Review. Successfully review job descriptions in to understand the needs of the hiring manager as well to ask questions that’ll help you identify the right candidate(s). This is by far the most important skill a technical recruiter needs.Understand technology, technical roles and technical skills. Learn and evaluate your technical skillsIdentify. Sourcing and uncovering candidatesScreen. Ascertaining the competence of candidates against a technical job descriptionInterview. Meeting candidates in person, telephone, or video conference etc to assess their qualificationsFollowing up. Keep your candidates in the loop. This goes a long way to build your credibility and keep your candidates either coming back to you or sending referrals to you. Read my article on following up with candidates and also why candidates are rude to their recruiters

providing help and advice to customers using your organisation's products or services;communicating courteously with customers by telephone, email, letter and face to face;investigating and solving customers' problems, which may be complex or long-standing problems that have been passed on by customer service assistants;handling customer complaints or any major incidents, such as a security issue or a customer being taken ill;issuing refunds or compensation to customers;keeping accurate records of discussions or correspondence with customers;analysing statistics or other data to determine the level of customer service your organisation is providing;

Delegating tasks Monitoring the team’s performance Assisting the team by performing the tasks with them Helping with training and development Completing paperwork (yes, there’s always admin to do) Handling complaints (from both staff and customers) Helping to hire new staff Reporting to senior management