Associate Recruiter

Roles and responsibilities

Responsibilities

As a Associate, you'll work as part of a team of problem solvers, helping to solve complex business issues from strategy to execution. PwC Professional skills and responsibilities for this management level include but are not limited to:

• Use feedback and reflection to develop self awareness, personal strengths and address development areas.
• Delegate to others to provide stretch opportunities, coaching them to deliver results.
• Demonstrate critical thinking and the ability to bring order to unstructured problems.
• Use a broad range of tools and techniques to extract insights from current industry or sector trends.
• Review your work and that of others for quality, accuracy and relevance.
• Know how and when to use tools available for a given situation and can explain the reasons for this choice.
• Seek and embrace opportunities which give exposure to different situations, environments and perspectives.
• Use straightforward communication, in a structured way, when influencing and connecting with others.
• Able to read situations and modify behavior to build quality relationships.
• Uphold the firm's code of ethics and business conduct.
  

Education (if blank, degree and/or field of study not specified)

Degrees/Field of Study required:Degrees/Field of Study preferred

Desired candidate profile

A Recruiter Associate (or Recruiting Associate) plays a key role in the recruitment process by supporting senior recruiters, hiring managers, and the HR team in finding and hiring top talent. This position often involves administrative tasks, sourcing candidates, scheduling interviews, and assisting with the overall recruitment strategy. Here’s an overview of the skills, responsibilities, and qualifications that are typically expected from a Recruiter Associate:

Key Skills for a Recruiter Associate

1. Communication Skills

• Verbal Communication: Strong ability to communicate clearly and confidently with candidates, hiring managers, and team members.
• Written Communication: Crafting professional job postings, emails, and candidate correspondence.
• Active Listening: Listening carefully to understand the needs of hiring managers and candidate concerns.
• Negotiation Skills: Effectively negotiating salary, benefits, and job offers when appropriate.

2. Sourcing and Talent Acquisition

• Candidate Sourcing: Proactively sourcing candidates from job boards (e.g., LinkedIn, Indeed, Glassdoor), networking events, employee referrals, and other platforms.
• Social Media Recruiting: Using platforms like LinkedIn, Twitter, and industry-specific forums to find passive candidates.
• Database Management: Utilizing Applicant Tracking Systems (ATS) and CRM tools to manage candidate pipelines and track progress.

3. Screening and Interviewing

• Resume Screening: Reviewing resumes and CVs to identify top candidates based on qualifications, experience, and fit for the role.
• Phone Interviews: Conducting initial screening calls to assess candidates' skills, qualifications, and interest in the role.
• Interview Scheduling: Coordinating interviews between candidates and hiring managers, ensuring that all logistical details are handled smoothly.

4. Organizational Skills

• Time Management: Managing multiple job openings, candidate pipelines, and interview schedules simultaneously.
• Record Keeping: Keeping track of candidate communications, interview notes, and feedback in an organized manner.
• Attention to Detail: Ensuring all aspects of the recruiting process are accurate and up-to-date.

5. Candidate Experience

• Candidate Engagement: Maintaining positive relationships with candidates throughout the recruiting process to keep them engaged and informed.
• Providing Updates: Keeping candidates informed of their status throughout the process and offering constructive feedback when needed.
• Onboarding Support: Assisting with the onboarding process once a candidate is hired, including preparing offer letters, conducting reference checks, and facilitating pre-employment documentation.

6. Relationship Building

• Building Trust: Establishing strong, professional relationships with both hiring managers and candidates.
• Collaboration: Working closely with senior recruiters, HR, and hiring managers to ensure that the recruitment process aligns with company goals and culture.
• Vendor Management: Coordinating with recruitment agencies, job boards, and other external vendors if needed.