HR Recruiter

1. Understanding Hiring RequirementsTake detailed job requirements from hiring managers

• Understand role expectations, skills, experience, and urgency
• Clarify budget (CTC), reporting structure, and success criteria

👉 If this step is weak, hiring will fail later.

2. Sourcing CandidatesUse multiple channels: job portals, LinkedIn, references, database

• Build a strong pipeline of active and passive candidates
• Focus on both quantity and quality

👉 Good sourcing = 70% of recruitment success.

3. Screening & ShortlistingReview resumes and match with job requirements

• Conduct initial HR screening calls
• Assess communication, attitude, stability, and cultural fit

👉 Filter smartly to save time for hiring managers.

4. Interview CoordinationSchedule interviews between candidates and panel

• Ensure smooth communication and follow-ups
• Brief candidates before interviews
• 5. Candidate Experience ManagementKeep candidates informed at every stage
• Provide timely feedback (selected/rejected)
• Maintain professional and positive interaction

👉 Every candidate is a potential brand ambassador.

6. Offer Management & NegotiationDiscuss salary expectations and align with company budget

• Roll out offer letters
• Handle negotiation and closure

👉 Closing is where most recruiters fail—this is critical.

7. Follow-ups & Joining ConversionRegular follow-ups with selected candidates

• Handle counter-offers and drop risks
• Ensure candidate joins on the agreed date

👉 Offer to joining ratio is a key performance metric.

8. Recruitment Reporting & TrackingMaintain data in ATS/Excel/CRM

• Track metrics like:
• Time to hire
• Cost per hire
• Offer vs joining ratio
• Share daily/weekly hiring reports

9. Employer Branding SupportPromote company as a great workplace

• Share job posts on social media
• Create positive candidate perception

10. Coordination with Internal TeamsWork closely with hiring managers and HR team

• Align hiring priorities with business needs
• Ensure smooth onboarding handover