A recruiting manager may be hired by organizations / companies, or dedicated recruiting concerns.
These individuals are required to make sure that all recruiting efforts are properly carried out, and that all vacancies are filled within provided deadlines.
This role is a supervisory one, where one has to make sure that all aspects are properly looked into, and handled according to company rules.
Recruiting managers need to possess a degree in business administration, with a major in human resources preferably. Excellent analytic skills, along with a great ability to judge people in a few meetings is important if this is the work that you intend to take up.
Since the work of a recruiting manager is supervisory in nature, it is important for people hoping to acquire positions as recruiting managers to possess excellent leadership qualities. Moreover, it is important for recruiting managers to possess some experience in a similar role, so that they know the ropes, especially if they are expecting to be hired by an organized company.
Working as a recruiting manager is no bed of roses. There is so much that needs to be taken into account. When hiring a recruiting manager, an employer will always look out for a few things, including the ability handle a large volume of work, exceptional knowledge of labor legislations, and excellent communication skills.
Recruiting Manager Duties and Responsibilities
• Create, develop, and implement core recruiting programs, according to the company’s policies and procedures.
• Develop and implement strategic recruitment procedures, and improve upon existing procedures and processes.
• Direct and oversee the hiring of all upper management professionals, ensuring that all process are in check.
• Ascertain that new and effective interviewing procedures and techniques are taught to hiring professionals.
• Supervise the carrying out of core hiring procedures, ensuring that all is in sync with provided guidelines.
• Directly interact with job candidates, and ensure that all inquiries are properly and timely responded to.
• Conduct initial and level two candidate screening, and provide feedback, to assist in making good selections.
• Refer qualified candidates to specific departments, for further proceedings.
• Develop and conduct required testing procedures, as part of the candidate screening process.
• Set clear benchmarks and goals for recruiting personnel, ensuring that they abide by the outlined protocols.
• Design the selection matrix aimed at choosing the optimum recruitment channel and source.
• Monitor the cost of recruitment efforts, paying special attention to how it can be reduced.