As a Recruitment Specialist, you will be responsible for sourcing, attracting, and hiring top talent to fulfill the staffing needs of the organization. You will collaborate with hiring managers, department heads, and other stakeholders to understand their staffing requirements and ensure a smooth and effective recruitment process.
Key Responsibilities:
- Collaborate with hiring managers to understand job requirements, qualifications, and skills needed for open positions.
- Utilize various recruitment channels, including job boards, social media, professional networks, and other sources, to identify and attract potential candidates.
- Implement creative and effective sourcing strategies to build a pipeline of qualified candidates.
- Review resumes and applications to shortlist candidates.
- Conduct initial interviews to assess candidates' qualifications, skills, and cultural fit.
- Coordinate and schedule interviews between candidates and hiring managers.
- Provide guidance to candidates on the interview process and company culture.
- Build and maintain relationships with candidates, ensuring a positive candidate experience throughout the recruitment process.
- Communicate regularly with candidates to keep them informed of their application status.
- Work closely with hiring managers to understand their team dynamics, goals, and staffing needs.
- Provide regular updates on the recruitment process and collaborate on candidate selection.
- Facilitate the negotiation of job offers with selected candidates.
- Collaborate with HR and hiring managers to ensure a smooth onboarding process for new hires.
- Generate and present recruitment-related reports to track key performance indicators.
Qualifications:
- Bachelor's degree in Human Resources, Business Administration, or a related field.
- Proven experience as a Recruitment Specialist or in a similar role.
- Familiarity with recruiting software and applicant tracking systems.
- Strong interpersonal and communication skills.
- Knowledge of employment laws and regulations.
