Talent Acquisition Specialist_Bulk Hiring_Hybrid_Gurgaon

End-to-End Recruitment & Volume Hiring

• Drive end-to-end talent acquisition lifecycle: sourcing, screening, interviewing, salary fitment, offer rollout, pre-boarding, and onboarding.
• Manage mass/bulk hiring drives for frontline roles including Relationship Officers (RO), Senior Relationship Officers (SRO), Branch Sales Managers (BSM), Credit Managers, and Gold Loan Valuators/Appraisers.
• Maintain strong candidate pipelines to achieve a consistently high offer-to-joining ratio and minimize post-offer dropout rates.

C. Sourcing & Channel Optimization

• Diversify sourcing channels across job portals (Naukri, Indeed), professional networks (LinkedIn), social media (WhatsApp groups), local job fairs, campus recruitment, and employee referral programs.
• Manage external staffing agencies and RPO partners, establishing SLAs and monitoring vendor performance.

D. Stakeholder & Process Management

• Partner closely with Business Heads, Regional Sales Managers (RSMs), Area Sales Managers (ASMs), and HR Business Partners (HRBPs) to understand branch manning needs and align hiring priorities.
• Manage compensation fitments, salary approvals, and compliance policies in coordination with HR Operations.
• Oversee pre-employment checks including candidate documentation, background verification (BGV), CIBIL checks, and CIS/HRD compliance processes.

E. Analytics, Tracking & Reporting

• Maintain real-time hiring trackers, branch manning dashboards, and recruitment MIS.
• Provide regular insights to leadership on hiring TAT, source mix, cost per hire, and attrition trends.

. Key Performance Indicators (KPIs)

• Manning Level Compliance: Maintenance of ~95%+ target manning level across assigned branches/regions.
• Turnaround Time (TAT): Adherence to strict SLA limits from requisition opening to candidate joining.
• Offer-to-Joining Ratio: Achieving target conversion rates and minimizing dropout percentage.
• Source Mix Balance: Effective blend of direct sourcing (LinkedIn, WhatsApp, Portals, Referrals) to control agency reliance.
• Quality & Compliance: Zero non-compliance in candidate documentation, BGV, CIBIL, and internal HRD norms.

Candidate Profile & Qualifications

• Education: Graduate in any discipline; Full-time MBA / PGDM in HR from a recognized institute preferred.
• Experience: 6 to 10 years of core recruitment experience in BFSI, NBFC, or Fintech sectors,
• Domain Exposure: Proven track record in Gold Loans, Retail Assets, LAP, MSME, or field sales volume recruitment.
• Technical Skills: Hands-on expertise with ATS platforms, MS Excel (Pivot Tables, VLOOKUP, Dashboards), job portals, and digital sourcing tools.
• Soft Skills: Exceptional stakeholder management, communication, negotiation, team mentoring, and crisis/escalation resolution skills.