Akshita P.

• Hands on experience with job sites such as Monster, Dice, Career builder, Tech Fetch, Indeed, staff line Pro. • 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 skills • Identify. Sourcing and uncovering candidates • Screen. Ascertaining the competence of candidates against a technical job description • Interview. Meeting candidates in person, telephone, or video conference etc to assess their qualifications • Following 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 • Present. Showing or offering candidate resume to hiring managers to scrutinize or consider • The 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 etc.

• Worked with the Talent Acquisition Manager on best practices. • Perform full life cycle recruiting role combined with special project work. • Conduct research and sourcing for entry-level to senior-level positions via resume mining, name • generation, and/or candidate development. • Source top passive talent through sourcing, cold calling, personal networking, and social media. • Sources passive candidates through networking, cold calling, and Internet research. • Work with Technology leaders to determine what recruitment events to engage in and sponsor, to • attract and engage top talent. • Worked on different clients and mainly for All Infosys positions through Beeline MSP.