Recruiter

Key Responsibilities

1. Sourcing & Field Hiring

• Identify and visit potential hiring zones: industrial areas, labour nakas, local communities, training centres, and government skill-development hubs.
• Conduct job camps, walk-in drives, and bulk hiring events for roles like housekeeping boys/girls, security guards, office boys, helpers, gardeners, and basic technicians.
• Build and maintain a network of local contacts, contractors, training partners, and community leaders to ensure a steady pipeline of candidates.

2. Screening & Selection

• Perform initial screening based on role requirements: age, physical fitness, basic communication, experience, and willingness to work in shifts/rotational duties.
• Coordinate basic trade checks or practical assessments where required (e.g., floor cleaning methods, machine handling, security post duties)
• Ensure documents are collected and verified: ID proof, address proof, photos, basic educational certificates (if any), and prior experience letter

3. Onboarding & Deployment

• Guide candidates through the onboarding process: offer letter, acceptance, medical checks (if required), uniform issue, and induction training coordination.
• Coordinate with operations/site supervisors to deploy staff as per project requirements and client timelines.
• Maintain records of joining, no-shows, and replacements to ensure minimum vacancy time at sites.

4. Compliance & Documentation

• Ensure adherence to company policies and statutory norms related to blue-collar hiring (e.g., minimum age, basic KYC, police verification support where applicable).
• Maintain accurate daily reports on: candidates approached, screened, selected, joined, and rejected, with reasons.
• Support HR in tracking attendance during the initial days and early attrition patterns.

5. Employer Branding & Candidate Experience

• Represent the company professionally at all field interactions and hiring events.
• Explain job role, location, shift, salary, benefits, and growth opportunities clearly to candidates to reduce early dropouts.
• Collect feedback from new joiners and site supervisors to improve the hiring and onboarding process.