Recruitment Consultant

Roles and Responsibilities

We invite candidates with a strong sales and business development background from the same industry with a passion for recruitment. In addition, recruitment experience, account development, and account management skills are required.

Responsibilities include:

• Develop a strategic sales plan for the targeted industry and establish a client contact plan for all short- and long-term business opportunities.
• Prospecting for new client business by scheduling regular meetings and meeting decision makers and hiring managers to understand their recruitment needs.
• Build profitable sales by employing a consultative and creative sales approach tailored to the client’s business.
• Prepare and deliver professional proposals and presentations at both operational and executive levels.
• Cultivate existing client relationships to ensure repeat business.
• Track own lead generation and ensure a healthy sales pipeline through the company’s CRM system.
• The candidate must have skills to engage people, the ability to strategize and work towards revenue targets, and should be resilient, persistent, determined, a great team player with integrity, and ability to work with speed.

Candidate Requirements:

• Minimum 3-5 years delivering assignments to the Engineering & Construction industry.
• A strong sales & business development skill set.
• A good understanding of the staffing and services industry.
• Driven individual motivated by sales results.
• A self-starter who can spot new opportunities.
• Excellent communication skills, written, verbal, and listening.
• Strong proposal writing skills and ability to engage at C-Suite level.
• Internet research skills e.g. Google Deep Search, LinkedIn, etc.
• Intermediate skills in Microsoft Office Suite, PC Skills, and CRM.
• Good client relationship management skills.
• Demonstrated communication & presentation skills.
• Collaborative and team-oriented approach.

Desired Candidate Profile

A Recruitment Manager is responsible for overseeing the recruitment and hiring process within an organization. They lead a team of recruiters, manage the hiring strategy, and ensure that the company attracts and hires the best talent in a timely and cost-effective manner. Recruitment Managers play a key role in shaping the workforce by aligning talent acquisition strategies with the organization's goals and culture.

Key Responsibilities of a Recruitment Manager

Recruitment Strategy and Planning

1. Developing Recruitment Strategies

   • Designing and implementing effective recruitment strategies to attract qualified candidates.
   • Working with senior management to understand the company's hiring needs and long-term goals.

2. Workforce Planning

   • Analyzing staffing requirements and anticipating future recruitment needs based on business growth, turnover, or expansion plans.
   • Managing workforce planning to ensure the organization is adequately staffed.

3. Job Analysis and Role Definition

   • Collaborating with department heads to define job requirements, including key skills, qualifications, and experience needed for each position.
   • Writing clear and compelling job descriptions to attract the right candidates.

Managing Recruitment Operations

1. Leading a Recruitment Team

   • Managing a team of recruiters, providing guidance, setting performance targets, and ensuring that recruitment goals are met.
   • Providing training and development opportunities for recruiters to enhance their skills.

2. Job Advertising and Sourcing Candidates

   • Overseeing the posting of job openings on job boards, social media, recruitment websites, and company career pages.
   • Ensuring that job advertisements reach the right candidates through various sourcing channels.

3. Candidate Screening and Shortlisting

   • Reviewing resumes, conducting initial phone interviews, and assessing candidates based on their qualifications, experience, and cultural fit.
   • Shortlisting candidates and recommending them to hiring managers for further interviews.

4. Interview Coordination

   • Organizing and coordinating interviews between candidates and hiring managers or department heads.
   • Ensuring that interviews are structured, consistent, and aligned with the job requirements.

Candidate Experience and Engagement

1. Building Relationships with Candidates

   • Maintaining strong communication with candidates throughout the hiring process to ensure a positive experience.
   • Providing feedback to candidates and keeping them informed about the status of their application.

2. Promoting Employer Brand

   • Acting as an ambassador for the company, showcasing the organization as an attractive place to work.
   • Promoting the company’s culture, values, and benefits to potential hires.

3. Onboarding and Integration

   • Collaborating with HR to ensure a smooth onboarding process for new hires.
   • Ensuring new hires are properly integrated into the company, including initial training and orientation.