HR RECRUITER

Manage the full recruitment lifecycle, ensuring we attract and hire top talent efficiently and
effectively. This role demands a proactive approach to sourcing, screening, and hiring candidates
while maintaining a strong focus on quality, diversity, and candidate experience.
Key Responsibilities:
Talent Acquisition
 Manage end-to-end recruitment for different positions, including job posting, sourcing,
screening, interviewing, and offer negotiation.
 Develop and implement innovative sourcing strategies to attract high-quality candidates
from diverse channels such as job boards, social media, employee referrals, and professional
networks.
 Maintain and update their Applicant Tracker with accurate candidate information and status
updates.
Efficiency & Metrics Management
 Optimize the recruitment process to meet key performance indicators such as Time to Fill,
Time to Hire, etc.
 Track and analyze recruitment metrics, providing regular reports on pipeline health,
conversion rates, and hiring trends.
 Ensure timely communication with candidates and hiring managers to keep the recruitment
process on track.
Quality of Hire
 Collaborate with hiring managers to understand job requirements and assess candidate fit
based on skills, experience, and cultural alignment.
 Evaluate the performance and retention of new hires to ensure high-quality recruitment
outcomes.
Diversity and Inclusion
 Champion diversity in the hiring process by proactively sourcing candidates from
underrepresented backgrounds.
 Monitor and report on diversity hiring metrics to meet organizational goals.
Candidate and Stakeholder Experience
 Provide an exceptional candidate experience by maintaining clear and transparent
communication throughout the recruitment process.
 Build strong relationships with hiring managers to understand their needs and provide
consultative support.

Key Performance Indicators (KPIs):
 Time to Fill and Time to Hire for open positions
Time to Fill (TTF):
The average number of days taken to fill a position from job posting to offer acceptance.
Time to Hire (TTH):
The time from when a candidate enters the pipeline to when they accept the offer.
 Offer Acceptance Rate and Candidate Pipeline Conversion Rate.
Offer Acceptance Rate:
(Offers Accepted / Offers Made) × 100
Measures the effectiveness of the offer package and recruitment process.
Number of Positions Filled:
Total positions successfully filled within a specific period.
Candidate Pipeline Conversion Rate:
(Candidates Hired / Total Candidates in Pipeline) × 100
Tracks how effectively candidates move through the recruitment funnel.
Source-to-Hire Ratio:
Tracks which sourcing channels (e.g., job boards, referrals, LinkedIn) yield the most hires.
Cost per Hire:
Total Recruitment Cost / Number of Hires
 Retention Rate (90 Days/1 Year) of new hires.
The percentage of new hires retained after a specific period.
 Hiring Manager Satisfaction Scores.
Hiring Manager Satisfaction Rate:
Based on feedback from hiring managers about the suitability and quality of new hires.
New Hire Performance:
Performance ratings of new hires during the first review period.
Drop-Off Rate:
Percentage of candidates who withdraw during the recruitment process.