HR Recruiter Executive

1\. Job Purpose

To manage end\-to\-end recruitment activities, ensuring timely fulfilment of manpower requirements across departments through effective sourcing, screening, interviewing, and selection processes aligned with business needs.

2\. Key Responsibilities

• *A. End\-to\-End Recruitment**

• Manage the complete recruitment lifecycle, from understanding manpower requirements to candidate onboarding.
• Coordinate with Business Heads, Hiring Managers, and Department Heads to understand job specifications and manpower requirements.
• Source candidates through job portals, LinkedIn, employee referrals, consultants, social media, and other recruitment channels.
• Screen resumes and conduct initial HR interviews to assess candidate suitability.
• Schedule and coordinate technical, functional, and managerial interviews.
• Follow up with interview panels and hiring managers to obtain timely feedback and selection decisions.

• *B. Candidate Management \& Offer Coordination**

• Coordinate salary discussions, negotiations, and compensation approvals with management.
• Release offer letters and coordinate joining formalities with selected candidates.
• Maintain regular communication with candidates throughout the recruitment process.
• Ensure effective follow\-up with selected candidates to minimise offer dropouts and joining delays.
• Coordinate pre\-joining formalities, documentation, and onboarding activities.

• *C. Recruitment MIS \& Reporting**

• Maintain and update recruitment trackers, candidate databases, and manpower status reports.
• Prepare weekly and monthly recruitment MIS covering open positions, interviews, selections, offers, and actual joinings.
• Monitor recruitment turnaround time (TAT), offer\-to\-joining ratio, and source effectiveness.
• Track recruitment costs and support manpower planning activities.

• *D. Stakeholder \& Consultant Management**

• Coordinate with recruitment consultants and external hiring agencies.
• Build and maintain a pipeline of qualified candidates for current and future manpower requirements.
• Ensure timely communication with hiring managers regarding recruitment progress and challenges.
• Support employer branding and talent pipeline development initiatives.

3\. Key Skills \& Competencies

• Strong sourcing, screening, and interviewing skills.
• Proficiency in job portals such as Naukri and LinkedIn.
• Excellent communication, negotiation, and stakeholder management skills.
• Ability to manage multiple vacancies and prioritise urgent requirements.
• Strong follow\-up, coordination, and candidate relationship management skills.
• Proficiency in MS Excel, Word, Outlook, and recruitment MIS.
• Result\-oriented approach with a focus on recruitment timelines and quality of hire.

4\. Key Performance Indicators (KPIs)

• Timely closure of assigned vacancies.
• Recruitment turnaround time (TAT).
• Quality of candidates shortlisted and selected.
• Offer acceptance and joining ratios.
• Reduction in candidate dropouts and offer declines.
• Accuracy and timely submission of recruitment MIS.
• Hiring manager satisfaction.
• Cost\-effective utilisation of recruitment channels.

5\. Desired Candidate Profile

The ideal candidate should have hands\-on experience in end\-to\-end recruitment, preferably in the manufacturing, engineering, industrial, or corporate sector. The candidate should be comfortable handling multiple vacancies simultaneously and coordinating with senior management and departmental stakeholders.

• *Reporting To:** HR Manager / Talent Acquisition Manager

Pay: ₹25,000\.00 \- ₹30,000\.00 per month

Benefits

• Cell phone reimbursement
• Flexible schedule
• Health insurance
• Provident Fund
• Work from home

Work Location: In person