings to keep my daily activity consistent with company
objectives.
I also manage a great deal of data entry from creating the
employment requisition, processing applicant information, offer
letters, approval forms, and new hire information. I generate
reports to evaluate the recruiting expenses looking at cost-per-
hire, source-of-hire, and time-to-hire figures.
The majority of my day is spent sourcing, screening, and
distributing candidates for the active job openings. Much of my
time is spent scheduling interviews for the hiring managers and
their interview team. I help each candidate understand the
opportunity, the requirements of the position, the contribution
they can make, who they would be working with, how they would be
compensated, and I make sure they know the company and the
culture. Nearly every week I have recruiting meetings with
managers who have a new opening. Daily, I follow-up with
managers to determine interview feedback, begin the offer
process, or re-strategize when we don't find the right fit.
On a daily basis I spend as much time on the computer as I do on
the phone and run from meeting to meeting and interview to
interview.
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Job Requirements
Before I went into recruiting I had spent seven years in
Semiconductor sales/engineering support. I started work with
just a high school diploma, later finished a certificate program
in Marcom at San Jose State University, and have taken a number
of Human Resource Management courses.
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Uppers
The greatest reward for me comes from the daily unexpected challenges and
personal interaction. I truly enjoy finding a person who would really benefit
from the job opportunity I have to offer and helping my employer to meet their
business objectives by bringing the best talent to the company.
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Downers
I am always let down when a manager has an agenda that may
motivate them to place someone in the job when it may not be a
good fit for either of them. But the hardest part of my job is
telling the candidate when they are not selected and you know
they had their heart set on it.
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Lifestyle
Most technical recruiters have flexible work hours which is important when you
may be calling east coast candidates at 6am and finishing interviews at 7pm.
Working on international positions can make for an even more demanding schedule.
Luckily phone interviews and online candidate sourcing can be conducted on
occasion from home. Recruiting is so much like sales that you find yourself
"always recruiting" it??s a 24/7 kind of job. You may travel to other offices or
for tradeshow and job fair events. The technology environment is typically
casual, I wear a lot of slacks and add the suit jacket for meetings with the
higher-level managers and candidates.
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Compensation
I started recruiting in an agency where I earned straight
commission and barely made 20k my first year. In my first
corporate Recruiting Associate position I tripled my income
making $22/hour and another $15,000 that year just in overtime
but I was on an agency contract with no paid-time-off or
benefits. My last two technology companies I was a regular
employee with a base salary of $65k, plus profit sharing, stock
options, and full medical, dental, insurance package. I turned my
stock options grants and ESPP into $90k over three years of
employment. Not bad for someone lacking a college degree.
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Advice to Jobseekers
Three years in agency recruiting and working administrative
support positions in corporate recruiting was my training ground.
I took a few backward steps before getting ahead of where my
career had been in sales support but I found recruiting to have a
natural fit for my personal skills and interests. Many
recruiters I've know have done nothing but technical recruiting.
I strongly advise getting as much expose to all departments in a
corporation to increase your value and recession-proof your
career.
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