Job Summary The Retail Recruitment HR Executive is responsible for end-to-end recruitment of retail store staff across multiple locations. This role focuses on bulk hiring, sourcing, screening, and onboarding of candidates to meet store manpower requirements within timelines.
- Manage end-to-end recruitment for retail roles (Sales Executives, Store Managers, Cashiers, etc.)
- Handle bulk hiring for new store openings and existing store requirements
- Source candidates through job portals, walk-ins, referrals, and field recruitment drives
- Screen resumes and conduct initial interviews
2. Interview Coordination
- Schedule and coordinate interviews with store managers and regional heads
- Follow up with candidates throughout the hiring process
- Ensure quick turnaround time for hiring
3. Sourcing Strategy
- Build robust candidate pipelines for high-volume roles
- Conduct job fairs, campus drives, and local hiring campaigns
- Maintain relationships with consultancies and recruitment vendors
4. Offer & Onboarding
- Roll out offer letters and negotiate salary within budget
- Ensure smooth joining and onboarding process
- Collect and verify candidate documents
5. Recruitment MIS & Reporting
- Maintain recruitment trackers and databases
- Generate daily/weekly hiring reports
- Track hiring metrics like closure rate, TAT, and cost per hire
6. Employer Branding
- Promote the company as an employer of choice in retail hiring markets
- Participate in job fairs and recruitment events
Required Skills & Competencies
- Strong sourcing and networking skills
- Ability to handle bulk and fast-paced hiring
- Excellent communication and negotiation skills
- Good knowledge of recruitment tools and job portals
- Ability to work under pressure and meet deadlines
Qualifications
- Bachelor’s Degree in HR / Business Administration or related field
- MBA / PGDM in HR (preferred)
Experience
- 1–3 years of experience in recruitment, preferably in retail hiring
- Experience in bulk hiring is mandatory
Key Performance Indicators (KPIs)
- Time-to-fill positions
- Number of positions closed per month
- Offer-to-joining ratio
- Candidate quality and retention
- Hiring cost efficiency