Recruitment manager responsibilities
There are several duties recruitment managers perform on a day-to-day basis. While some of these responsibilities are administrative, others are more specific to the role. Some recruitment manager responsibilities include:
1. Understanding client needs
Recruitment managers communicate with clients to understand their hiring needs and organisational goals. They may correspond with company department heads to anticipate open positions and plan for them. Recruiting managers gather this information by asking the right questions regarding the company's objectives, reporting structure and company culture. Only by listening to their clients can they foster strong and long-lasting working relationships with them.
2. Developing recruitment leads
Recruitment leads are potential future job candidates who match the job description and have shown previous interest in the company as an employer. Recruitment managers develop sustainable candidate lead strategies to increase interest in open positions. They regularly attend seminars, conferences, job fairs and other industry events to network with other professionals and develop relationships.
Recruitment managers can draw on these connections when generating leads. Other ways to develop recruitment leads include creating lead magnets, engaging with target personas on social media, hosting online webinars and reaching out to previous candidates.
3. Tracking recruitment metrics
Recruitment managers monitor key recruitment metrics to identify and solve issues affecting recruiting processes. Some metrics they track include time-to-hire and cost-per-hire. The former refers to the time that passes between the company initially reaching out to the candidate and when they accept the job offer. Recruitment managers aim to minimise this time period.
Cost-per-hire is a recruiting metric that measures the costs associated with hiring new employees. Since there are several key performance indicators (KPIs) that recruitment managers track, they often use recruitment management systems (RMS) to manage the hiring process and automate the metric process.
4. Creating candidate personas
Recruiting managers create candidate personas for each open position. A candidate persona is a fictional representation of the ideal job candidate for a position. Recruitment managers use the persona to adjust their talent acquisition strategies to attract appropriate candidates.
5. Identifying job candidates
Recruitment managers identify prospective job candidates using a variety of channels. Some ways to find candidates include:

• job boards
• social media
• networking events
• applicant tracking systems (ATS)
• referrals

Diversifying candidate sourcing channels ensures recruitment managers broaden interest and generate more leads for a position. It's important for them to draw on both online and offline recruitment methods for better diversity.
6. Creating hiring strategies
A hiring strategy is a recruitment plan that outlines the position a company is recruiting for, when and where they post the job opportunity and how they may evaluate candidates. Recruitment managers examine current hiring procedures to make necessary modifications or recommendations that boost the effectiveness of the company's recruitment process. They also supplement these hiring procedures with policies that encourage employee diversity and help the company find good culture fits.
7. Consulting references
Conducting a reference checkis the final step a recruitment manager takes before presenting job candidates with an offer. It involves following up with references the candidate provided on their CV to gain insight into the applicant's qualifications, skills and experience. Recruitment managers may also consult references to verify dates of employment and job titles.
8. Conducting research
Recruitment managers research the client company to find out more about the company culture and what they do. This information helps them create accurate job descriptions and source candidates who match the company culture. Recruitment managers may also research competitors and the market to determine what makes the company stand out and how it's performing in the market. They can use this information to attract talent.
9. Creating profile summaries
Recruiting managers create detailed candidate profile summaries and present them to company management for review. These summaries include the recruiter's overall impression of the candidate, their criteria suitability, their career highlights and achievements, their availability and any relevant skills and qualifications. Recruitment managers consult these summaries when short-listing candidates.
10. Defining job descriptions
Recruitment managers create job descriptions that state the essential job requirements, duties, responsibilities and skills required to succeed in the role. They ensure the job description sells the company to the candidate, fostering a mutual interest. Recruiting managers work closely with department heads when creating job descriptions to define job requirements.
Job Types: Full-time, Permanent
Pay: RM2,500.00 - RM3,500.00 per month
Schedule:

• Day shift

Ability to commute/relocate:

• Rawang: Reliably commute or planning to relocate before starting work (Required)

Education:

• Diploma/Advanced Diploma (Preferred)

Experience:

• Human Resources: 1 year (Preferred)

Language:

• English (Preferred)
• Bahasa Malaysia (Preferred)