1. Job Purpose
To manage end-to-end recruitment activities, ensuring timely fulfilment of manpower requirements across departments through effective sourcing, screening, interviewing, and selection processes aligned with business needs.
2. Key Responsibilities
A. End-to-End Recruitment
- Manage the complete recruitment lifecycle, from understanding manpower requirements to candidate onboarding.
- Coordinate with Business Heads, Hiring Managers, and Department Heads to understand job specifications and manpower requirements.
- Source candidates through job portals, LinkedIn, employee referrals, consultants, social media, and other recruitment channels.
- Screen resumes and conduct initial HR interviews to assess candidate suitability.
- Schedule and coordinate technical, functional, and managerial interviews.
- Follow up with interview panels and hiring managers to obtain timely feedback and selection decisions.
B. Candidate Management & Offer Coordination
- Coordinate salary discussions, negotiations, and compensation approvals with management.
- Release offer letters and coordinate joining formalities with selected candidates.
- Maintain regular communication with candidates throughout the recruitment process.
- Ensure effective follow-up with selected candidates to minimise offer dropouts and joining delays.
- Coordinate pre-joining formalities, documentation, and onboarding activities.
C. Recruitment MIS & Reporting
- Maintain and update recruitment trackers, candidate databases, and manpower status reports.
- Prepare weekly and monthly recruitment MIS covering open positions, interviews, selections, offers, and actual joinings.
- Monitor recruitment turnaround time (TAT), offer-to-joining ratio, and source effectiveness.
- Track recruitment costs and support manpower planning activities.
D. Stakeholder & Consultant Management
- Coordinate with recruitment consultants and external hiring agencies.
- Build and maintain a pipeline of qualified candidates for current and future manpower requirements.
- Ensure timely communication with hiring managers regarding recruitment progress and challenges.
- Support employer branding and talent pipeline development initiatives.
3. Key Skills & Competencies
- Strong sourcing, screening, and interviewing skills.
- Proficiency in job portals such as Naukri and LinkedIn.
- Excellent communication, negotiation, and stakeholder management skills.
- Ability to manage multiple vacancies and prioritise urgent requirements.
- Strong follow-up, coordination, and candidate relationship management skills.
- Proficiency in MS Excel, Word, Outlook, and recruitment MIS.
- Result-oriented approach with a focus on recruitment timelines and quality of hire.
4. Key Performance Indicators (KPIs)
- Timely closure of assigned vacancies.
- Recruitment turnaround time (TAT).
- Quality of candidates shortlisted and selected.
- Offer acceptance and joining ratios.
- Reduction in candidate dropouts and offer declines.
- Accuracy and timely submission of recruitment MIS.
- Hiring manager satisfaction.
- Cost-effective utilisation of recruitment channels.
5. Desired Candidate Profile
The ideal candidate should have hands-on experience in end-to-end recruitment, preferably in the manufacturing, engineering, industrial, or corporate sector. The candidate should be comfortable handling multiple vacancies simultaneously and coordinating with senior management and departmental stakeholders.
Reporting To: HR Manager / Talent Acquisition Manager
Pay: ₹25,000.00 - ₹30,000.00 per month
Benefits:
- Cell phone reimbursement
- Flexible schedule
- Health insurance
- Provident Fund
- Work from home
Work Location: In person
