The areas of responsibilities/skills for the Senior Talent Acquisition Specialist: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 recruitersPresent. Showing or offering candidate resume to hiring managers to scrutinize or considerThe end result needs to be the presentation of employ-able and qualified candidates for technical positions in various industries and for job roles such as in software development, systems administration, database, architecture, business processes etcTechnology knowledge – Ability to understand technology and to keep abreast of technology trends at client company. See more on technology knowledgeConfidence – The ability to be comfortable in who one is. If you don’t know the know it, learn it and do not try to fake it. It may be off-putting to your candidate when you try to fake technical knowledge.Maturity – Recruiter level needs to equal or above that of the candidate ( an example is a new recruiter with about 6 months experience trying to recruit a Director of IT). That being said, nothing is impossible. Technical knowledge, confidence, and maturity make up for the lack of specific recruiter experience.

• Complete Recruitment Cycle for Technical and Non-Technical Skills.• Sourcing suitable candidates from LinkedIn, Monster, Career Builder, Dice, ATS, Google, and other local websites.• Getting the best consultant for what the Client is looking at.• Position postings, direct sourcing/ cold calling, sourcing from resume databases and Job boards.• Expertise in high end to end processes of Recruiting Life Cycle.• Screening and shortlisting the right profile.• Interacting/emailing the screened/shortlisted candidates and checking their interest and availability.• Managed end-to-end Recruitment Life Cycle that includes sourcing, screening, scheduling & coordinating, interviewing, negotiating compensation packages, and onboarding.• Working with the team and answering the requirements as the earliest.• Answering all sorts of requirements based in the United States.• Briefing and Debriefing the consultants before and after the interview.• Complete Recruitment Cycle forSkills: Human Resources (HR) • Sourcing • Tech Recruitment • Full-life Cycle Recruiting• Customer Relationship Management • Communication skills • Empathy and social skills.

• Ability to plan, initiate and develop successful recruiting techniques in a highly competitive market.• Based on the client’s requirement, Sourcing & short-listing the candidates using Internal Database, job portals like Dice, Monster, Carrier Builder, Tech Fetch, Indeed, and LinkedIn.• Prescreened candidates with detailed phone-screens evaluating candidate’s compatibility with specific job requirements, ensuring a right fit, prior to submission to the client.• Coordinating with the clients for the interview• Recruited for permanent, full time, contract and contract to hire opportunities.• Has experience in dealing with GC Holders, UC citizens, H1B, OPT, & EAD for the requirements•Skills: Employer Branding · Technical Recruiting · IT Recruitment · Recruiting · Staffing Services