1. Weekly recruitment target

- Accountable for the office target of 16 candidates joined every week.
- Ensure the majority are stay-at-home (live-in) caregivers, as required by home health care clients.
- Plan the weekly hiring funnel (leads → screening → interviews → offers → joining) so the target is met consistently, not in bursts.
- Report weekly progress against target to management, with reasons for any shortfall and a recovery plan.

2. Lead generation and sourcing

- Identify and build recent sources of candidate leads beyond job portals.
- Develop channels such as nursing and caregiver training institutes, GNM/ANM and home-nursing course centres, local agencies, church/community and self-help groups, employee and caregiver referral schemes, WhatsApp and Facebook groups, and local print or classified ads.
- Track which source produces the most joinings and the best retention, and shift effort accordingly.
- Maintain a ready pipeline (talent pool) of pre-screened candidates for urgent requirements.

3. Team management

- Manage and guide two HR Executives.
- Set daily and weekly targets for each executive (calls, screenings, interviews, joinings).
- Monitor their work and performance through daily check-ins and weekly reviews.
- Train, coach and correct where performance falls short; escalate persistent issues.

4. Retention and hand-holding after joining

- Hand-hold new joiners through their first weeks: orientation, client introduction, accommodation and travel arrangements.




- Stay in regular contact with each new candidate for a defined period after joining (for example, the first 90 days), and with the client family.
- Resolve early issues quickly (workload, client relationship, payments, homesickness) before they lead to exits.
- Keep records of follow-up calls and issues raised.

5. Attrition control

- Track attrition of caregivers monthly, especially early exits in the first 30–90 days.
- Conduct exit conversations and analyze reasons for leaving.
- Propose and implement measures to reduce attrition (better screening, client matching, engagement, recognition, referral incentives).
- Arrange quick replacements so clients are not left without care.

6. Requirement-based recruitment

- Recruit candidates as per the office's current requirements (role, skill level, language, location, gender preference of client, live-in or day duty).
- Coordinate with the operations team to understand upcoming client needs in advance.
- Ensure background checks, document verification and basic skill assessment are completed before deployment.
- Maintain accurate candidate records and HR documentation.

Pay: ₹45,000.00 - ₹50,000.00 per month

Application Question(s):

- have recruitment experience in health care?

Experience:

- Full-cycle recruitment: 5 years (Required)

Location:

- Kalamassery, Kochi, Kerala (Required)

Willingness to travel:

- 50% (Required)

Work Location: In person

📌 HR Manager (Kalamassery)
🏢 Caremark care services
📍 Kalamassery