1. Job Posting and Advertising

• Create detailed job descriptions and specifications.
• Post job openings on various job boards, social media platforms, and other channels.
• Work with external recruitment agencies when needed.

2. Sourcing Candidates

• Proactively search for and identify qualified candidates using platforms like LinkedIn and jobstreet etc.
• Develop and maintain a talent pool for current and future needs.
• Use networking and employee referrals to expand candidate sourcing.

3. Screening and Shortlisting

• Review and screen resumes and applications to identify the most qualified candidates.
• Conduct initial phone screenings to assess candidate skills, experience, and cultural fit.
• Create and maintain a shortlist of potential candidates for interviews.

4. Interview Coordination

• Schedule and coordinate interviews between candidates and hiring managers.
• Prepare interview questions and conduct interviews as needed.
• Collect feedback from interviewers and facilitate post-interview discussions.

5. Candidate Experience Management

• Ensure a positive candidate experience by maintaining clear and timely communication.
• Address candidate inquiries and follow up on status updates.
• Provide feedback to candidates regardless of the outcome.

6. Collaborating with Hiring Managers

• Work with hiring managers to understand the specific requirements of each position.
• Provide guidance and advice on recruitment best practices.
• Support hiring managers during the interview process.

7. Conducting Background Checks

• Verify candidate references and background information as part of the hiring process.
• Ensure compliance with relevant employment laws and company policies.

8. Extending Offers and Negotiation

• Prepare and extend job offers to successful candidates.
• Negotiate salary and benefits within company guidelines.
• Assist with onboarding processes for new hires.

9. Data Management and Reporting

• Maintain accurate records of recruitment activities in the applicant tracking system (ATS).
• Generate and analyze recruitment metrics to assess the effectiveness of sourcing methods.
• Report on recruitment progress to senior management.

10. Compliance and Policy Adherence

• Ensure all recruitment practices comply with local and federal employment laws.
• Follow company policies and procedures during all stages of the hiring process.

11. Employer Branding

• Promote the company’s reputation as a great place to work.
• Support the development of employer branding strategies.
• Represent the company at job fairs and other recruitment events.

1. Educational Background

• Bachelor’s Degree: A degree in Human Resources, Business Administration, Psychology, or a related field.
• Preferred: A master’s degree in HR or an HR certification (e.g., PHR, SHRM-CP) can be advantageous.

2. Experience

• Entry-Level Role: 1-2 years of experience in HR, recruitment, or related roles.
• Mid-Level Role: 3-5 years of experience in recruiting or HR, preferably in the same industry.
• Senior-Level Role: 5+ years of relevant recruitment experience with leadership or strategic hiring responsibilities.

3. Skills

• Communication Skills: Strong written and verbal communication skills for interacting with candidates and stakeholders.
• Interpersonal Skills: Ability to build strong relationships with candidates and hiring managers.
• Organizational Skills: Excellent ability to manage multiple roles and candidates simultaneously.
• Time Management: Strong prioritization skills to meet hiring deadlines.
• Problem-Solving: The capability to handle unexpected challenges in the recruitment process.
• Negotiation Skills: Ability to negotiate job offers and compensation with candidates.

4. Technical Proficiency

Applicant Tracking System (ATS): Familiarity with common ATS platforms (e.g., Workday, Greenhouse, Taleo).

• HR Software: Experience with HR management systems and software.
• Sourcing Tools: Proficiency in using LinkedIn Recruiter, job boards, and recruitment software.
• Microsoft Office Suite: Basic to advanced knowledge of Excel, Word, and PowerPoint.

5. Knowledge

• Recruitment Best Practices: Strong understanding of recruiting strategies and sourcing techniques.
• Employment Laws: Knowledge of federal and local labor laws related to hiring and recruitment.
• Industry Trends: Awareness of current trends and changes in the labor market and recruitment technology.
• Diversity and Inclusion: Understanding of best practices for promoting diversity in the hiring process.