Back to glossaryRecruiter
A recruiter is a human resources professional who specializes in the process of finding and recruiting suitable candidates for open positions in the organization or company they represent. The main tasks of a recruiter are identifying the employer’s needs, searching for and approaching potential candidates, organizing interviews and selection procedures, evaluating candidates‘ skills and experience, and finally recommending the most suitable persons for the position.
A recruiter may work internally for a particular company, where they focus on recruiting directly for that company. External recruiters then work for recruitment agencies that provide recruitment services for various companies or they may work on their own as freelancers.
The basis of every recruiter’s job is a great knowledge of market segments, communicative skills, and the ability to estimate the candidate’s abilities, but they also need to be able to understand correctly the requirements of the client/company they are looking for candidates for.
Important skills for a recruiter include the ability to communicate, and negotiate, analytical thinking, knowledge of legal aspects related to employment and employment contracts, as well as a good understanding of the labor market and current trends.
The ability to use various recruitment tools and platforms such as job portals, social networks, and software and systems that allow the company to centralize all information about all the components of the recruitment process such as job offers, candidate information, CVs, and interviews in one place (these systems are called ATS – Applicant Tracking System) also plays an important role.
The recruiter must also be able to work effectively under pressure, as in some industries there can be a lot of pressure to fill jobs quickly with qualified workers. For this reason, multitasking and time management skills are important.
A recruiter may work internally for a particular company, where they focus on recruiting directly for that company. External recruiters then work for recruitment agencies that provide recruitment services for various companies or they may work on their own as freelancers.
The basis of every recruiter’s job is a great knowledge of market segments, communicative skills, and the ability to estimate the candidate’s abilities, but they also need to be able to understand correctly the requirements of the client/company they are looking for candidates for.
Important skills for a recruiter include the ability to communicate, and negotiate, analytical thinking, knowledge of legal aspects related to employment and employment contracts, as well as a good understanding of the labor market and current trends.
The ability to use various recruitment tools and platforms such as job portals, social networks, and software and systems that allow the company to centralize all information about all the components of the recruitment process such as job offers, candidate information, CVs, and interviews in one place (these systems are called ATS – Applicant Tracking System) also plays an important role.
The recruiter must also be able to work effectively under pressure, as in some industries there can be a lot of pressure to fill jobs quickly with qualified workers. For this reason, multitasking and time management skills are important.
Identification of Controller:
Recruit CZ, s.r.o.
Kováků 456/28
150 00 Praha
Company ID: 26764563
VAT number: CZ26764563
File number: C 92159 held at the Municipal Court in Prague
Recruit CZ, s.r.o.
Kováků 456/28
150 00 Praha
Company ID: 26764563
VAT number: CZ26764563
File number: C 92159 held at the Municipal Court in Prague
Processing of personal data
Controller processes in particular the personal data
of its own employees and also the personal data of the candidates, to the extent necessary to
fulfill contractual and legal obligations.
Rights of data subjects
Data subjects have the following rights to process their
personal data:
- the right to information on the processing of his or her personal data, in particular where this Directive does not already apply (categories of personal data processed, processing purposes, recipients, etc.);
- the right to correct inaccurate or complete incomplete personal data - but this does not affect the Company's right to retain so-called historical data, ie outdated data to the extent necessary (eg for tax or social security controls);
- the right to delete (delete) personal data in specified cases, eg on the grounds that personal data are no longer needed for processing, or the data subject withdraws consent to the processing, and there is no further legal title, or processing is contrary to legal modification or deletion is necessary to fulfill a legal obligation. The Company does not have to comply with the data subject's requests if the further processing is necessary, for example, to fulfill a statutory obligation or the exercise of legal claims;
- the right to restrict the processing of personal data (ie, in principle, the Company only retains and otherwise does not process personal data) in specified cases, ie on the grounds that they have been processed in breach of law, or where the data subject inaccuracies or if the Company does not need it, but the data subject requests it, or if the data subject has objected to the processing (until it is verified that the Company's legitimate reasons for processing outweigh the rights of the data subjects). In spite of a request by the data subject for processing restrictions, the company may process personal data, for example, for the purpose of claiming legal rights or for protecting the rights of another person;
- the right to the transferability of personal data, that is, to obtain its personal data in a structured, commonly used and machine-readable format, or to its ransmission to another data controller - this right concerns the personal data provided by the Company data subject and which the Company processes automated by his consent or for the purpose of performing the contract;
- (the right not to be subject to automated individual decision-making with legal or equivalent effects - that is to say, the right not to be the subject of a decision with those effects without the participation of a human factor, except in defined cases;
- where processing of personal data is based on the consent of the data subject, the right to withdraw that consent at any time, without prejudice to the lawfulness of earlier processing carried out prior to the withdrawal of consent;
- If it considers that the processing of its personal data is inconsistent with the law, it has the right to file a complaint with the Supervisory Authority, eg within the Czech Republic - the Office for the Protection of Personal Data (without prejudice to other means of protection).
In case the Company processes personal data due to its legitimate interests (eg direct marketing, camera operation), the data subject has the right to object to such processing. The Company does not process personal data until it has proven that there are serious legitimate reasons for processing that outweigh the interests or rights of the data subject.
Any corrections or deletions of personal data or restrictions on processing performed in accordance with legal regulations shall be communicated by the Company to all entities to whom the personal data concerned have been made available, unless this proves to be impossible or requires unreasonable effort.
All rights of the data subject or other information related to the protection of personal data can be handled by the Company's Legal Executive:
Markéta Šveda
e.mail: office@recruit.cz
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