Role & responsibilities IT Recruitment Partner with hiring managers to understand technical staffing needs and requirements for IT roles. Manage the recruitment process for various IT positions including software developers, systems administrators, data analysts, network engineers, and other technical roles. Source, screen, and interview candidates to ensure technical competency and cultural fit for the organization. Create and post job advertisements on various platforms (LinkedIn, job boards, internal systems) tailored to attract top IT talent. Coordinate with external recruitment agencies, colleges, placement drives when necessary and manage relationships with third-party vendors. Conduct initial screening interviews to assess candidates' technical skills, experience, and qualifications. Candidate Sourcing Utilize various sourcing methods including social media, job portals, networking, and employee referrals to build a pipeline of qualified candidates for IT roles. Leverage advanced search techniques (Boolean search, sourcing through LinkedIn, GitHub, etc.) to find passive candidates and ensure a diverse pool of applicants. Maintain and update the candidate database to ensure a constant flow of potential hires for future IT positions. Candidate Evaluation and Interviewing Coordinate and schedule technical interviews with hiring managers and team leads. Collaborate with technical interviewers to assess the skills and qualifications of candidates. Administer technical tests or coordinate with technical teams to evaluate candidates' abilities through coding challenges, technical assessments, or case studies. Offer Management and Negotiation Present job offers to selected candidates, negotiate salary and benefits, and ensure smooth offer acceptance. Work with HR and relevant departments to prepare and extend job offers, ensuring timely follow-up and closing of offers. Onboarding Ensure a smooth and efficient onboarding process for new IT hires, including completing paperwork, setting up workstations, and facilitating introductions to teams. Coordinate with the IT department to ensure all necessary systems access and resources are provided to new hires. Employer Branding and Talent Pipeline Building Assist in the development and execution of strategies for promoting the company's employer brand, specifically in the IT industry, through social media, job fairs, and networking events. Build and maintain a talent pool for future IT hiring needs, keeping in touch with promising candidates even if no immediate openings are available. Documentation and Reporting Maintain accurate records of the recruitment process, including resumes, interview notes, and feedback from hiring managers. Provide regular updates to management regarding the status of open roles, recruitment metrics (time to hire, cost per hire), and candidate pipeline progress. Continuous Improvement Stay up-to-date with the latest trends and best practices in IT recruitment. Suggest and implement process improvements to streamline recruitment activities and enhance the candidate experience. Provide feedback and recommendations on improving recruitment strategies for IT roles. Preferred candidate profile Bachelors degree in Engineering or Masters in Business Administration (HR or Other specilization) or a related field. Strong understanding of IT roles, technical skills, and industry trends. Familiarity with various recruitment platforms (Naukri and other job boards) and applicant tracking systems (ATS). Strong communication and interpersonal skills to effectively collaborate with candidates, hiring managers, and teams. Excellent interview and evaluation skills, with an ability to assess both technical and soft skills. Ability to work independently, manage multiple recruitment processes simultaneously, and handle a high volume of positions. Attention to detail and strong organizational skills to ensure a smooth and efficient recruitment process. Ability to negotiate and close offers effectively, ensuring a positive experience for both candidates and the company. Tech-savvy, comfortable using HR software and social media platforms for sourcing and recruiting IT talent. Certification in HR (e.g., SHRM-CP, PHR) or technical recruiting (e.g., AIRS Certified Internet Recruiter) or experience in recruiting is a plus. Familiarity with technology-driven HR tools, such as HRIS systems or recruiting automation tools. Able to take the initiative, manage recruitment processes efficiently, and work independently without the need for micromanagement. Strong team player with the ability to work well with cross-functional teams, particularly hiring managers and IT departments. Ability to adjust to changing priorities and work in a fast-paced, dynamic environment. Goal-driven with a focus on achieving recruitment targets while maintaining a high standard of candidate experience. Consistently ensures accuracy and thoroughness in recruitment processes, candidate evaluations, and record-keeping. Strong interpersonal skills to build rapport with candidates and influence hiring decisions. Perks and benefits Other Allowances are Negotiable Based on Availability & Experience.
