These skills only come with practice but can directly affect the quality of candidates the recruiter attracts and the level of salary the company pays. A tech recruiter with negotiating skills should know their company’s position and culture, know the market value for the skills and area, ensure consistent salary expectations, be able to put together a competitive compensation package, and be able to respond to their candidate’s counteroffers.
Given how fierce the competition is for talent, coupled with the scale of tech salaries, it is essential for tech recruiters to negotiate employment terms that attract the best developers without offering a salary which is unsustainable for the business. NegotiationĪnyone who has got a job will know what a difference negotiating skills can make. The value of full-cycle skills also suggests that in recruitment, generalists are more valuable than specialists, at least when you look at the profession as a whole.
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Necessarily, this means that an entry-level recruiter probably won’t have full lifecycle skills as they have simply not had enough experience to touch on each part of the process. A full-cycle recruiter should have experience with preparation, sourcing, screening, selecting, hiring, and onboarding. Full-cycle recruiting encompasses the entire recruitment process. So why are full cycle and negotiating such lucrative skills? It all comes down to what responsibilities a technical recruiter has. Other factors increasing pay Additional skillsĪccording to PayScale, “the skills that increase pay for this job the most are Negotiation and Full-Cycle Recruiting.” Full-cycle recruiting
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