Preferred Candidate Profile:

Should have experience in bulk hiring.

Should have knowledge of Industrial Relations (IR) and labour laws.

Male candidate Only

The Talent Acquisition Specialist Bulk Hiring (Blue Collar) will be responsible for driving large-scale, time-bound recruitment of frontline and blue collar workforce across the organisation's Pan India operations. The role demands a specialist with hands-on experience in mass hiring managing everything from manpower planning and sourcing through labour contractors, ITI institutes, and rural job fairs, to screening, onboarding, and deployment of high volumes of candidates within aggressive timelines. The incumbent will hire across a wide range of blue collar roles including cooks, kitchen helpers, stewards, housekeeping staff, pantry car attendants, catering assistants, cleaners, helpers, security guards, drivers, loaders, and site labour, among others. Speed, process discipline, geographic reach, and robust vendor and contractor networks are the hallmarks of success in this role.

TYPICAL BLUE COLLAR ROLES HIRED

Catering & Food Service

Operations & Facility

Cook / Helper Cook / Tandoor Cook

Kitchen Helper / Pantry Boy

Steward / Food Service Assistant

Pantry Car Attendant / IRCTC Staff

Catering Supervisor / Checker

Dishwasher / Utility Worker

Delivery Boy / Food Runner

Housekeeping Attendant / Sweeper

Security Guard / Watchman

Driver (LMV / HMV / Tempo)

Helper / Loader / Packer

Construction Labour / Site Helper

Electrician / Plumber / Carpenter (ITI)

Safai Karamchari / Sanitation Worker

KEY RESPONSIBILITIES

A. Manpower Planning & Demand Forecasting

Collaborate with Operations, Catering, Facility, and Project Heads to capture Pan India manpower requirements location-wise, role-wise, and timeline-wise and translate them into structured bulk hiring plans.

Develop monthly and quarterly manpower demand calendars, factoring in seasonal peaks (festive seasons, Railway peak travel periods, hotel high seasons, project ramp-ups), attrition patterns, and planned business expansions.

Maintain a live manpower tracker — capturing open positions, in-process candidates, confirmed joiners, and deployment status across all locations and business units.

Proactively identify locations with chronic manpower shortages; develop location-specific sourcing strategies to address supply constraints on a priority basis.

Work closely with the Finance and HR Operations teams to ensure bulk hiring is executed within approved headcount budgets and cost-per-hire parameters.

B. Bulk Sourcing & Channel Management

Design and execute multi-pronged sourcing strategies specifically suited to blue collar talent markets — including labour contractor networks, ITI / vocational institute tie-ups, government employment exchanges (Rozgar Mela), walk-in drives, village-level outreach, and WhatsApp-based referral campaigns.

Build, manage, and expand a network of labour contractors, manpower supply agencies, and staffing vendors across all states of operation; negotiate rates, timelines, and quality benchmarks with each vendor.

Organise and conduct large-scale walk-in drives, job melas, and recruitment camps at strategically selected locations — including railway stations, bus stands, ITI campuses, and labour-dense residential pockets in Tier 2 and Tier 3 cities.

Leverage digital sourcing channels accessible to blue collar candidates — WhatsApp Business, WorkIndia, Apna, QuikrJobs, OLX Jobs, and local Facebook job groups — to maximise reach in target talent markets.

Activate and manage employee referral schemes specifically designed for blue collar workers — with simplified referral processes, instant communication via WhatsApp, and timely referral bonus disbursements.

Establish tie-ups with ITI colleges, Industrial Training Centres, polytechnics, and vocational training institutes across key sourcing geographies for steady pipeline of trade-certified candidates (electricians, plumbers, fitters, cooks).

Partner with government schemes and portals — National Career Service (NCS) portal, Skill India / PMKVY trained candidates,



and State Employment Offices — to access trained, semi-skilled, and unskilled workforce pools.

Develop and maintain a geo-tagged database of sourcing hotspots — identifying labour-surplus districts, seasonal migration corridors, and high-yield villages for targeted outreach during peak hiring seasons.

C. Screening, Verification & Selection

Conduct rapid but structured screening of large candidate pools — assessing basic literacy, physical fitness, relevant trade skills, work experience, and availability for deployment at required locations.

Organise and manage bulk screening camps — coordinating multi-station assessment flows including document verification, skill demonstration (cooking test, trade test, housekeeping test), and basic aptitude checks for volume hiring drives.

Verify key candidate documents at the point of selection — Aadhaar card, PAN card, educational certificates (10th / ITI pass), experience letters, FSSAI food handler certificates (for catering roles), and medical fitness certificates.

Coordinate police verification, background checks, and reference checks for roles with access to sensitive premises — including pantry car attendants, railway catering staff, hotel housekeeping, and security guards.

Assess candidates for role-specific requirements — FSSAI food hygiene awareness for kitchen roles, basic Hindi / English communication for customer-facing roles, and physical fitness standards for site labour and security roles.

Maintain selection-to-joining ratios and plan for dropout buffers — typically selecting 1.3x to 1.5x the required headcount to account for no-shows, dropout between selection and joining, and medical rejects.

D. Onboarding, Deployment & Induction

Coordinate end-to-end joining formalities for blue collar hires — document collection, Aadhaar-linked HRMS registration, ESI and PF enrolment, bank account opening (where required), uniform issuance, and photo ID card creation.

Manage logistics of candidate deployment — travel arrangements, accommodation coordination (for outstation / inter-city deployment), joining date confirmation, and Day 1 reporting point communication in local languages.

Coordinate with Operations and Catering teams to ensure receiving managers at deployment locations are informed and prepared for new joiner arrivals; provide deployment rosters in advance.

Oversee structured Day 1 induction programmes for blue collar hires — covering workplace safety, food hygiene (FSSAI basics for catering), attendance and leave procedures, wage payment processes, and code of conduct in simple, accessible language (with vernacular communication where needed).

Track joining rates against confirmed offers; follow up with all confirmed candidates via phone / WhatsApp in the 48–72 hours before joining date to minimise no-shows.

Maintain a 30-day post-joining check-in tracker — flagging early attrition risks and coordinating with Operations and HR for immediate corrective action to protect deployment numbers.

E. Contractor & Vendor Management

Empanel, evaluate, and manage approved labour contractors and manpower staffing agencies — maintaining a tiered vendor panel rated by delivery speed, quality of candidates, geographic coverage, and compliance adherence.

Negotiate service agreements, mark-up rates, replacement clauses, and SLA terms with all empanelled vendors; ensure contracts are reviewed and renewed annually.

Monitor vendor performance on a monthly basis — tracking delivery against committed headcount, quality of candidates supplied, attrition within first 90 days, and compliance with statutory obligations (ESI, PF, wages).

Ensure all contractors operate in compliance with the Contract Labour (Regulation & Abolition) Act,



1970 — including valid contractor licences, Form XIII registers, wage payment registers, and principal employer compliance.

Manage vendor escalations — poor quality supply, delayed deployment, or compliance violations — and take corrective action including warning, financial penalty (per contract), or delisting.

Develop new vendor partnerships in geographies where existing vendors have limited reach; continuously expand the contractor network to cover Tier 2, Tier 3 cities, and rural labour markets.

F. Attrition Management & Retention Hiring

Track blue collar attrition data location-wise and role-wise on a weekly basis; identify high-attrition hotspots and develop targeted retention hiring plans to maintain operational headcount at all times.

Analyse root causes of early attrition (within 90 days of joining) — working conditions, wages, supervisor behaviour, accommodation quality, food, and distance from home — and share findings with Operations and HR for corrective action.

Maintain a ready replacement pool — pre-screened, document-verified candidates available for immediate deployment when attrition or absenteeism creates gaps in operational locations.

Develop seasonal hiring plans for peak demand periods (Diwali, Eid, New Year, Railway peak seasons, cricket tournaments) — ensuring operational locations are never under-staffed during high-revenue periods.

Implement a structured absenteeism management protocol in coordination with Operations — including standby deployment rosters and contractor on-call arrangements to cover unexpected workforce shortfalls.

G. MIS, Analytics & Reporting

Maintain a comprehensive real-time manpower MIS — tracking open positions, walk-in drive outcomes, screenings completed, selections made, joinings confirmed, and deployment status across all locations.

Prepare daily / weekly hiring status reports for HR Manager and Operations Heads — with location-wise gap analysis, pipeline health indicators, and projected joining dates for in-process candidates.

Track and report key bulk hiring metrics — time-to-deploy, cost-per-hire by channel and role, walk-in conversion rate, vendor delivery performance, selection-to-joining ratio, and 30/90-day retention rate.

Maintain vendor scorecards updated monthly; share vendor performance reports with HR Manager for empanelment decisions and contract renewal reviews.

Monitor and report on hiring spend vs. budget — flagging variances, cost overruns, or opportunities to reduce agency dependency through direct sourcing improvements.

SKILLS AND ABILITIES

High-Volume / Bulk Recruitment Expertise

Blue Collar Sourcing Channel Mastery

Walk-In Drive & Job Mela Organisation

Attrition Analysis & Retention Hiring

Candidate Onboarding & Deployment Logistics

MIS Reporting & Hiring Analytics

EDUCATION, EXPERIENCE & QUALIFICATIONS

Qualification

Graduate in any discipline (mandatory). MBA / PGDM / MSW in HR is preferred but not a barrier for candidates with strong hands-on bulk hiring experience.

Experience

5-7 years of dedicated bulk / mass hiring experience with a strong focus on blue collar, frontline, and semi-skilled workforce. Candidates must have managed walk-in drives, contractor networks, and high-volume deployments of 100+ hires per month. Experience in sectors such as catering / food service, construction, manufacturing, FMCG, logistics, facility management, railways, or hospitality is preferred.

Domain Knowledge

Strong understanding of blue collar talent markets, labour contractor ecosystem, ITI / vocational pipeline, government employment schemes (NCS, PMKVY, Skill India), and labour laws governing contract workers, migrant workers, and minimum wages across states.

Digital Tools

Proficiency in WhatsApp Business for candidate communication; hands-on experience with blue collar job platforms (Apna, WorkIndia, QuikrJobs, OLX Jobs); working knowledge of HRMS tools ,Excel for MIS and tracker management.

Languages

Hindi fluency (spoken and written) is mandatory — essential for communicating with candidates, contractors, and field teams. English proficiency required for internal reporting.

📌 Regional Human Resource Manager (Kolkata)
🏢 Ybrant People Manpower Consulting
📍 Kolkata