Talent Acquisition Manager

Key Responsibilities Assistant Manager – Talent Acquisition

1. Manpower Planning: Coordinate with Regional Heads, Area Managers, Branch Managers, and HODs to identify manpower requirements across branches and departments.

2. Recruitment Strategy: Develop and implement effective recruitment strategies to meet the organization's hiring requirements within the stipulated timelines.

3. End-to-End Recruitment: Manage the complete recruitment cycle, including job posting, candidate sourcing, screening, interview coordination, selection, salary negotiation, and offer rollout.

4. Team Management: Supervise and guide the Talent Acquisition team, allocate recruitment targets, monitor individual performance, and ensure timely closure of vacancies.

5. Candidate Sourcing: Identify suitable candidates through job portals, employee referrals, social media, walk-in interviews, campus recruitment, and other recruitment channels.

6. Interview Coordination: Coordinate with hiring managers and department heads to schedule interviews, obtain feedback, and facilitate timely selection decisions.

7. Bulk Hiring and Recruitment Drives: Plan and execute walk-in interviews, campus recruitment drives, job fairs, and other hiring campaigns to meet large-scale manpower requirements.

8. Recruitment Target Achievement: Monitor recruitment metrics, including vacancy closure rates, time-to-hire, joining ratios, offer acceptance rates, and recruitment costs.

9. Stakeholder Coordination: Maintain effective communication with hiring managers and regional teams regarding vacancy status, candidate availability, recruitment progress, and joining schedules.

10. Salary Negotiation and Offer Management: Ensure salary expectations are aligned with approved budgets, coordinate salary approvals, and manage offer communication and follow-ups until joining.

11. Joining and Onboarding Coordination: Ensure selected candidates complete pre-joining formalities, submit the required documents, and report for duty as scheduled. Coordinate with HR Operations for smooth onboarding.

12. Employee Referral Programme: Implement and monitor employee referral initiatives to improve candidate sourcing and recruitment efficiency.

13. Campus-to-Career Initiatives: Build relationships with colleges and educational institutions to identify fresh talent and develop a sustainable entry-level talent pipeline.

14. Recruitment MIS and Reporting: Prepare and maintain recruitment reports, vacancy trackers, interview status reports, joining reports, and periodic performance dashboards for management review.

15. Recruitment Budget and Cost Control: Monitor recruitment expenditure and ensure optimal utilization of recruitment channels and resources.

16. Employer Branding: Promote the organization as an employer of choice through professional job advertisements, recruitment campaigns, social media, and candidate engagement initiatives.

17. Background Verification and Documentation: Coordinate candidate background verification, reference checks, and verification of employment and educational documents in line with company policy.

18. Process Improvement: Identify recruitment bottlenecks, improve sourcing and screening methods, and implement measures to reduce hiring turnaround time and improve candidate quality.

19. Policy Compliance: Ensure recruitment activities comply with company policies, approved manpower budgets, documentation requirements, and applicable employment laws.

20. Management Reporting and Review: Provide regular updates to the HR Head and senior management on manpower gaps, recruitment performance, hiring challenges, and future recruitment plans.

Key Performance Indicators (KPIs)

• Achievement of monthly and quarterly recruitment targets.
• Average time taken to fill vacancies.
• Candidate joining ratio against offers released.
• Quality of hires and hiring manager satisfaction.
• Recruitment cost per hire.
• Recruitment team productivity.
• Reduction in pending and ageing vacancies.
• Effectiveness of employee referrals and campus recruitment.
• Accuracy and timeliness of recruitment MIS.
• Candidate retention during the initial employment period.