Human Resources Recruiter

The HR Recruitment & Talent Acquisition professional will be responsible for managing the complete recruitment lifecycle of the organization. This includes understanding manpower requirements, candidate sourcing, job posting, screening, interviewing coordination, selection, offer management, documentation, and successful onboarding of new employees.

The person will act as the primary point of contact between the organization and prospective candidates throughout the recruitment process.

Key Responsibilities

1. Manpower Planning & Recruitment

• Understand hiring requirements from different departments and business verticals.
• Coordinate with department heads to understand job roles, qualifications, experience and manpower requirements.
• Prepare and maintain Job Descriptions (JDs) for open positions.
• Develop recruitment plans based on organizational requirements.

2. Candidate Sourcing

• Source candidates through job portals, LinkedIn, social media, recruitment databases, employee referrals and other relevant channels.
• Build and maintain a strong candidate database/talent pool.
• Identify both active and passive candidates for critical positions.
• Maintain records of shortlisted and rejected candidates for future requirements.

3. Job Posting & Recruitment Marketing

• Create and publish job vacancies on appropriate recruitment platforms.
• Ensure job descriptions are accurate, attractive and aligned with company requirements.
• Manage and regularly update job postings.
• Explore new sourcing channels to improve the quality and volume of candidates.

4. Resume Screening & Shortlisting

• Review applications and CVs received from various sources.
• Screen candidates based on qualification, experience, skills, salary expectations and role suitability.
• Conduct initial HR screening calls/interviews.
• Shortlist suitable candidates and forward profiles to the concerned department.

5. Interview Coordination

• Schedule interviews between candidates and hiring managers.
• Coordinate interview rounds and maintain proper candidate communication.
• Collect interview feedback from concerned department heads.
• Maintain recruitment status for every candidate.
• Ensure candidates receive timely updates regarding their application.

6. Candidate Assessment & Selection

• Conduct initial competency and behavioral assessment.
• Evaluate candidates against predefined job requirements.
• Coordinate technical/departmental assessments where required.
• Assist management in final candidate selection.
• Maintain proper recruitment documentation and evaluation records.

7. Salary Negotiation & Offer Management

• Discuss salary expectations with selected candidates.
• Coordinate compensation approvals with management.
• Prepare and issue offer letters/appointment-related documents as per company policy.
• Follow up with selected candidates until they confirm their joining.

8. Pre-Joining Coordination

• Maintain regular communication with candidates during the notice period.
• Collect required documents before joining.
• Track expected joining dates.
• Reduce candidate dropouts and no-shows through proper follow-up.

9. Employee Onboarding

• Coordinate the complete joining formalities of new employees.
• Verify and collect required employee documents.
• Coordinate induction and orientation programs.
• Introduce new employees to HR policies, company structure, departments and workplace procedures.
• Coordinate with administration, IT, finance and concerned departments for smooth onboarding.
• Ensure employee records are properly created and maintained.

10. Recruitment MIS & Reporting

• Maintain a daily/weekly recruitment tracker.
• Track:
• Open positions
• Applications received
• Candidates screened
• Candidates shortlisted
• Interviews conducted
• Candidates selected
• Offers released
• Offers accepted
• Candidates joined
• Candidate dropouts
• Time-to-hire
• Submit regular recruitment reports to the Head of HR/Management.

Key Performance Indicators (KPIs)The role can be measured on:

• Time to Fill — Time taken to close vacancies.
• Quality of Hire — Performance and suitability of recruited candidates.
• Joining Ratio — Percentage of selected candidates who actually join.
• Offer-to-Joining Ratio
• Candidate Retention
• Recruitment Cost per Hire
• Number of Positions Closed
• Interview-to-Selection Ratio
• Sourcing Effectiveness
• Timely onboarding completion
• Required SkillsStrong recruitment and talent acquisition skills.
• Excellent communication and interpersonal skills.
• Good interviewing and candidate evaluation ability.
• Strong knowledge of job portals and LinkedIn recruitment.
• Negotiation and persuasion skills.
• Good understanding of different job functions and organizational structures.
• Strong follow-up and coordination skills.
• Ability to handle multiple vacancies simultaneously.
• Good knowledge of MS Excel/Google Sheets and HR/recruitment tracking systems.
• Ability to maintain confidentiality of candidate and employee information.

Preferred Experience

Education: MBA/PGDM in HR, BBA/Bachelor's degree in HR, or equivalent.

Experience: Ideally 2–5 years of experience in recruitment/talent acquisition, preferably in a multi-department or growing organization.