HR Recruiter

HR Recruiter

Location: Nehru Place, Delhi

The HR Recruiter is responsible for managing the full-cycle recruitment process, from identifying hiring needs to onboarding new employees. This role involves sourcing candidates, conducting interviews, coordinating with hiring managers, and ensuring a positive candidate experience. The HR Recruiter plays a key role in building a talented workforce that supports the organization’s growth and success.

About Company: -

We are pioneer into Gel Hair Colour. We are manufacturer of Organic Hair Care and Skin Care products.

Brand Name - Indus Valley/Bio Organic

Website - https://www.buyindusvalley.in/

Company Name - Sadaway Pvt Ltd

o  Position: HR Recruiter

o  Experience: 2+ years

o  Working Days: 6 Days (Monday to Saturday)

o  Shift Timing: 09:00 AM to 05:30 PM

o  Salary: Negotiable

o  Employment Type: Full-time

Key Responsibilities:

1. Full-Cycle Recruitment

• Manage the end-to-end recruitment process, including job postings, candidate sourcing, resume screening, interviewing, and hiring.
• Collaborate with hiring managers to define job requirements, develop job descriptions, and establish selection criteria.
• Source candidates through various channels, including job boards, social media, professional networks, and employee referrals.
• Conduct phone screenings and in-person interviews to assess candidates' qualifications and fit for the role.

1. Candidate Sourcing and Networking

• Utilize a variety of sourcing techniques to identify and attract top talent, including Boolean searches, LinkedIn Recruiter, and industry-specific job boards.
• Build and maintain a network of potential candidates through proactive sourcing and engagement.

1. Interviewing and Selection

• Conduct structured interviews to evaluate candidates’ skills, experience, and cultural fit.
• Coordinate and schedule interviews with hiring managers, ensuring a smooth and timely process.
• Assist in the decision-making process by providing recommendations based on interview results and candidate assessments.
• Conduct reference checks and background verifications as part of the pre-employment process.

1. Candidate Experience and Onboarding

• Ensure a positive candidate experience throughout the recruitment process by maintaining clear communication and providing timely updates.
• Extend job offers and negotiate employment terms with selected candidates.
• Coordinate the onboarding process for new hires, including preparing offer letters, employment contracts, and new hire orientation materials.
• Support new employees in their transition into the organization by facilitating their introduction to the team and company culture.

1. Employer Branding

• Collaborate with the marketing and HR teams to promote the company’s employer brand through social media, careers websites, and other platforms.
• Develop and implement recruitment marketing strategies to attract a diverse pool of qualified candidates.
• Create and maintain recruitment materials, such as job advertisements, brochures, and presentations, that reflect the company’s values and culture.

1. Recruitment Metrics and Reporting

• Track and report on key recruitment metrics, such as time-to-fill, cost-per-hire, and candidate satisfaction.
• Analyses recruitment data to identify trends, areas for improvement, and the effectiveness of sourcing strategies.
• Provide regular reports to the HR team and senior management on recruitment progress and challenges.

1. Compliance and Best Practices

• Ensure compliance with labour laws, company policies, and industry regulations throughout the recruitment process.
• Stay updated on best practices in recruitment and talent acquisition, and implement improvements as needed.
• Maintain accurate and up-to-date candidate records in HR databases.

Qualifications:

• Education: Bachelor’s degree in Human Resources, Business Administration, or a related field.
• Experience:
• 2-4 years of experience in recruitment or talent acquisition.
• Experience in full-cycle recruitment and candidate sourcing is preferred.
• Skills:
• Strong knowledge of recruitment best practices, sourcing techniques, and labour laws.
• Excellent communication, negotiation, and interpersonal skills.
• Proficiency in using recruitment software.
• Ability to multitask and manage multiple recruitment projects simultaneously.
• Personal Attributes:
• High level of professionalism and ethical standards.
• Strong attention to detail and organizational skills.
• Ability to work independently and as part of a team.
• Proactive and results-oriented with a passion for finding the right talent.

Key Performance Indicators (KPIs):

• Time-to-Hire: The time it takes to fill an open position.
• Source-to-Hire Ratio: The percentage of candidates from each source (social media, job boards) who are hired.
• Quality of Hire: Assessed through performance evaluations or manager feedback.
• Cost-per-Hire: The total cost of recruiting and hiring, divided by the number of hires.
• Offer Acceptance Rate: The percentage of job offers accepted by candidates.
• New Hire Turnover Rate: The percentage of new hires who leave within a certain timeframe.
• Time-to-Productivity: The time it takes for new hires to become fully productive.
• Recruitment Cycle Time: The time from job posting to hire.
• Candidate Pipeline: The number of qualified candidates in the pipeline for future openings.
• Referral Rate: The percentage of hires referred by current employees.
• Interview-to-Offer Ratio: The percentage of candidates interviewed who receive job offers.
• Job Offer Decline Rate: The percentage of job offers declined by candidates.