HR Recruiter

Job Summary

We are looking for an HR recruiter with 6 months to 3 years of experience, preferably from an HR consultancy or recruitment agency. The candidate will be responsible for handling end-to-end recruitment, sourcing candidates, coordinating interviews, and closing positions within the required timelines.

• Key Responsibilities Handle end-to-end recruitment for multiple client requirements.
• Understand client requirements and identify suitable candidates.
• Source candidates through job portals, LinkedIn, social media, referrals, and candidate databases.
• Screen and shortlist candidates based on job requirements.
• Conduct initial HR screening and coordinate interviews.
• Follow up with candidates throughout the recruitment process.
• Coordinate with clients and hiring teams regarding interview schedules and feedback.
• Maintain candidate databases and recruitment trackers.
• Follow up on offer acceptance and candidate joining.
• Achieve assigned daily, weekly, and monthly recruitment targets.
• Maintain a strong candidate pipeline for current and future requirements.
• Prepare recruitment reports and provide regular updates to the reporting manager.
• Required Skills: 6 months to 3 years of experience in recruitment/HR.
• Experience in HR consultancy/recruitment agency is preferred.
• Good knowledge of sourcing and screening techniques.
• Strong communication and interpersonal skills.
• Good follow-up and negotiation skills.
• Ability to handle multiple job requirements simultaneously.
• Target-orientated with good time-management skills.
• Knowledge of job portals, LinkedIn, and other recruitment platforms.
• Basic knowledge of MS Excel/Google Sheets.
• Qualification: Any Graduate / MBA HR / PGDM HR or equivalent qualification.

Preferred Candidates: Candidates who have experience in HR consultancy, staffing, bulk hiring, client coordination, candidate sourcing, and recruitment closures will be preferred.

• Key Performance Indicators Candidate sourcing and screening
• Interview scheduling and coordination
• Recruitment closures
• Offer-to-joining conversion
• Client requirement fulfilment
• Recruitment turnaround time
• Achievement of assigned hiring targets