What are the main responsibilities of the Recruitment Manager in a Recruitment Agency?

The recruitment manager does not interview job applicants. The manager has no directly assigned job vacancies. The manager manages and leads the recruitment process and the overall utilization of HR Recruiters. Additionally, the manager is fully responsible for the development of the recruitment process and the implementation of recruitment innovations. The manager solves all issue evolving during hiring job vacancies and takes all managerial decisions.

The recruitment manager dedicates most of the working time to the development of the recruitment process. The manager has to meet with internal clients on the regular basis as the potential gaps are identified and researched. The manager provides the regular feedback to HR Recruiters and internal clients.

The recruitment manager is responsible for the full utilization of the social media recruitment and the entire social media communication of HR. The manager should decide about the targeted niches and the content of the social media messages. The proactive social media usage should be one of the most important KPIs.

Recruitment Manager Role and Key Objectives

The recruitment manager is responsible for the recruitment process. The process has to be properly designed and implemented. The manager sets recruitment measurement and distributes the job vacancies across HR Recruiters. The manager builds a healthy relationship with internal customers and external recruitment vendors.

The recruitment manager is responsible for the development of the recruitment team in Human Resources, develops successors and increases the value added by the team members.

Key Responsibilities of Recruitment Manager

• Designs, develops and maintain the recruitment process in the organization (including its description, recruitment measurement definitions, regular measurement reporting, taking proper actions to close gaps)
• Designs the selection matrix for choosing the optimum recruitment channel and recruitment source
• Explores the market best practices in the recruitment and staffing and implement appropriate best practices in the organization
• Builds a quality relationship with the internal customers and external recruitment agencies
• Monitors and constantly reduces the costs of the recruitment process
• Sets the social media communication strategy for different job profiles and functions in the organization
• Conducts job interviews for the managerial job positions (or key jobs in the organization)
• Monitors the labor legislation and implements required changes to keep the process compliant
• Manages and develops the team of HR Recruiters
• Acts as a single point of contact for managers regarding recruitment topics
• Designs training recruitment for HR Recruiters and line managers

Key Skills

• Excellent communication skills
• Excellent negotiation skills
• Job Interviewing Skills
• Managerial  and leadership skills
• Analytical skills
• Social Media Knowledge
• Training Skills

Career Path

The recruitment manager can be promoted into the general HR Management job position or can specialize in a different HR area as the experienced specialist.

Actually this is a good question Functionally they would look like the same, but in terms of business sense they are different The Recruitment Manager in a Recruitment Agency may add to their JD selling targets & skills, client services and client relationship skills, consultancy knowledge and skills, and account management skills where the in-house Recruitment Manager does not require such.
Operational time to fulfill a position is much shorter with the Agency Recruitment Manager that the time allocated to in-house Recruitment Manager in most cases The Recruitment Manager in a Recruitment Agency is having mutli-clients with multiable and diverse needs in terms of types, levels, and functionality of professions needed, where in-house Recruitment Manager usually deals with less diversity especially business of sectors Hope this will give an answer to your question Suzy Maher

Uses sales, business development, marketing techniques and networking in order to attract business from client companies.
Works towards targets that may relate to the number of candidates placed, a value to be billed to clients or business leads generated.
Builds relationships with clients.
Developing a good understanding of client companies, their industry, what they do and their work culture and environment.
Headhunting - identifying and approaching suitable candidates who may already be in work.
Uses candidate databases to find the right person for the client’s vacancy.
Receiving and reviewing applications, managing interviews and creating a shortlist of candidates.
Offers advice to both clients and candidates on pay rates, training and career progression.
Reviewing recruitment policies to ensure effectiveness of selection techniques and recruitment programmes.

Ensuring the TEAM is performing to their best by passing on tips and continuous on the job training, as well as making sure everyone is profitable with their time management. Encourage those that require encouragemnet and lead by example. First one in and last one out.

        Study the needs of the company's employees in general and each section in particular, and to bring qualified within Mlmistoy required for work-study salaryowed ​​for this job

Ensure right matched delieverd to client.

Proper screening of candidates.

Ensure that his interest of the candidates.

 

 

inhouse---

internal stakeholder management

understanding annual/half yr hiring plan

hiring budget

cost of mix

Hiring approval in place

requirment gathering

work distribution

HR interview

employer branding

team management

looking at SLA/TATS

Candidate interview experience

salary negotiation, offer, onboarding...

 

IN AGENCY--

 

---------------------------------

req allocation

solving recruiters question

reviwing resume of team, budget, skills, formatting

submit to client

interview coordinate

followup for onbaording

invoice

.....

1) Bring out or identify job seeker real skill.

A) His communication via verbal and written.

B) look into the job seeker details in social media to see the hidden facts which may not be captured in his resume.

The main responsibilities of the Recruitment Manager in Recruitment Agency or Firm is to ensure that the candidate either meet or exceed the expectation of his client with regard to the qualities, skills talents and expertise needed by his client. Another factor is the recruitment manager is complaint to the laws on recruitment in his own country (if for local recruitment), and the client's country (for international recruitment). CBA or collective bargaining agreement is another responsibilities that the recruitment manager should have in terms of salary there should be a benchmarking and salary would be reasonable enough for the applicant and client. Another responsibility of the recruitment manager is to ensure that the documents needed from the applicant are authentic and information is validated before submitting to the client and it should be government compliant. Processes in the recruitment, and data are well monitored and the key success to this is to be always compliant.....

Measures to facilitate the candidates staff to work for other companies 

Building relationships between employment offices and customers 

Open new markets to work on recruiting cadres for those countries 

Building relationships with airline offices or hotels to facilitate the reception committees private companies Employment 

There must be transparency in dealing with customers in updating employee concessions before traveling 

 

Communication with the candidate when his candidacy for a particular job until the completion of the procedures and Travel

I agree with Mr Emad answer's. Thanks for the invitation.