Recruitment Officer

**What You Do**:

- **Collaborate with Hiring Managers**: Work closely with department heads and hiring managers to understand role requirements, provide insights on the talent market, and tailor recruitment efforts accordingly.
- **Develop Recruitment Strategies**: Design and implement innovative and effective recruitment strategies tailored to the needs of various departments.
- **Onboarding & Offboarding**: Conduct and manage comprehensive onboarding and offboarding processes for employees.
- **Recruitment Strategy & Innovation**: Streamline the recruitment process by strategizing and innovating new processes while developing old ones. Collaborate with the Head of Recruitment to achieve hiring goals.
- **Job Descriptions & Advertisements**: Create, post, manage, and update job descriptions and advertisements on the website, job portals, and other platforms.
- **Regular Check-Ins & Talent Management**: Conduct regular check-ins with new and current employees. Focus on recruitment, retention, and proactive talent management.
- **Collaboration & Reporting**: Collaborate with various departments to align recruitment practices with organizational goals. Provide regular updates to managers and track key recruitment metrics.
- **Report and Analyze Metrics**: Monitor and report on key recruitment metrics regularly, using data to drive continuous improvement in sourcing, attracting, and hiring processes.

**What You Should Have**:

- Bachelor's degree in Human Resources, Business Administration, or a related field.
- Minimum 2 years experience recruiting in relevant industry environment (digital design agencies preferred)
- Proficient in Google Workspace tools and sourcing tools (i.e. LinkedIn, Kalibrr)
- Proficiency in using recruitment software and applicant tracking systems (ATS).
- In-depth knowledge of employment laws and regulations related to recruitment.
- Must be creative and dynamic - has the positive energy to work in a technology start-up
- Strong attention to detail
- Strong organizational skills, with the ability to manage multiple priorities and innovate recruitment processes.
- Excellent oral and written English communication skills
- Commitment to diversity, equity, and inclusion in hiring practices.
- Has experience working in a fast-paced startup
- Ability to travel as needed for networking events, career fairs, etc.

**Recruiting Officer's KPI**
- **30 Days Time-to-Fill**: The average time it takes to fill a vacant position. Aim for a shorter time-to-fill to ensure that departments have the required talent promptly.
- **Quality of Hire**: Assess the performance and cultural fit of new hires after a certain period. High-quality hires contribute effectively to the organization.
- **Retention Rate**: Track the retention of new hires after a specified period (1.5 year). Low turnover among recently recruited employees indicates successful onboarding and fit.
- **Recruitment Cost Ratio**: Calculate the cost of recruitment per hire. Aim to keep this ratio low while maintaining quality.
- **Employee Engagement**: Assess the engagement and satisfaction of employees who were recruited within the past year. Engaged employees are more likely to stay and perform well.
- **Compliance Adherence**: Ensure that the recruitment process complies with all relevant employment laws and regulations by monitoring and tracking compliance issues or audits.
- **Recruitment Innovation**: Evaluate the success of innovative recruitment strategies and processes implemented by the Recruitment Officer to attract top talent.
- **Cost Savings**: Calculate cost savings achieved through efficient recruitment practices and lower turnover rates.
- **Training and Development**: Monitor the participation and success of new hires in training and development programs offered by the company.
- **Work-Life Balance**: Measure employee satisfaction with work-life balance, as higher satisfaction can lead to better retention rates.
- **HR Technology Utilization**: Track the utilization and proficiency in using HR technology and applicant tracking systems (ATS).

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- **How Recruiting Officers help achieve company wide objectives**:

- **Workforce Growth and Expansion**: Recruiting Officers contribute to the company's growth objectives by helping to scale the workforce. This includes hiring for new positions, expanding into new markets, or launching new product/service lines.
- **Employee Retention**: Reducing turnover and retaining top talent is a common objective. Effective recruitment practices, including assessing cultural fit, can contribute to employee retention.
- **Cost Control**: Managing recruitment costs is important for overall financial health. Recruiting Officers can contribute by optimizing recruitment processes, reducing time-to-fill, and minimizing external recruiting expenses.
- **Skills Gap Analysis**: Addressing skills gaps within the workforce is essential. Recruiting Officers can work closely with hiring managers to ident