Recruitment Executive

Job Description – Retail Recruiter

Company: GIVA

Department: Human Resources – Talent Acquisition

Position: Recruiter – Retail

Base Location: Surat

Hiring Territory: Rest of Maharashtra

Experience: 2–6 years in Talent Acquisition, preferably in retail recruitment

Qualification: Graduate in any discipline; MBA in HR will be an added advantage.

Role Overview:

GIVA is looking for a proactive and result-oriented Retail Recruiter to manage end-to-end recruitment for its retail stores across Maharashtra. Based out of Surat, the role will be responsible for understanding regional manpower requirements, developing effective sourcing strategies and ensuring timely hiring closures across multiple locations.

The ideal candidate should have strong experience in frontline and volume hiring, stakeholder management, recruitment vendor coordination and the ability to manage multiple vacancies across geographically distributed retail locations.

Key Responsibilities:

1. End-to-End Retail Recruitment:

• Manage the complete recruitment lifecycle for retail positions across Maharashtra.
• Handle hiring for roles such as Fashion Consultants, Senior Fashion Consultants, Store Managers, Senior Store Managers, Cluster Managers and other retail positions.
• Understand manpower requirements, hiring priorities and business expansion plans from regional and store leadership teams.
• Ensure timely fulfilment of approved vacancies and replacement requirements.
• Drive volume hiring for new store launches and existing store operations.
• Maintain a healthy candidate pipeline for critical and frequently hired retail positions.

2. Sourcing & Candidate Management:

• Develop effective sourcing strategies through job portals, social media, employee referrals, local networks and recruitment agencies.
• Source candidates through Naukri, LinkedIn, Indeed and other relevant recruitment platforms.
• Build location-specific talent pools to support hiring across different cities in Maharashtra.
• Conduct initial screening and assess candidates on experience, communication, customer orientation, sales aptitude and role suitability.
• Coordinate and schedule interviews with hiring managers and regional stakeholders.
• Manage candidate engagement throughout the recruitment process to minimise dropouts.

3. Stakeholder Management:

• Work closely with Regional Managers, Cluster Managers and Store Managers to understand hiring requirements and priorities.
• Ensure regular communication with business stakeholders on hiring progress, challenges and expected closure timelines.
• Prioritise critical and business-impacting vacancies.
• Drive interview feedback and decision-making within agreed timelines.
• Provide regular hiring updates and recruitment insights to the Talent Acquisition leadership team.

4. Offer Management & Joining Coordination:

• Manage the offer rollout process, salary discussions and candidate negotiations.
• Ensure candidates complete the required pre-joining documentation.
• Maintain regular follow-ups with selected candidates to ensure joining commitments are met.
• Track offer-to-joining conversion and proactively address potential offer dropouts.
• Coordinate with HR Operations and the respective business teams to ensure smooth onboarding.

5. Recruitment MIS & Process Management:

• Maintain daily and weekly recruitment trackers and hiring dashboards.
• Monitor key recruitment metrics including open positions, closures, interview conversions, offer-to-joining ratio and hiring TAT.
• Ensure accurate and timely updates in the Applicant Tracking System (ATS).
• Highlight ageing positions, sourcing challenges and critical hiring dependencies.
• Identify process gaps and recommend improvements to enhance recruitment efficiency.

Key Performance Indicators (KPIs)

• Closure of approved retail vacancies within defined TAT.
• Timely fulfilment of store manpower requirements.
• Offer-to-joining conversion ratio.
• Interview-to-selection conversion ratio.
• Candidate quality and hiring manager satisfaction.
• Vendor performance and cost-effective sourcing.
• Recruitment pipeline health and ageing of open positions.
• Accuracy and timeliness of recruitment MIS.

Required Skills & Competencies:

• Strong experience in end-to-end retail recruitment and volume hiring.
• Good understanding of frontline retail and store-level hiring requirements.
• Excellent sourcing, screening and candidate assessment skills.
• Strong stakeholder management and communication skills.
• Experience in managing recruitment vendors and consultants.
• Ability to manage multiple positions across different locations.
• Strong follow-up, negotiation and closure skills.
• Data orientation and proficiency in Excel and recruitment MIS.
• Ability to work in a fast-paced environment with a high sense of ownership.
• Willingness to travel across Ahmedabad and Gujarat as per business requirements.

Preferred Candidate Profile:

• Candidates from retail, fashion, lifestyle, jewellery, FMCG or organised retail recruitment backgrounds.
• Experience in hiring for multi-store retail operations.
• Strong regional understanding and local sourcing networks across rest of Maharashtra.
• Someone who can independently manage recruitment priorities, work closely with business stakeholders and deliver closures within agreed timelines.