763 Recruitment Management Jobs - Page 7

MUST HAVE HANDLED RECRUITMENT MANAGEMENT FOR LARGE ENGINEERING SECTOR PREFERABLY FROM IRON & STEEL DIVISION. GOOD IDEA ABOUT PMS, L&D, HR ANALYTICS & ASSESSEMENT DEV. PREP. KPI/KRA, FOR ACTIVIELY TAKING ACTION RELTAED TNA/TNI. MANAGE PMS CYCLE. Required Candidate profile MUST BE FROM MANUFACTURING HOUSE OR IRON & STEEL CO. LEADING RECRUITMENT, MGMT OF POLCY RELATED TO RECRUITMENT, COMPENSATION,PMS, TRAINING & DEV. ASSESSMENT METHODOLOGY & IMPLEMENTATION.GOOD IN COMP

Role & responsibilities Preferred can Work mode: work from office Please find the below job description for your reference. Job Title: Lead Recruiter Primary Role: The Lead Recruiter oversees the end-to-end recruitment process, leading a team of recruiters to attract, assess, and hire top talent in alignment with the organizations goals and workforce planning strategies. Key Responsibilities: 1. Recruitment Strategy and Planning Develop and implement effective recruiting strategies aligned with company objectives. Partner with HR and leadership to forecast hiring needs and workforce planning. Analyze recruitment metrics to identify areas for improvement. 2. Team Leadership and Management Lead, mentor, and support a team of recruiters. Assign requisitions, monitor workloads, and ensure timely delivery. Provide coaching, feedback, and performance evaluations for team members. 3. End-to-End Talent Acquisition Oversee job postings, resume screening, interviews, and selection processes. Engage with hiring managers to understand job requirements and expectations. Ensure a seamless candidate experience from initial contact to onboarding. 4. Stakeholder Collaboration Build strong relationships with department heads and hiring managers. Advise stakeholders on market trends, talent availability, and best hiring practices. Act as a liaison between recruiters and leadership to ensure hiring alignment. 5. Technology and Process Optimization Utilize Applicant Tracking Systems (ATS) and other recruitment tools effectively. Identify and implement process improvements to increase efficiency and quality of hire. Ensure compliance with internal policies and legal requirements throughout hiring. 6. Employer Branding and Sourcing Promote the company’s brand through recruitment marketing, events, and social media. Develop and maintain a talent pipeline for key roles. Source candidates through multiple channels: LinkedIn, job boards, referrals, etc. 7. Reporting and Analytics Track and report recruitment KPIs (e.g., time-to-hire, cost-per-hire, offer acceptance rate). Provide regular hiring updates and insights to senior management. Use data to influence and improve hiring decisions. Skills & Qualifications: Proven experience in full-cycle recruiting, preferably in a lead or senior recruiter role. Strong leadership and team management abilities. Excellent communication and stakeholder management skills. Proficient in ATS systems and recruiting software. Strong knowledge of labor laws, hiring best practices, and market trends. didate profile

Greetings From APC Consultants. We are Looking for a Recruitment Manager in APC Consultants Designation: Recruitment Manager Experience: 7 to 12 Years Salary: As per the Industry Location: Chennai Notice Period: Immediate Work from Office Job Description: Prioritizes Recruitment SLAs based on resource requests raised by competency heads of different accounts across the organization. Mapping Open Demands Vs. suitable Internal Business Wait Deployable Resources for allocations. Customize Job Description & Diversity Opportunities by interacting with the technical hiring managers. Creates Market Intelligence / Analysis about the resource availabilities across locations, Salary range, NP, Target Companies , challenges involved in niche skills & update the action items to the IBU Leader. Quickly understands the technical requirements, plans Recruitment Strategies and effective Sourcing Techniques to identify and target potential talent. Sourcing profiles through job portals such as Naukri, Monster , Indeed , Employee References , Internal Careers Database (Hire-craft) and Social Networks such as LinkedIn, Face book, twitter etc., Preliminary Screening of Profiles is based on the requisitions in the JD & Coordinates with the technical hiring managers for Scheduling Interviews through telephonic / Virtual/programming test / face-to-face. Conducts final HR Discussions for the selection process with Compensation & Notice Period Negotiations , Documents Verification, Hiring Approvals, BGV Initiation, Offer Release in Tool, Salary Split-Up Clarifications, DOJ confirmations & Candidate Follow-Ups until On-Boarding. Handling daily, weekly & monthly Review Meetings about Resource Fulfillment with the customers. Handling End to End Recruitment cycle across pan India Prepare daily weekly and monthly MIS & Maintain active database of prospective and rejected candidates Interested candidates, please call us on Manoj 9489891800 or Kavipriya 9884552728 for further details and interview schedule

Role Profile: Practice Lead Talent Solutions Business Unit: Integrass Talent Solutions Reports To: Executive Leadership Primary Objective: To lead and grow the Talent Solutions practice by working closely with clients, vendors, and strategic partners to understand staffing needs and fulfill them using a co-located team of recruiters. The Practice Lead is responsible for overseeing fulfillment across FTE, onshore, offshore, and nearshore roles, managing delivery execution, recruiter performance, start dates, and revenue targets should have managed $3 to $5 million in revenue. Key Responsibilities: Client, Vendor & Partner Coordination - Serve as the primary liaison with clients, vendors, and strategic partners. - Understand and document role requirements, timelines, and deployment logistics. - Maintain strong relationships to support ongoing and future talent needs. Recruitment Operations - Manage a co-located team of recruiters to deliver against client requirements. - Oversee the end-to-end process: sourcing, screening, submission, interview coordination, and offer management. - Track and ensure timely closures, start dates, and smooth deployment of selected candidates. Revenue & Delivery Management - Own and manage revenue targets and gross margin expectations for the practice. - Monitor recruiter performance metrics and ensure alignment with revenue contribution goals. - Address delivery gaps and proactively implement corrective measures to meet targets. Should have managed $3 to $5 million in revenue Team Leadership & Execution - Provide day-to-day direction to recruiters across multiple role types (FTE, contract, onshore, offshore, nearshore). - Conduct regular performance reviews and foster a results-driven, collaborative team culture. - Ensure compliance with client expectations, SLAs, and internal delivery standards. Practice Scaling - Work with leadership to identify opportunities for growth within accounts. - Improve operational workflows, tools, and reporting to support scale and efficiency. - Collaborate with internal sales and operations teams to support integrated client delivery. Success Metrics: - Client satisfaction and successful resource deployment - Achievement of revenue and gross margin targets - Timely fulfillment and quality of candidate submissions - Recruiter productivity and retention - Strength and continuity of client/vendor/partner relationships

WNS (Holdings) Limited (NYSEWNS) , is a leading Business Process Management (BPM) company. We combine our deep industry knowledge with technology and analytics expertise to co-create innovative, digital-led transformational solutions with clients across 10 industries. We enable businesses in Travel, Insurance, Banking and Financial Services, Manufacturing, Retail and Consumer Packaged Goods, Shipping and Logistics, Healthcare, and Utilities to re-imagine their digital future and transform their outcomes with operational excellence. . Video Link https://youtu.be/sLM22bAN7lA Candidate should have good communication skill, Should be good at customer services Should have a typing speed of minimum 30 WPM, Should be flexible with WO and shifts, experience in webchat will be preferred, Should be a multitasker, should be a team player and should have a knowledge of MS office

Creative Head. Career, Secunderabad, Vijay ... awada, Visakhapatnam, Vizianagaram, West Godavari, YSR Kadapa. The creative director is charged with determining the best ways for us to visually represent our company s identity online. It s very much a people-oriented job, involving development of high-level concepts for design projects. It also involves working with internal and external clients, pitching designs, and understanding client needs. At times, we require you to develop visual designs, and at other times, the Creative Director will be responsible for recruiting and managing third party design firms as well as internal design resources. Responsibilities - Lead creative sessions for project kick-offs - Manage multiple projects from concept through completion - Develop creative programs and design concepts that meet the business objectives of the organization and that advance our brand strategy - Establish creative direction for the entire line of online services and programs - Supervise and inspire the creative team of vendor partners; generate multiple concepts for a campaign or project - Work with the account team, strategy team, and copywriters to develop concepts and present to management - Work with internal teams to generate ideas for pitching and proposals Manage team members Provide quality control over concepts and projects readmore

Staff Managements & Descipline across ongoing sites and departments Recruitment & onboarding for site and office staff All Admin operations Complaince & Records Grievence Handling Vendor co ordination HR documentation,reports and management

Position: Talent Acquisition Manager Location: Akaltara Near Bilaspur (Chhattishgarh) Experience: 6+ years Industry: Manufacturing, Energy, etc We are looking for a dynamic and experienced Talent Acquisition Manager.

Job Purpose: To manage end-to-end HR operations and administrative activities at the plant level ensuring compliance, workforce discipline, employee engagement, and effective facility management, thereby supporting smooth plant functioning. Key Responsibilities: 1. HR Operations Manage Time Office activities: attendance, leaves, shifts, OT calculation & records. Ensure timely payroll inputs and coordinate with payroll team for accurate salary processing. Maintain updated employee records in HRIS/HR One. Ensure smooth onboarding & exit process for staff and workmen. Support statutory compliance including PF, ESIC, gratuity, CLRA, labour licenses. Monitor and ensure contractor compliance with HR and statutory requirements. 2. Employee Relations Ensure harmonious industrial relations at the plant. Address grievances of staff and workmen with timely resolution. Assist in domestic enquiry processes and disciplinary actions as per policy. Promote discipline, code of conduct, and shopfloor behavioral norms. 3. Learning & Development Identify skill gaps in coordination with department HODs and plan training needs. Organize internal and external training programs for workmen, staff, and line managers. Coordinate with corporate L&D for leadership and compliance-related training. Maintain training records, attendance, feedback, and effectiveness analysis. Support implementation of induction training and periodic refresher programs. 4. General Administration Oversee facility management: housekeeping, security, canteen, guest house, company transport, uniforms & PPE. Coordinate food, accommodation, and travel arrangements for employees and visitors. Manage vendor relationships for admin-related services. Monitor administrative infrastructure upkeep and maintenance. 5. Health, Safety & Compliance Ensure implementation of plant safety policies in coordination with the safety team. Support all audits statutory, ISO/IMS, and internal. Maintain HR and admin-related documents as per compliance standards. 6. Employee Engagement & Communication Drive engagement activities: festivals, team-building events. Support internal communication initiatives and welfare programs. Coordinate employee welfare schemes including medical and insurance support. 7. HR Reporting & MIS Prepare and submit daily, weekly, and monthly HR & admin reports. Maintain dashboards, training trackers, compliance status, and OT summaries. Key Skills Required: Strong knowledge of labour laws and HR compliance Proficiency in Time Office & payroll support Plant HR handling experience Excellent coordination, communication, and documentation skills Proactive, disciplined, and hands-on with admin support Working knowledge of HRMS tools (preferably HR One) Candidate must know Hindi, Marathi & English.

Recruitment- Recruiting, Induction, HRMS and Training Payroll - Maintenance of the HR records and systems and responsible for Payroll processing. Compliance - Understanding of policies and procedures regarding compliance with statutory authorities Required Candidate profile Fluent in communication Strong hold on HR working and strategies Willing to take initiative for challenges Perks and benefits Health Insurance Yearly Bonus

Rcruitement module, publishing templets , configuring jd , worked on modules , will be able to update on integration center , implementation ,- supporting exsisting soulutionsRole & responsibilities

Key Responsibilities: 1. Talent Acquisition Strategy & Planning • Collaborate with leadership and HRBPs to define annual and quarterly hiring plans based on manpower budgeting and business forecasts • Analyze industry and talent trends, and develop sourcing strategies aligned with real estate market demands 2. End-to-End Recruitment Management • Drive recruitment life cycle: JD finalization, sourcing, interviewing, selection, negotiation, offer rollout, and joining • Build a strong pipeline for business-critical and niche roles in construction, architecture, engineering, and support domains • Ensure TAT adherence, candidate experience, and hiring quality 3. Stakeholder & Vendor Management • Liaise with business heads, project teams, and HODs for talent requirements and timely closures • Engage and manage recruitment partners, job portals, and agencies for volume/niche hiring 4. Recruitment Analytics & Reporting • Maintain recruitment dashboards and MIS on open positions, closure rate, source mix, cost per hire, etc. • Provide insights to leadership for decision-making and workforce planning 5. Employer Branding & Candidate Engagement • Collaborate with marketing and internal communications for EVP branding • Design candidate engagement initiatives, job fair participation, and employee referral programs 6. Process & Compliance • Standardize hiring SOPs, interview evaluation formats, offer approval processes • Ensure compliance with hiring policies, reference checks, documentation and audit trails

Key Responsibilities of an HR Manager 1. Recruitment & Staffing Develop job descriptions and post openings. Manage end-to-end recruitment: sourcing, interviewing, selection, and onboarding. Partner with hiring managers to forecast staffing needs. 2. Employee Onboarding & Offboarding Design and conduct orientation programs for new employees. Ensure a smooth exit process (resignation, termination, or retirement). Conduct exit interviews to gather feedback. 3. Performance Management Implement performance appraisal systems (e.g., 360-degree feedback). Support goal setting and KPI tracking. Identify underperformance and manage improvement plans. 4. Training & Development Assess training needs across departments. Organize learning programs (workshops, e-learning, mentorship). Encourage continuous professional development. 5. Employee Relations & Engagement Resolve employee grievances and disputes. Foster a positive work environment. Conduct engagement surveys and take action on feedback. 6. Compensation & Benefits Design competitive compensation structures. Administer payroll, bonuses, incentives, and perks. Benchmark salaries against industry standards. 7. Policy Development & Compliance Create and update HR policies and employee handbooks. Ensure compliance with labor laws and workplace regulations. Handle internal audits and legal documentation. 8. HR Data Management & Reporting Maintain employee records (manual or via HRIS). Generate HR reports on turnover, absenteeism, training, etc. Use HR analytics to support strategic decisions. 9. Workplace Safety & Culture Promote health, safety, and diversity initiatives. Enforce anti-harassment and anti-discrimination policies. Encourage inclusive work practices. 10. Collaboration with Leadership Act as a strategic partner to senior management. Provide guidance on people-related strategies. Support organizational change and restructuring efforts.

Role & responsibilities Manage and oversee recruitment for both IT and BPS. Good at client and stake holder management manage a team of 6-8 recruiters. Good at hiring across levels. should be good at on boarding 80-100 FTE's a month. Contact Person: Maheshwari Balasubramanian Email ID: maheshwari@gojobs.biz

Kickstart Your HR Career with a Leading Brand! Join Muthoot Finance Ltd India's Trusted Financial Services Company We are hiring for: HR Internship Executive Program Highlights: Government-Certified On-Job Training (NATS) Stipend: 10,000 14,000 (6-month internship) Career Growth: Get promoted to HR Executive post training Salary Post-Internship: Up to 3 LPA + Attractive Incentives Vacancy Locations: Bangalore (Lingarajpuram, Ulsoor, Richmond, Jayanagar, Mathikere), Hubli, Nellore, Goa, Hyderabad, Chennai Training Location: Female Candidates: 6-month training at Corporate Office (Lingarajapurum, Bangalore), then moved to regional branches Male Candidates: 1-week training at Corporate Office, then posted to nearest location Eligibility: Male & female Fresh Graduates from BBA / B.Com ONLY (NO POST GRADUATES ) or any stream Passionate about building a long-term career in HR Preference for candidates fluent in South Indian languages Why Muthoot Finance? Work with industry leaders in Banking & Financial Services as HR Structured career path and growth opportunities Apply Now! Email: prakash.b@muthootgroup.com WhatsApp Only: HR Manager Prakash B 8310610053 (No calls, please) Campus Drives Welcome – Let’s Connect! #MuthootFinance #HRInternship #FreshersJobs #CertifiedTraining #CareersInHR #CampusHiring #SouthIndiaJobs #HRExecutive

Hiring HR Internship in Recruitment MBA HR Fresher Location - Coimbatore Incentive Available Interested WhatsApp 9940443136

Roles and Responsibilities Manage end-to-end recruitment process for various positions across different locations. Develop and implement effective recruitment strategies to attract top talent. Conduct interviews, assess candidate fitment, and make recommendations for hiring decisions. Ensure compliance with company policies, labor laws, and regulatory requirements during the entire recruitment cycle. Collaborate with stakeholders to understand business needs and develop job descriptions, job postings, and interview questions.

Role & responsibilities Human Resource Manager-Chief Manager/ Sr.Manager Qualifications and Experience The Chief Manager/ Senior Manager will be a key executive leadership team member, responsible for overseeing the development and execution of the organization's human resources strategy. Master's degree in Human Resources, Business Administration, or related field. 15+ years of progressive HR leadership experience, preferably in the Banking and Financial sector. This includes talent acquisition, employee engagement, performance management, organizational development, compliance, and aligning HR policies with business objectives to drive growth and sustainability. 1. Experience in change management and organizational development. People management skills, including talent development, team building, and performance management. 2. Develop and implement HR strategies aligned with the organization's business goals. Act as a strategic advisor to the Apex Management and senior leadership team on all human capital matters. Drive cultural transformation to enhance employee engagement and learning organizational effectiveness. 3. Lead end-to-end talent acquisition strategies to attract top talent. Oversee succession planning, leadership development, and career progression initiatives. Ensure robust onboarding and training programs to foster employee growth and retention. 4. Streamline HR operations for efficiency and effectiveness. Leverage HR technology and analytics to drive decision-making and improve HR processes. 5. Establish and monitor academic policies, best practices, and branch-specific goals to drive uniform standards of excellence 6. Design and implement performance appraisal systems that drive accountability and reward high performance. Establish metrics and KPIs to measure employee productivity and organizational success. 7. Overlook and monitor Payroll Management and statutory Compliance (ESIC, EPFO, PT, ITax) on a regular basis. 8. Training & Development: Identify Training needs and develop programs, Delivery at least 10 training programs. 9. Proven track record of leading HR functions in large and complex organizations. Strong understanding of labor laws, compliance, and HRMS best practices. Skills Strong leadership and organizational skills, Proven expertise in curriculum development, faculty management, and strategic HR planning. Strong leadership and organizational skills, excellent communication abilities.. Proficiency in HR analytics and HRMS. MS Office, VLOOKUP, HLOOKUP, PIVOT, etc. Ability to build and maintain relationships at all levels of the organization. Reporting Structure Reports to: Managing Director Direct Reports: Talent Acquisition, Learning & Development, Employee Relations, HR Operations, Training & Development, Statutory Compliance and Compensation & Benefits.

Head HR Min 12-18 Exp In Only iron steel or Manufacturing Industry Location-bhubaneswar , jamshedpur,kolkata

Role & responsibilities WH HR POC - Onsite Job Description: Experience in warehouse manpower management. Attendance management, Week-Off, leaves and Overtime. Manage agencies for WH manpower: Provide manpower for shortlisting within a TAT of 24 hours Documents closure for new joining Assist in candidate interviews, selection and onboarding process Coordinate with Various Manpower Agencies Retention of WH manpower: 90% 1 month retention of manpower Understand competitive salary being paid in the market Life cycle management of WH manpower: Handle payout queries, incentive calculation and payouts Data management and sharing reports with stakeholders Required experience and skills:- Education Qualification: Graduate/Post-graduate in Human resource /MSW Experience: Minimum -2 to 5 years of experience. Good communications skills - Both written/ speaking and at coordination Good in collaboration with internal and external stakeholders Good in Microsoft Power points, Excel and word Location: Mumbai ( Beevandi) Contact No: 8179529312 HR- Jayalaxmi

Responsibilities: Source top talent through various channels Manage recruitment process from start to finish Collaborate with hiring managers on job requirements Ensure timely communication with candidates Business development and onboard organisations Work from home Flexi working

Responsibilities: * Implement HR policies & procedures * Manage recruitment process from sourcing to onboarding * Conduct performance evaluations & coaching sessions * Oversee attendance & leave management systems Annual bonus Health insurance Provident fund

Job Summary: The Executive - Human Resources (Talent Management) shall be responsible for Recruitment, Onboarding, Exit Management, and Overall Employee Life Cycle Management as their primary responsibilities and has additional responsibilities related to Employee Engagement and Welfare. The Executive will play a crucial role in attracting, developing, and retaining top talent while ensuring a positive employee experience throughout the employment lifecycle. Key Responsibilities: Recruitment and Talent Acquisition: Develop effective recruitment strategies to attract qualified candidates for various positions within the organization. Collaborate with hiring managers to understand their staffing needs and requirements. Source candidates through job boards, social media platforms, networking events, and other relevant channels. Conduct interviews, evaluate candidates, and make hiring recommendations to hiring managers. Coordinate and conduct pre-employment checks, reference checks, and background screenings. Negotiate employment offers and finalize hiring processes. Onboarding: Design and implement an effective onboarding program to ensure a smooth transition for new employees. Develop and maintain onboarding materials, including orientation manuals, training modules, and welcome kits. Coordinate and conduct orientation sessions to familiarize new employees with company policies, procedures, and culture. Facilitate the completion of necessary paperwork, such as employment contracts, benefits enrollment forms, and confidentiality agreements. Provide support and guidance to new employees during their initial integration into the organization. Exit Management: Manage the exit process for departing employees, ensuring a professional and smooth transition. Conduct exit interviews to gather feedback and insights to improve employee retention and satisfaction. Coordinate the return of company property, such as ID badges, laptops, and access cards. Process necessary paperwork related to terminations, resignations, and retirements. Conduct exit analysis to identify trends and areas for improvement in employee turnover. Participate in industry events, career fairs, and networking opportunities to establish relationships with potential candidates. Job Analysis and Job Descriptions: Conduct job analysis and work closely with hiring managers to create accurate and compelling job descriptions. Identify key skills, qualifications, and experience required for each position. Ensure that job descriptions are up to date, align with organizational needs, and comply with legal and regulatory requirements. Candidate Screening and Assessment: Review resumes and applications and conduct initial screenings to assess candidate qualifications. Conduct competency-based interviews and behavioral assessments to evaluate candidates' fit for the role and the company culture. Collaborate with hiring managers to develop effective interview questions and evaluation criteria. Administer and interpret assessment tools, such as psychometric tests or skills assessments, as needed. Talent Pipeline and Networking: Build and maintain a strong talent pipeline by proactively sourcing and engaging with potential candidates. Develop and nurture relationships with educational institutions, industry associations, and professional networks. Attend relevant events and conferences to network with potential candidates and industry professionals. Utilize applicant tracking systems (ATS) and talent management platforms to maintain a database of qualified candidates for future opportunities. Diversity and Inclusion: Implement strategies to attract a diverse pool of candidates and foster an inclusive hiring process. Collaborate with diversity and inclusion initiatives to promote equal opportunities and eliminate bias in the recruitment process. Partner with hiring managers to ensure diverse candidate slates and inclusive interview practices. Recruitment Analytics and Reporting: Track and analyze recruitment metrics, such as time-to-fill, cost-per-hire, and source of hire. Generate regular reports on recruitment activities, including candidate pipelines, hiring trends, and recruitment effectiveness. Identify areas for improvement and provide recommendations to enhance recruitment strategies and processes. Employee Engagement and Welfare: Develop and implement employee engagement initiatives to foster a positive work environment and enhance employee satisfaction. Plan and organize employee recognition programs, team-building activities, and employee welfare programs. Conduct employee surveys to assess engagement levels and identify areas for improvement. Provide guidance and support to managers on employee engagement strategies. Act as a liaison between employees and management to address concerns and facilitate effective communication. Manage employee welfare programs such as health and wellness initiatives, employee assistance programs, and employee benefits. Coordinate with insurance providers and vendors to administer employee benefits packages. Manage internal communications between the organization and employees to ensure effective engagement and understanding. Additional Responsibilities: Stay updated on labor laws, regulations, and industry best practices related to employee welfare. Support employees in understanding their benefits and resolving any related issues. Collaborate with relevant stakeholders to ensure compliance with safety and health regulations. Prepare annual manpower / resource plan, identify staffing and recruiting needs for the organization and ensure timely execution to onboard resources as per plan Prepare and/or amend job descriptions for all unique positions as per changing needs of the organization Ensure compliance for all talent management processes including but not limited to resource planning, employee referral program, internal transfers, onboarding and separations, salary parity and attrition rate management etc. Conduct flight risk assessment and execute succession plans for all critical positions as identified from annual manpower planning process. Employer Branding: Develop and enhance the company's employer brand to attract top talent. Collaborate with marketing and communication teams to promote the company's values, culture, and career opportunities. Create and maintain an attractive online presence through social media platforms, job boards, and the company website. The Key Performance Indicators (KPIs) for this role shall be: For the Executive - Human Resources (Talent Management)can vary based on the specific goals and objectives of the organization. Here are some commonly used KPIs for measuring the performance of a Recruitment Executive Time-to-Fill: Measures the average time it takes to fill a vacant position from the initial job posting to the candidate's acceptance of the offer. This KPI reflects the efficiency of the recruitment process and the ability to meet hiring needs promptly. Cost-per-Hire: Calculates the total cost incurred to fill a position, including advertising expenses, recruitment agency fees, interview costs, background checks, and onboarding expenses. This KPI helps evaluate the effectiveness of recruitment strategies and identify cost-saving opportunities. Quality of Hire: Assesses the performance and suitability of candidates hired by evaluating their job performance, retention rate, and overall contribution to the organization. This KPI measures the effectiveness of the recruitment process in identifying top talent and ensuring long-term success. Candidate Satisfaction: Collects feedback from candidates to measure their overall satisfaction with the recruitment process. This KPI provides insights into the candidate experience, including communication, transparency, and professionalism, and helps identify areas for improvement. Source of Hire: Tracks the sources from which successful hires originate, such as job boards, social media, employee referrals, and career fairs. This KPI helps evaluate the effectiveness of different recruitment channels and focus efforts on the most successful sources. Diversity and Inclusion: Measures the diversity and inclusion of the candidate pool and the hires made. This KPI assesses the success of efforts to attract candidates from diverse backgrounds and promotes equal opportunities within the recruitment process. Offer Acceptance Rate: Calculates the percentage of candidates who accept job offers extended to them. This KPI reflects the attractiveness of the organization as an employer and the effectiveness of the recruitment team in presenting compelling offers. Recruitment Cost Ratio: Compares the total recruitment costs to the employee's first-year salary. This KPI helps determine the return on investment (ROI) for recruitment efforts and ensures cost-effectiveness in acquiring talent. Hiring Manager Satisfaction: Measures the satisfaction of hiring managers with the quality and timeliness of candidate submissions, communication, and the overall recruitment process. This KPI assesses the Recruitment Executive's ability to meet the needs and expectations of internal stakeholders. Employee Retention: Evaluates the retention rate of new hires after a specified period, such as six months or one year. This KPI indicates the effectiveness of the recruitment process in selecting candidates who align with the organization's values and have a higher likelihood of long-term commitment. Desired Candidate Profile Education and Certifications: Bachelors degree in human resources, Masters in Human Resources shall be preferred Experience: Minimum 3 to 8 years of proven work experience as a Recruiting Executive, Recruitment Consultant or Talent Acquisition Executive Experience in all areas of sourcing such as the internet, social media, networking, employee referrals, job postings, as well as conducting open houses and virtual job fairs. Technical / Functional Expertise & other competencies: Understanding of the industry (domain), recruitment processes and related policies Excellent communication and negotiation skills Excellent marketing and networking skills Ability to adapt to the needs of the organization and employees Diligent and firm with high ethical standards Coaching and mentoring the reporting team; assigns work according to availability, skills, and developmental needs Assessing performance and provide feedback to direct reports

Technical Recruiter is required for in IT/Software services. Source, review, pre-screen, and evaluate the applicants/candidates for the job requirements - Applicant qualifications, skills, and experience on a consistent set of parameters. Faridabad Required Candidate profile Experience: 1-2 Years Excellent verbal and written communication skills. Good understanding of Technology especially IT/software services. Faridabad-based candidates only apply for this job. Perks and benefits Salary on time. 5 days working environment IT Org

Functional Skill- Key Area- Head hunting management of job portal (Naukri, Indeed, Link din etc.) Preliminary cv screen, telephonic interaction, arranging interviews. Recruitment matrix maintenance End to end recruitment process.