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There're many differences between the role of the in-house Recruitment Manager, and the Recruitment Manager in a Recruitment Agency... What are the main differences?
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.
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.
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.
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.
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--
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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.