- Forecast staffing needs: Collaborate with business leaders to map future skill gaps and align hiring with company growth goals.
- Build talent pipelines: Proactively source and nurture passive candidates before vacancies officially open.
- Define selection criteria: Partner with department managers to create explicit, objective, and skills-based hiring requirements.
Employer Branding & Sourcing
- Promote company culture: Shape and share the organization's employer value proposition (EVP) across digital platforms and career pages.
- Source active and passive talent: Utilize professional networks like LinkedIn Talent Solutions, job boards, referrals, and direct outreach.
- Represent the company: Attend career fairs, industry events, and campus recruitment drives.
Screening & Full-Cycle Recruitment
- Draft job descriptions:
Design compelling descriptions and relevant candidate assessment tasks.
- Screen applications: Review resumes, administer skill tests, and conduct initial phone or video interviews.
- Coordinate interview loops: Manage schedules and feedback collection between candidates and hiring managers.
Offer Management & Onboarding
- Negotiate offers: Guide compensation discussions and coordinate pre-employment background checks.
- Facilitate onboarding: Partner with HR to ensure a smooth transition from candidate to active employee.
- Track metrics: Monitor data via an Applicant Tracking System (ATS) to improve time-to-hire, diversity goals, and candidate experience. [1, 2, 3, 4, 5]