Employability Portfolio: Professional Recruiter Job Description

Employability Portfolio 1
EMPLOYABILITY PORTFORLIO
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Professor’s Name:-
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Introduction
A professional recruiter works to fill job vacancies in organization and industries. As
professional recruitment personnel, the graduate will rely on resumes in assessing candidates or
actively target individuals with qualifications for the job. The job specifications of the graduate
include reviewing the applicant’s job experience, negotiating salaries of the new employees and
assigning the recruits to various job positions. Organizing and planning for meetings and
interviews also describes the role of a professional employment agent. The graduate also requires
various skills, knowledge and experience to be suitable for the position. An applicant requires a
certain level of technology for application in several aspects of duties and responsibilities. The
candidate needs to have effective communication abilities. The learning, creativity, and
innovative aspects are also essential. Background knowledge and experience in the hiring
process and policies may also be a determinant for the occupation.
Job Summary
A professional graduate recruiter participates in several responsibilities that are
dependent on the clients’ specifications. The graduate will be responsible for establishing
interview needs by analyzing business and company arrangements and goals. The task may also
require the professional to meet company managers to discuss aspects of recruitment processes.
The roles of the personnel may also include developing a source base of applicants (Ahsan
&Khan 2013). The applicant database can be available through linking with colleges offering
certain appropriate skills to the potential clients. The graduate can additionally search for
candidates’ resource by contacting the media, websites and recruitment agencies. Moreover, the
position requires the employee to evaluate appropriate job requirements of businesses through

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analyzing job specifications and conditions. The position also involves determining the
qualification of job applicants by use of interviews (Brown and Swain 2012). During the
interviewing process, the recruiter analyzes responses, approves references and compares the
qualifications of various applicants to the jobs’ needs. Management skills for intern programs
which include orientations, monitoring intern contributions and teaching interns are essential
duties of a professional recruitment officer. As a recruiting specialist, the graduate needs to
evaluate the candidates by meeting the managers of the respective companies and discussing the
qualifications of the potential employees (Newell and Swain 2016). A recruiter shall also
participate in managing new workers affairs such as relocations, arranging for housing and
initiating introduction of the employees to the organization.
In general, a recruiter needs skills that relate to various aspects of management. In
addition to the interviewing skills, the graduate needs to be conversant with employment laws.
Project management skills and people related skills are also essential. Moreover, the recruiter
needs to be result oriented and have effective communication skills especially phone skills.
Employability Proficiency
A professional recruiter requires a certain level of academic understanding, knowledge,
and skills for effective execution of the respective duties and responsibilities. The graduate shall
be a potential recruiter upon graduation due to a background in human resource management.
Having studied and graduated with a bias in bachelor’s degree (human resources), the graduate
has an understanding of employment policies and preparation of personal files for employment
candidates (Rosenberg, Heimler, and Morote, 2012). After graduating, the professional is
effective in communication skills that are necessary for interacting with business executives who

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may need employees, employment candidates and the public in general. The graduate is effective
in computer applications and as such, able to search for sources of employees from websites of
potential organizations.
However, the graduate may possess various limitations in pursuit of the position of a
recruiter. The applicant has no experience in the hiring and recruitment of personnel. Although
the graduate may have knowledge in aspects of human resources through the internship
programs before graduating, he may lack practical evaluation techniques to pick the right
candidates. However, the graduate has an energetic mind and has the capacity to learn through
experience over a certain period of time. Considering the young age and ambition for future
success, the graduate recruiter may be significant in delivering competitive employees to
organizations (Pegg, Waldock, Hendy-Isaac, and Lawton 2012). Recruitment of employees for
organizations may pose a challenge to the graduate due to the pressure in meeting short time
deadlines. The pressure may be unbearable since the graduate may have been working with a
flexible schedule while at the university. The graduate may overcome the issues that reduce the
proficiency as time and experience will enhance efficiency in delivery.
Critique of the significance of the DOTS Model Element
A graduate who may be new in the job market may be highly ambitious to acquire a
job that suits a chosen career. The Individual may possess various skills and knowledge that is
essential for the position of a professional recruiter in an organization. The graduate may,
however, have limitations that may hinder the capacity for the position. The DOTS model be
helpful to the graduate to promote the elements that are effective and provide solutions to the
weak aspects.