ABOUT BANIYA KI DUKAN (BKD) | A growing Delhi retail network

Baniya Ki Dukan (BKD) is a Delhi-based multi-brand grocery retail chain with more than 11 years of operating experience. BKD has grown to 20+ company-owned stores across Delhi and serves a large neighbourhood customer base through stores in Budh Vihar, Sultanpuri, Nangloi, Rohini, Burari, Rajouri Garden, Mundka, Nawada, Bhajanpura, Paschim Vihar, Narela and other parts of the city.

BKD is now preparing for its next stage of growth. The organisation's focus is to strengthen its existing Delhi network, build more consistent people and operating systems, and create a repeatable store model that can support expansion across Delhi/NCR and subsequently into Uttar Pradesh and Haryana.

Why Talent Acquisition matters now

As the store network grows, BKD will need a stronger pipeline of store, warehouse, supervisory, functional and corporate talent. Recruiters will not only fill current vacancies; they will also help build manpower pipelines for new stores and future locations so business expansion is not delayed because suitable people are unavailable.

ROLE PURPOSE | Hands-on recruitment ownership from requirement to joining The Recruiter - Talent Acquisition will manage assigned vacancies from the time an approved manpower requirement is received until the selected candidate joins BKD. The role requires a hands-on recruiter who can actively search the market, identify suitable talent, assess candidates, manage the recruitment process and maintain strong follow-up with candidates and hiring managers.

THIS IS NOT AN INTERVIEW-COORDINATION ROLE.

The Recruiter is expected to personally source, search, headhunt, assess, follow up and build active talent pipelines.

QUALIFICATIONS & EXPERIENCE | What is mandatory vs. advantageous

MANDATORY

- MBA / PGDM in Human Resources from a recognised institution.
- 2-5 years of hands-on recruitment / talent acquisition experience.
- Excellent spoken and written communication skills in English and Hindi.
- Ability to communicate confidently with frontline, supervisory, managerial and corporate candidates.
- Hands-on knowledge of job portals, candidate databases, direct sourcing and online recruitment methods.
- Positive working knowledge of MS Excel, Word, email and recruitment trackers / MIS.

ADVANTAGEOUS / PREFERRED

- Experience in retail, FMCG, consumer businesses, hospitality, logistics, warehousing or other manpower-intensive sectors; advantageous, not mandatory.
- Knowledge of any additional local or regional language.
- Experience handling multiple vacancies or multiple locations simultaneously.
- Exposure to volume hiring, walk-in drives, local hiring campaigns, campus hiring or institutional sourcing.
- Exposure to ATS / HRMS recruitment modules.

REQUIRED RECRUITMENT & SOURCING CAPABILITY | The recruiter must generate candidates independently Posting vacancies and waiting for applications will not be sufficient. The incumbent should know how to select the right sourcing channel according to the level, location, urgency and availability of talent.

JOB PORTALS & DATABASES

Hands-on use of Naukri, LinkedIn, Indeed, Foundit, Apna, WorkIndia and other relevant portals. Ability to search, filter, shortlist and build candidate pools.

RESUME SEARCH

Keyword and Boolean / combination search where available; designation, skill and company mapping; location, compensation and alternate-title searches.

HEADHUNTING

Identify suitable candidates working in relevant organisations and approach them directly, including professionals who are not actively applying.





SOCIAL MEDIA SOURCING

Use LinkedIn, professional groups, WhatsApp / Facebook employment communities and other appropriate digital channels professionally.

LOCAL SOURCING

Build manpower sources through placement officers, institutes, employee referrals, community networks, local agencies and hiring drives.

MARKET MAPPING

Understand talent availability, common salary levels, competitor hiring activity and difficult-to-source profiles.

KEY ROLES & RESPONSIBILITIES | Sourcing & recruitment planning

- Understand Manpower Requirements: Understand the approved vacancy, purpose, responsibilities, required skills, qualification, experience, location, compensation range, shifts where applicable and expected joining date before recruitment starts.
- Develop a Sourcing Plan: Choose the right mix of job portals, database searches, LinkedIn, headhunting, referrals, social media, local networks, institutions, agencies, walk-ins or recruitment drives.
- Search Candidate Databases: Personally search available databases using relevant keywords, filters, Boolean / combination searches, company mapping and alternate designations. Do not depend only on CVs received through advertisements.
- Headhunt Passive Candidates: For difficult, specialist or urgent vacancies, identify people performing similar jobs in relevant organisations and approach them professionally through LinkedIn, networks, referrals or direct outreach.
- Use Social Media for Recruitment: Use appropriate social and professional platforms to improve candidate reach while maintaining professional communication and BKD's employer image.

KEY ROLES & RESPONSIBILITIES | Candidate assessment, closure & joining

- Screen & Assess Candidates: Conduct structured preliminary discussions covering relevant experience, actual responsibilities, communication, employment stability, current and expected salary, notice period, location, motivation for change and overall suitability.
- Submit Quality Shortlists: Forward relevant and properly screened candidates to hiring managers and explain why each candidate is suitable rather than simply forwarding a resume.
- Coordinate Interviews: Arrange interviews promptly, brief candidates correctly, ensure attendance, obtain feedback from hiring managers and move selected candidates through the process without unnecessary delay.
- Manage Candidate Communication: Keep candidates informed, explain the role accurately and maintain a professional candidate experience from first contact until final closure.
- Support Offer Closure: Support compensation discussions within approved parameters, communicate offers clearly, understand candidate concerns and secure offer acceptance.
- Ensure Joining: Remain engaged with selected candidates until joining. Identify risks such as competing offers, long notice periods, salary concerns, location issues or delayed decisions, and escalate them early.

KEY ROLES & RESPONSIBILITIES | Talent pipelines, local networks & expansion

- Build Candidate Pipelines: Maintain ready talent pools for frequently hired positions so BKD does not have to start recruitment from zero whenever a vacancy arises.
- Support Store & Expansion Hiring:



Plan sourcing for existing stores and upcoming manpower requirements. Wherever possible, create local talent pipelines before a new store or operating location requires full manpower deployment.
- Build Local Recruitment Networks: Develop relationships with colleges, universities, ITIs, vocational institutes, placement officers, recruitment partners, employment groups and other sources relevant to BKD's current and future locations.
- Conduct Recruitment Drives: Support walk-in interviews, referral drives, campus / institutional hiring and local manpower campaigns where multiple positions need to be filled within a short period.
- Manage Recruitment Vendors: Where agencies are used, provide clear requirements, monitor quality and turnaround time, prevent duplicate submissions and ensure agency support does not replace the recruiter's own sourcing effort.

KEY ROLES & RESPONSIBILITIES | Recruitment data, discipline & governance

- Maintain Recruitment MIS: Maintain accurate records of vacancies, candidate sources, screening, interviews, selections, offers, acceptances, joining, dropouts and ageing of open positions.
- Use Recruitment Data: Track source effectiveness, interview conversion, offer acceptance, joining conversion and recurring bottlenecks. Use the data to improve sourcing and recruitment decisions.
- Maintain Confidentiality & Professional Standards: Protect candidate information, compensation details, replacement positions, manpower plans and internal business information. Represent BKD professionally in every candidate, vendor and institutional interaction.

CORE SKILLS & COMPETENCIES | Capabilities expected in day-to-day delivery

CORE SKILLS

- Strong job portal and resume database expertise
- Boolean / keyword search and candidate mapping
- Headhunting and passive candidate sourcing
- LinkedIn and social media recruitment
- Candidate screening and first-level interviewing
- Good judgement of candidate suitability and employment stability
- Excellent English and Hindi communication
- Networking and relationship building
- Negotiation and candidate closure
- Strong follow-up, persistence and sense of urgency
- Ability to manage several vacancies simultaneously
- Recruitment MIS and data discipline
- Organisation, planning and attention to detail
- Ownership, integrity and confidentiality

KEY PERFORMANCE INDICATORS

- Vacancy closure within agreed hiring timelines
- Quality and relevance of shortlisted candidates
- Time to fill / ageing of open positions
- Interview-to-selection conversion
- Offer acceptance rate
- Offer-to-joining conversion
- Candidate dropout / no-show rate
- Quality and retention of employees hired
- Effectiveness of direct sourcing vs. agency dependency
- Talent pipelines for recurring / expansion roles
- Accuracy and timeliness of recruitment MIS
- Hiring-manager and candidate experience

WHAT SUCCESS LOOKS LIKE A successful BKD Recruiter is not a CV coordinator. The recruiter understands the business requirement, knows where to find relevant people, approaches them confidently, assesses them carefully, follows up consistently and converts the right candidates into successful joiners.

Career Growth

Both positions will be appointed at Recruiter level. As BKD grows, recruiters who consistently demonstrate strong hiring delivery, ownership, market knowledge, stakeholder management, data discipline and the ability to guide recruitment activity may be considered for future managerial responsibilities based on performance and organisational requirements.

📌 Recruitment Recruiter (New Delhi)
🏢 Baniya Ki Dukan
📍 New Delhi