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, should have recruitment experience, account development and account management skills are required.

Responsibilities include:

• Develop a strategic sales plan for the targeted industry and establish 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 level.
• 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 most important thing is for the candidate to have skills to engage people, the ability to strategize and work towards revenue targets. The candidate must also 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 orientated 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.