Career Development

What Does an Aerotek Recruiter Do?

Find out what an Aerotek Recruiter does, how to get this job, and what it takes to succeed as an Aerotek Recruiter.

Aerotek is a staffing and recruiting agency that specializes in connecting employers with qualified candidates. They provide a range of services, from temporary staffing to direct hire placements.

A recruiter at Aerotek is responsible for finding and screening potential candidates for job openings. This includes sourcing candidates through job postings, networking, and other methods. They also conduct interviews and assessments to evaluate candidates and determine if they are a good fit for the position. Recruiters also provide guidance and advice to employers on the best hiring practices.

Aerotek Recruiter Job Duties

An Aerotek Recruiter typically has a wide range of responsibilities, which can include:

  • Source, screen, and interview qualified candidates for open positions
  • Develop a network of potential candidates through referrals, job postings, social media, etc.
  • Utilize recruiting software to track applicants and manage the recruitment process
  • Maintain relationships with hiring managers to understand their needs and ensure successful placements
  • Negotiate salaries and other terms of employment with candidates
  • Provide guidance and advice to candidates throughout the recruitment process
  • Ensure compliance with all applicable laws and regulations related to recruitment
  • Participate in career fairs and other events to promote Aerotek’s services
  • Create and maintain reports on recruitment activities
  • Monitor industry trends and best practices to stay ahead of the competition
  • Collaborate with marketing team to develop effective campaigns to attract top talent
  • Stay up-to-date on current labor market conditions and salary ranges

Aerotek Recruiter Salary

The salary for a Recruiter at Aerotek is determined by a variety of factors, including the individual’s experience, qualifications, and performance. The company also takes into consideration the current market rate for the position, as well as the overall financial health of the organization. Additionally, Aerotek may offer incentives such as bonuses or stock options to reward employees for their hard work and dedication.

  • Median Annual Salary: $83,566 ($40.18/hour)
  • Top 10% Annual Salary: $113,300 ($54.47/hour)

Aerotek Recruiter Job Requirements

Aerotek is looking for a Recruiter to join their team. The ideal candidate should have a Bachelor’s degree in Human Resources, Business Administration, or a related field. Previous experience in recruiting, staffing, or a related field is preferred. The successful candidate should have excellent communication and interpersonal skills, as well as the ability to work in a fast-paced environment.

In addition to the educational and experience requirements, the successful candidate should have a valid driver’s license and reliable transportation. They should also be able to pass a background check and drug test. Aerotek also requires that the candidate have a working knowledge of Microsoft Office Suite and other recruiting software.

Aerotek Recruiter Skills

Aerotek Recruiter employees need the following skills in order to be successful:

Talent Acquisition: Talent acquisition is the process by which a company identifies and hires the right candidates for open positions. Aerotek recruiters use talent acquisition to find candidates for open positions and help clients find the right candidates for open positions. Talent acquisition includes sourcing, screening and interviewing candidates.

Sales & Marketing Skills: Sales and marketing skills are also important for recruiters to have, as they are responsible for convincing candidates to apply for a job and convincing hiring managers to hire candidates. Aerotek recruiters use sales and marketing skills to market job openings to candidates and to market candidates to hiring managers.

Negotiation: Negotiation is the ability to persuade others to agree with your ideas or proposals. As an aerotek recruiter, negotiation is an important skill to have when you’re trying to convince candidates to apply for a job with your company. You can use negotiation skills to convince candidates to accept an offer from your company, as well as convince candidates to accept a lower salary than they were expecting.

Organization: Aerotek recruiters often have to manage multiple tasks at once, including scheduling interviews, tracking candidate information and updating job applications. Strong organizational skills can help you manage your workload and ensure you complete all your tasks in a timely manner.

Customer Service: Customer service skills are important for recruiters because they often interact with candidates and clients. Aerotek recruiters often work with candidates throughout the entire hiring process, from the initial application to the final interview. Customer service skills can help you provide candidates with the information they need and answer their questions.

Aerotek Recruiter Work Environment

Aerotek recruiters typically work in an office setting, but may also work remotely from home. They typically work a 40-hour workweek, but may be required to work additional hours to meet deadlines or to accommodate client needs. Aerotek recruiters must be able to work independently and be comfortable with a high level of autonomy. They must also be able to work in a fast-paced environment and be able to handle multiple tasks simultaneously. Aerotek recruiters must also be able to work with a variety of people, including clients, candidates, and other recruiters. They must also be able to handle a high level of stress and be able to work under pressure.

Aerotek Recruiter Trends

Here are three trends influencing how Aerotek Recruiter employees work.

Recruitment Marketing

Recruitment marketing is an emerging trend that Aerotek recruiters should be aware of. This strategy focuses on creating a positive candidate experience by leveraging digital channels to attract and engage potential candidates. Recruitment marketing involves using tactics such as content creation, social media campaigns, and employer branding to create a strong presence in the job market.

Recruitment marketing can help Aerotek recruiters reach more qualified candidates faster and build relationships with them before they even apply for a job. It also helps to create a positive brand image which will make it easier to attract top talent. Understanding recruitment marketing and how to use it effectively is essential for Aerotek recruiters to stay competitive in today’s job market.

Employee Referrals

Employee referrals are becoming an increasingly popular way for Aerotek recruiters to source and hire top talent. Referrals can be a great way to find qualified candidates who may not have applied through traditional job postings, as well as build relationships with current employees.

Aerotek recruiters should take advantage of employee referral programs by incentivizing current employees to refer their friends and colleagues. This will help create a larger pool of potential candidates and increase the chances of finding the right fit for the position. Additionally, it is important to ensure that all referred candidates receive fair consideration during the hiring process.

Diversity and Inclusion

Diversity and inclusion are becoming increasingly important in the workplace. As a recruiter, it is essential to understand how to create an inclusive environment for all candidates and employees. This includes understanding different cultures, backgrounds, and experiences that can bring unique perspectives to the organization.

Recruiters should also be aware of any potential biases when evaluating candidates. It is important to ensure that everyone has equal access to job opportunities and that hiring decisions are based on qualifications rather than personal preferences or stereotypes. Additionally, recruiters should strive to create a diverse workforce by actively seeking out qualified candidates from underrepresented groups.

Advancement Prospects

Aerotek recruiters can advance their careers by taking on more challenging roles within the company. They may be promoted to a senior recruiter position, which involves more responsibility and higher pay. They may also be promoted to a recruiting manager role, which involves overseeing the recruitment process for a team of recruiters. Additionally, Aerotek recruiters may be able to move into other roles within the company, such as a human resources manager or a business development manager.

Interview Questions

Here are five common Aerotek Recruiter interview questions and answers.

1. How would your friends describe you?

This question is a great way to learn more about the candidate’s personality and values. It can also help you understand how they might fit in with your team. When answering this question, it can be helpful to think of someone who knows you well and ask them what they would say about you.

Example: “My best friend would probably describe me as hardworking, kind and loyal. She says I’m always willing to lend an ear or give advice when she needs it. She also says that I am very dedicated to my work and love finding new ways to improve processes.”

2. What is your biggest weakness?

This question is a common one in interviews, and it’s important to be honest. Employers want to know that you are aware of your weaknesses and actively working on them. When answering this question, try to choose something that you’re actively trying to improve or work through.

Example: “I am an extremely organized person, so I sometimes find myself micromanaging my team members. However, I have been working on recognizing when I’m doing this and making sure to give my team members more autonomy. I’ve found that by giving them the freedom to make their own decisions, they feel more invested in their work.”

3. Have you worked as an entry-level recruiter before?

This question can help the interviewer understand your experience level and how you’ve grown as a recruiter. If you have worked as an entry-level recruiter, share what you learned from that role and how it helped you grow professionally.

Example: “I started my career in recruiting at a small staffing agency where I was responsible for finding candidates to fill open positions. I found this role challenging because I had no idea what to look for when searching for qualified professionals. However, after working there for two years, I became more confident in my skills and developed strategies for finding top talent.”

4. We’re looking for someone who has strong communication skills. Can you tell us about a time when you gave a presentation to a group of people?

This question can help the interviewer understand your public speaking skills and how you interact with a group of people. Use examples from previous work experiences or other presentations you’ve given in school to show the recruiter that you’re prepared for this role.

Example: “I have presented at several conferences, where I had to speak to large groups of people about our company’s products and services. In my last position, I also gave weekly presentations to new employees on company policies and procedures. These opportunities helped me develop my public speaking skills and learn how to effectively communicate with others.”

5. What do you know about Aerotek?

This question is a great way to test your knowledge of the company and how you can contribute to its success. When answering this question, it’s important to show that you have done some research on Aerotek and understand what they do. You should also mention any personal connections you may have with the company or people who work there.

Example: “I know that Aerotek is one of the largest staffing companies in the world. I’ve heard that they are known for their excellent customer service and commitment to finding employees jobs that fit them well. I also have a friend who works here as an engineer, so I am excited to learn more about the company.”

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