HR RecruitmentBoometrix Development Corporation

HR RECRUITMENT
 
JOB SUMMARY
 
The HR Recruitment Specialist is responsible for managing the full recruitment cycle to attract, select, and onboard qualified candidates who align with the organization's goals and culture. This role involves developing effective recruitment strategies, utilizing various sourcing methods, and ensuring a positive candidate experience throughout the hiring process.
 
JOB DUTIES AND RESPONSIBILITIES
 
Key Responsibilities:
Full-Cycle Recruitment Management: Lead full-cycle recruitment for multiple project sites and locations across Visayas and Mindanao, including sourcing, screening, conducting initial interviews, and coordinating final-stage interviews and assessments.
Talent Attraction & Employer Branding: Create compelling job collaterals and post them on appropriate job boards, social media platforms, and other relevant channels. Promote the organization's reputation as an employer of choice through various branding initiatives.
Employee Referral Program Enhancement: Maintain and enhance employee referral programs and incentive schemes to boost engagement and attract top talent.
Salary and offer Management: Prepare and extend job offers, coordinating high-level compensation decisions with the HR Supervisor and HROD Director for salary offers.
Pre-Employment Compliance & Record Keeping: Ensure compliance by verifying the completion of pre-employment requirements and maintaining accurate, well-documented employee files.
Onboarding Coordination: Coordinate with HR and Admin onsite for onboarding of new employees, system registration, and documentation.
Strategic Workforce Planning Support: Provide critical administrative and logistical support for strategic workforce planning and forecasting, enabling adequate staffing levels to meet operational demands.
Talent Management & Succession Planning: Talent Management & Succession Planning: Manage succession planning by handling internal employee movement letters (promotions, transfers, and salary adjustments), ensuring documentation and compliance with company policy.
Job Description Management: Review and update existing job descriptions to ensure alignment with current needs, and draft comprehensive job descriptions for new positions, defining key responsibilities and qualifications.
INTERACTIONS
 
Internal Clients
Division Head
Managers
Supervisors
Staff/Associates
External Clients
Consultants
Service Providers
ACCOUNTABILITY AND SUPERVISION
 
Organizational Scope
Immediate Superior : HR Supervisor
Subordinates : N/A
 
JOB SPECIFICATIONS
 
Qualifications:
Bachelor's degree in Psychology, Human Resources, Business Administration, or a related field.
Proven work experience as a Recruitment Specialist or in a similar role for at least 1 year.
Familiarity with various recruitment platforms and applicant tracking systems.
Strong understanding of recruitment processes and strategies.
Excellent communication and interpersonal skills.
Ability to manage multiple positions and priorities simultaneously.
Preferred Qualifications:
HR certifications (e.g., CHRA) are an advantage.
Experience with employer branding initiatives.
Knowledge of behavioral interviewing techniques.
Key Competencies:
Talent Acquisition & Sourcing
Interviewing & Assessment
Negotiation & Offer Management
Time Management & Organization
Analytical Skills & Metrics Tracking
Adaptability & Problem-Solving
Team Collaboration & Communication
Working Conditions:
Primarily office-based with standard working hours.
May require occasional travel for job fairs, campus recruitment, or industry events.
Regular interaction with candidates, hiring managers, and external recruitment partners.
REPORTORIAL REPORTS
 
An HR Recruitment Specialist's reporting duties are focused on tracking and analyzing the recruitment process to ensure efficiency and effectiveness. Here's a breakdown of the key reportorial responsibilities:
Recruitment Metrics Reports:
Purpose:
To track and analyze key recruitment metrics.
To measure the effectiveness of recruitment strategies.
To identify areas for improvement in the hiring process.
Content:
Time-to-fill (average time to fill open positions).
Cost-per-hire (total cost of hiring a new employee).
Source of hire (tracking where successful candidates are coming from).
Offer acceptance rate.
Application-to-hire ratio.
Quality of hire (measuring the performance of new hires).
Candidate Tracking Reports:
Purpose:
To monitor the progress of candidates through the recruitment process.
To ensure efficient and timely communication with candidates.
To maintain accurate records of candidate information.
Content:
Candidate pipeline reports (tracking the number of candidates at each stage).
Interview scheduling and feedback reports.
Candidate communication logs.
Background check and reference check reports.
Sourcing and Advertising Reports:
Purpose:
To evaluate the effectiveness of different sourcing and advertising channels.
To identify the most productive recruitment platforms.
To optimize recruitment spending.
Content:
Job board performance reports.
Social media recruitment metrics.
Employee referral program reports.
Agency performance reports (if applicable).
Website traffic related to career pages.
Recruitment Activity Reports:
Purpose:
To document recruitment activities and track progress against goals.
To provide updates to hiring managers and stakeholders.
To ensure compliance with recruitment policies and procedures.
Content:
Weekly/monthly recruitment activity summaries.
Open positions and hiring status reports.
Recruitment budget tracking reports.
Compliance reports related to EEO/AA and other regulations.
Applicant Feedback Reports:
Purpose:
To gather feedback from applicants on the recruitment process.
To identify areas for improvement in the candidate experience.
To enhance the company's employer brand.
Content:
Applicant satisfaction surveys.
Feedback on interview process and communication.
Analysis of applicant feedback.