Key Responsibilities:

1. Talent Acquisition:

   • Manage the full-cycle recruitment process from job posting to onboarding.

   • Collaborate with department heads to understand hiring needs and develop job descriptions and specifications.

   • Create and execute strategic sourcing plans to attract high-quality candidates using job boards, social media, professional networks, and recruitment agencies.

   • Maintain a talent pipeline for current and future hiring needs.

2. Candidate Screening and Interviewing:

   • Review resumes and applications to identify suitable candidates.

   • Conduct initial screening interviews via phone, video call, or in person.

   • Coordinate and schedule interviews with hiring managers and interview panels.

   • Assess candidates' qualifications, experience, and cultural fit within the organization.

3. Offer Management and Onboarding:

   • Assist in drafting and presenting job offers and negotiating employment terms.

   • Ensure all necessary pre-employment checks, such as background verification, are completed.

   • Coordinate with HR and other departments to facilitate a smooth onboarding process for new hires.

   • Follow up with new employees to ensure a successful transition into the organization.

4. Employer Branding and Engagement:

   • Promote the organization’s employer brand through job fairs, networking events, and online platforms.

   • Represent the company at job expos, university career fairs, and recruitment events.

   • Develop and maintain relationships with universities, training institutes, and professional organizations.

   • Contribute to social media and online content related to recruitment and company culture.

5. Data Management and Reporting:

   • Maintain accurate and up-to-date candidate information in the applicant tracking system (ATS).

   • Generate regular reports on recruiting metrics such as time-to-hire, source effectiveness, and candidate conversion rates.

   • Analyze data to improve recruitment strategies and outcomes.

   • Ensure compliance with legal hiring practices and internal policies.

6. Collaboration and Communication:

   • Partner closely with HR team members and hiring managers to understand workforce planning and job requirements.

   • Provide updates on recruitment progress and offer strategic input during hiring discussions.

   • Offer guidance and training to hiring managers on interview best practices and unbiased hiring.

   • Serve as a point of contact for candidates throughout the recruitment process, ensuring clear and timely communication.