Responsible for managing the recruitment and selection process to ensure the company hires qualified candidates for all positions. This role involves leading a team of recruiters, developing recruitment strategies, managing job postings, and ensuring a smooth hiring process. The Recruitment Manager will also work closely with department heads to understand hiring needs and provide guidance on talent acquisition.

• Create and implement effective recruitment strategies to attract top talent.
• Analyze current recruitment trends and market conditions to stay competitive.
• Develop targeted advertising campaigns for job openings.
• Lead and supervise a team of recruiters to ensure efficient hiring processes.
• Provide coaching and training to improve the team’s skills and performance.
• Monitor the team’s performance and productivity, ensuring hiring goals are met.
• Oversee the posting of job ads on various job boards, company websites, and social media.
• Develop and maintain relationships with recruitment agencies and job portals.
• Source candidates through various channels like social media, job fairs, and networking.
• Review resumes, conduct interviews, and assess candidates' qualifications and skills.
• Coordinate interview schedules between hiring managers and candidates.
• Ensure a positive candidate experience throughout the hiring process.
• Work with hiring managers to understand the staffing needs of each department.
• Assist in creating accurate job descriptions and specifications.
• Provide recruitment advice and insights to senior management.
• Ensure a smooth transition from recruitment to onboarding for new hires.
• Oversee the preparation of offer letters, contracts, and new hire documentation.
• Track recruitment metrics such as time-to-fill, cost-per-hire, and quality of hire.
• Generate reports to analyze recruitment effectiveness and identify areas for improvement.
• Ensure that recruitment practices are compliant with labor laws and company policies.
• Stay up-to-date with changes in employment law and ensure hiring processes reflect these changes.
• Manage the recruitment budget, ensuring cost-effective hiring practices.
• Negotiate contracts with third-party agencies and vendors as necessary.

Educational Background: 

• Bachelor's Degree: It is usually preferred to have a degree in business administration, psychology, human resources (HR), or a similar discipline. 

Master's Degree (Optional): 

• For senior positions, a master's degree in business management or human resources may be helpful.

2. Professional Background: 

• At least four to six years of experience in talent acquisition, or recruitment. Working for an agency or internal recruitment team can also provide experience. 
• Experience in high volume recruitment (filling many roles at once) or specialized recruitment can be crucial depending on the company’s needs. 

3. Experience in Leadership and Management: 

• Proven aptitude for managing teams, overseeing output, and creating hiring plans.

4.Essential Competencies: 

• Leadership: The capacity to lead and inspire a group of recruits. 
• Communication: Excellent written and verbal communication abilities for corresponding with senior leaders, recruiting managers, and candidates. 
• Strategic Thinking: The capacity to develop and carry out hiring practices that complement corporate objectives.
• Project management: The ability to stay organized in order to oversee several hiring projects and deadlines. 

5. Certifications (Optional, but beneficial)

• Certified Recruitment Professional (CRP)
• Certified Professional in Human Resources (PHR)
• Talent Acquisition Specialist Certification
• Certified Internet Recruiter (CIR)

6. The ability to analyze: Proficiency in evaluating data and metrics such as time to hire etc. to gauge how well recruitment tactics are working.