Senior Recruiter

Roles and responsibilities

A Recruiter plays a vital role in the talent acquisition process, helping organizations find and hire the right candidates for open positions. Here are the key roles and responsibilities, as well as the desired candidate profile for a Recruiter.

Roles and Responsibilities of a Recruiter

1. Job Analysis and Posting

   • Job Descriptions: Collaborate with hiring managers to create accurate and compelling job descriptions.
   • Job Postings: Post job openings on various platforms, including job boards, company websites, and social media.

2. Sourcing Candidates

   • Candidate Search: Utilize various sourcing methods, such as databases, social media, and networking, to identify potential candidates.
   • Outreach: Actively reach out to passive candidates to gauge interest in available positions.

3. Screening and Interviewing

   • Resume Screening: Review resumes and applications to shortlist candidates based on qualifications and experience.
   • Interviews: Conduct initial phone screens and interviews to assess candidates' skills, experience, and cultural fit.

4. Candidate Management

   • Communication: Maintain regular communication with candidates throughout the hiring process, providing updates and feedback.
   • Coordination: Schedule interviews with hiring managers and facilitate the interview process.

5. Assessment and Selection

   • Skill Assessment: Coordinate any necessary skill assessments or tests as part of the selection process.
   • Recommendations: Provide recommendations to hiring managers based on candidate evaluations.

6. Offer Negotiation

   • Job Offers: Prepare and extend job offers to selected candidates, negotiating terms as necessary.
   • Onboarding Coordination: Work with HR to ensure a smooth onboarding process for new hires.

7. Market Research

   • Industry Trends: Stay updated on industry trends, salary benchmarks, and best practices in recruitment.
   • Competitor Analysis: Analyze competitors’ hiring strategies and talent acquisition methods.

8. Reporting and Metrics

   • Tracking Metrics: Maintain recruitment metrics and analyze data to improve recruitment strategies and processes.
   • Reporting: Prepare reports on hiring progress, candidate pipelines, and recruitment effectiveness.

9. Relationship Building

   • Stakeholder Collaboration: Build strong relationships with hiring managers, understanding their needs and preferences.
   • Candidate Relationships: Cultivate relationships with candidates, even those not selected, to enhance the employer brand.

10. Continuous Improvement

    • Feedback Collection: Gather feedback from candidates and hiring managers to refine the recruitment process.
    • Training: Stay informed about new recruitment tools and technologies to improve efficiency.

Desired candidate profile

Certifications: Relevant HR certifications (e.g., SHRM-CP, PHR) can be beneficial.
Key Skills
Interpersonal Skills: Strong ability to build relationships and communicate effectively with candidates and hiring managers.
Negotiation Skills: Proficient in negotiating job offers and managing candidate expectations.
Experience
of experience in recruitment or talent acquisition, preferably in a specific industry.
Technical Recruitment: Experience in recruiting for technical or specialized roles is a plus.
Technical Skills
Applicant Tracking Systems (ATS): Familiarity with ATS and recruitment software to manage candidate pipelines.
Social Media Recruiting: Proficiency in using social media platforms for sourcing candidates.
Soft Skills
Organizational Skills: Strong organizational and time management skills to handle multiple openings simultaneously.
Attention to Detail: Ability to maintain accuracy in candidate assessments and documentation.
Personal Attributes
Proactive Attitude: Self-motivated and proactive in seeking out candidates and improving processes.
Cultural Fit: Alignment with the company’s values and commitment to promoting a positive employer brand.