What a Recruiter at 0–1 year can own
Scope: sourcing, first-round screening calls and interview scheduling for a set of open roles.
Supervision
Needs a named reviewer. Plan on daily check-ins for the first month and a review of every piece of work that reaches a customer or production.
Typical titles
Junior, Associate, Trainee or Graduate Engineer / Executive
Typical responsibilities at this level
- Source candidates on portals and LinkedIn
- Run screening calls
- Schedule interviews
- Keep the ATS updated
Skills and tools to screen for
The skills are the same across bands — the depth is what changes. At 0–1 year, screen for organisation, communication and discretion.
Core skills
- Sourcing and Boolean search
- Screening
- Candidate communication
- Pipeline tracking
- Offer negotiation
Common tools
- An ATS
- LinkedIn Recruiter
- Job portals
- Excel / Sheets
How to assess a 0–1 year candidate
At this band you are hiring for learning speed and fundamentals, not a track record. Projects, internships and a short practical task tell you far more than marks or certificates.
Practical exercise
Write a Boolean search string for one of your open roles and screen a sample of five resumes against the JD.
Red flag at this band: Cannot describe the basics of the process they claim to have run.
Indicative recruiter salary by experience (India)
| Experience | Indicative CTC | Level |
|---|---|---|
| 0–1 year | ₹2.4–4.2 LPA | Entry level |
| 1–3 years | ₹3.5–7 LPA | Early career |
| 3–5 years | ₹6–12 LPA | Mid-level |
Indicative market ranges for India, rounded, for guidance only — not MyInternships.in platform data. Metros and funded product companies tend to pay toward the top; tier-2 cities and services firms toward the bottom. Always benchmark against the candidate’s current CTC.
Interview questions for 0–1 year of experience
- How do you write a Boolean search?
- What do you ask in a ten-minute screening call?
- How do you keep a candidate warm between rounds?
- How would you handle an employee asking about a colleague’s salary?
Notice period and ramp-up
Usually an immediate joiner or on a 15–30 day notice. Many are finishing a 2026 degree or a first internship, so confirm the exact date they can start.
Expect four to eight weeks before they are independently useful on routine work, faster if the internship was in the same stack or function.
Job description template
Job title: Recruiter (0–1 year experience)
About the role: We are hiring a Recruiter with 0–1 year of experience who can own sourcing, first-round screening calls and interview scheduling for a set of open roles. You will work with our team on source candidates on portals and LinkedIn and grow into broader ownership over time.
Responsibilities
- Source candidates on portals and LinkedIn
- Run screening calls
- Schedule interviews
- Keep the ATS updated
Requirements
- 0–1 year (internship experience counts)
- Working knowledge of Sourcing and Boolean search, Screening, Candidate communication
- Comfort with Pipeline tracking and Offer negotiation
- Clear written and spoken communication in English
Nice to have
- An internship or project using An ATS or LinkedIn Recruiter
- Evidence of learning on their own — a course project, blog or open-source contribution
CTC: ₹2.4–4.2 LPA (indicative — set your own band; stating it in the post improves response)
Copy it, edit it, and paste it into the posting chat — or let the AI assistant write one for you.
Where to find 0–1 year recruiter candidates
Most candidates at this band come from MBA-HR, MSW and BBA graduates and candidates who moved into HR from operations or recruitment agencies.
- Say whether the role is recruitment-heavy or operations-heavy — juniors often want one and not the other.
- Ask for their HR internship details and the tools they used.
Post your Recruiter role free
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Post a job freeFrequently asked questions
What can a recruiter with 0–1 year of experience handle?
Sourcing, first-round screening calls and interview scheduling for a set of open roles. Typical work at this band includes source candidates on portals and LinkedIn; run screening calls; schedule interviews. Needs a named reviewer. Plan on daily check-ins for the first month and a review of every piece of work that reaches a customer or production.
What is the salary of a recruiter with 0–1 year of experience in India?
As an indicative market range, ₹2.4–4.2 LPA CTC — roughly ₹20,000 to ₹35,000 a month before deductions. Pay varies with city, company size, industry and the candidate’s current CTC; metros and funded product companies usually pay towards the top of the range. This is a guide, not MyInternships.in platform data.
How should I assess a recruiter at the 0–1 year level?
Focus on organisation, communication and discretion. A practical that works well: write a Boolean search string for one of your open roles and screen a sample of five resumes against the JD. At this band you are hiring for learning speed and fundamentals, not a track record. Projects, internships and a short practical task tell you far more than marks or certificates.
How long is the notice period for a recruiter with 0–1 year of experience?
Usually an immediate joiner or on a 15–30 day notice. Many are finishing a 2026 degree or a first internship, so confirm the exact date they can start. Expect four to eight weeks before they are independently useful on routine work, faster if the internship was in the same stack or function.
Where can I find recruiter candidates with 0–1 year of experience?
Most come from MBA-HR, MSW and BBA graduates and candidates who moved into HR from operations or recruitment agencies. Say whether the role is recruitment-heavy or operations-heavy — juniors often want one and not the other. On MyInternships.in you can post the role free and reach 63,000+ registered candidates and 45,000+ resumes on file; the platform is strongest at the entry and early-career end.
Should I hire a recruiter fresher, an intern or someone with 0–1 year of experience?
An intern suits a trial project or a seasonal peak; a fresher or 0–1 year hire suits a permanent seat you can train into. Candidates with a relevant internship behind them usually ramp up faster than pure freshers. If you are open to candidates with no experience at all, see our Hire Talent Acquisition Freshers page. For internships, see Hire Talent Acquisition Intern.
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