Job Description

:

Roles & Responsibilities

1. Recruitment Strategy Development: Develop and implement effective recruitment strategies and plans that align with the organization\'s workforce needs and growth objectives.

2. Job Posting and Sourcing: Create compelling job postings, place them on relevant job boards, and leverage other sourcing techniques (such as social media, employee referrals, and networking) to attract a diverse pool of candidates.

3. Candidate Screening: Review resumes, applications, and cover letters to shortlist qualified candidates. Conduct initial phone screenings or interviews to assess candidates\' skills, qualifications, and cultural fit.

4. Interview Coordination: Coordinate and schedule interviews involving hiring managers, teams, and other stakeholders. Ensure a smooth interview process and timely feedback to candidates.

5. Candidate Assessment: Develop and implement assessment methods such as skills tests, behavioral assessments, and cultural fit evaluations to evaluate candidates\' suitability for the role.

6. Employer Branding: Collaborate with marketing and communication teams to enhance the organization\'s employer brand and promote its culture, values, and benefits to potential candidates.

7. Talent Pipelining: Build and maintain a pipeline of potential candidates for future roles, keeping a pool of pre-screened, qualified individuals who can be considered for upcoming openings.

8. Negotiation and Offer Management: Work with hiring managers to extend job offers, negotiate terms, and facilitate the onboarding process for selected candidates.

9. Data Analysis and Reporting: Track key recruitment metrics and analyze data to measure the effectiveness of recruitment strategies. Use insights to make data-driven improvements to the hiring process.

10. Collaboration: Partner with hiring managers, HR teams, and department heads to understand their hiring needs and align recruitment efforts with business goals.

11. Vendor Management: Coordinate with external recruitment agencies, job boards, and other vendors to optimize talent sourcing efforts when necessary.

12. Compliance and Diversity: Ensure compliance with labor laws and regulations during the recruitment process. Implement strategies to promote diversity, equity, and inclusion within the organization\'s workforce.

13. Continuous Improvement: Stay updated on industry trends, best practices, and technological advancements in talent acquisition. Implement innovative recruitment techniques and tools to enhance the efficiency and quality of hires.

14. Candidate Experience: Prioritize a positive candidate experience throughout the recruitment process, leaving candidates with a favorable impression of the organization.

15. Training and Development: Train and mentor recruitment team members, ensuring they have the necessary skills and knowledge to excel in their roles.

16. Planning and Organising: Alternative methodology of hiring & finding solutions to fulfill requirements.

17. Team Management: Motivating, managing the team to deliver

18. Manpower Planning exercise: Be part of the manpower planning exercise- Trainees and laterals.

19.Automation: Ensure all the SBG\xe2\x80\x99s following the hiring process set through automation and recruitment tools & seek process improvements as continuous process.

20. Reports: Talent acquisition Analytics and dashboard updates

Larsen & Toubro