NigCareers

Get to know about the duties, responsibilities, qualifications, and skills requirements of a recruiting manager. Feel free to use our job description template to produce your own. We also provide you with information about the salary you can earn as a recruiting manager.

 

Who is a Recruiting Manager?

Recruiting managers are individuals that work with the recruiters of an organization to ensure that top talents are employed for the success of the organization. To create a cost- and time-efficient hiring process, these managers must be creative, proactive, and focused to make sound recruitment decisions as well as demonstrate excellent communication, management, and problem-solving skills. Recruiting strategies are created by recruiting managers, who work and supervise recruiters whose work is to recruit, interview, and improve an organization.

The Recruiting Manager manages subordinate staff in the day-to-day performance of their jobs. They ensure that all project and departmental milestones or goals are met and aligned to the approved budgets allocated by their clients, company, or organization. They have full authority for the actions of their teammates and recruiters and her the ones always held responsible for their actions. In today’s knowledge-based and innovation-driven economy, most businesses consider human capital their most important asset. This is why recruiting managers are so important because they secure the top talent that ensures a business’s success. In general recruiting managers design an efficient recruitment process to build an effective workforce.

 

Recruiting Manager Job Description

Below are the recruiting manager job description examples you can use to develop your resume or write a recruiting manager job description for your employee. Employers can also use it to sieve out job seekers when choosing candidates for interviews.

• Creating recruiting strategies procedures or tactics that ensure productive people are recruited into an organization.
• Making sure the current and future needs of an organization are met by hiring qualified employees.
• Assembling the professional network of an organization through relationships with HR and other recruiting agencies.
• Making sure to make known to the employee their satisfaction is guaranteed by the company or organization.
• Ensuring the smooth running of recruiting operations.
• Liaising with the executive team to establish recruitment goals.
• Examining and utilizing various recruitment software and recommending the best option as per the needs of an organization.
• Assisting hiring managers with interviewing techniques.
• Searching for and enforcing new sourcing methods to find job candidates.
• Evaluating and suggesting the best recruiting software for employers or organizations.
• Suggesting best ways to improve the employer’s brand.
• Identifying strategies to find candidates who will fit the company culture.
• Implement new sourcing methods (e.g. social recruiting and Boolean searches)
• Reviewing recruitment software used by their organization or company.
• Researching and choosing job advertising options.
• Training our recruitment staff on new policies that govern the organization.
• Monitoring the implementation of the new procedures or policies.
• Setting sales goals and working with your team to help them meet monthly quotas.
• Supervising the recruitment team and reporting on its performance.
• Keeping track of recruiting metrics and taking steps to improve recruitment processes.
• Researching and choosing job advertising options or placements.
• Thinking strategically about better ways to represent your company’s brand to potential new hires.
• Participating in career events to meet with recent college graduates and fresh heads or talented people.
• Ensuring to recruit high-performing personnel as staff.
• Having an understanding of fair employment practices.
• Reviewing and approving contents and improvement of placement of job postings.
• Cross-checking the resume of employees in their database through external sources.
• Ensuring to use job advertising options that can reach a wide spread of people.
• Advising hiring managers on the best possible interviewing techniques that can reveal the talented or skilled persons that are needed to grow their organization.
• Coordinating with departmental managers to forecast future hiring needs that are essential for their departmental growth.
• Participating in job fairs and career events that can open up their organization to the public.
• Ensuring to participate in career events that can be used to source productive people that can be of use in their organization.
• Building the company’s professional network through relationships with HR professionals, colleges, and other partners that are essential to their organizational growth.
• Meeting clients’ needs by finding candidates that match their organizational culture and open job description.
• Providing solutions to issues that may come due to recruitment.
• Understanding how to effectively deal with issues that may arise due to employee development or training.
• Ensuring to enforce the need for employees or teammates to partake in training, webinars, workshops, or conferences that can develop their mind and open them up to a higher level of productivity than it knows.
• Standing as the bridge between recruiters and the Human Resource department in an organization.
• Updating their database by inputting candidate contact information, geographical location, and availability on the candidates’ database.
• Creating a candidate persona for each available job position, in any department.
• Ensuring the development of high-performing team members or recruiters.
• Conducting confidential interviews together with recruiters for valid candidates.
• Following up on references and checking out candidates gotten by referral.
• Presenting shortlisted candidates to departmental heads or better still HR officials.
• Presenting detailed candidate profile summaries to HR officials.
• Building long-term client relationships for their company or organization.
• Processing and tracking applicants’ job submissions.
• Conferring with internal clients on regular basis to identify potential gaps and determine employee requirements for the available positions.
• Managing recruitment databases and advertising budgets.
• Setting clear goals and benchmarks for the recruitment team of an organization.
• Training and supervising recruiters in the correct company processes.
• Checking the budget allocations for the advertisement of job placement and vacancies together with the media team or department.
• Setting recruitment measures that employers and Human Resources can implement and enforce.
• Accounting and providing regular feedback to human resources recruiters and internal clients.
• Regularly developing and implementing effective recruitment practices, policies, and procedures for the support and development of high-performing teams.
• Keeping abreast of the trends in their field of study and their industry.
• Attracting the best personnel to increase the productiveness of their company or organization is their job.
• Developing successors for departmental heads of an organization or department.
• Increasing the value added by individuals, teammates, or members through employee performance evaluation.
• Researching to identify new sources for the recruitment of both active and passive candidates.
• Preparing periodic reports for clients, employers, or human resource officials to update them on tasks in progress, the number of candidates searched, and the number qualified or shortlisted.
• Directing and supervising the activities of the human resources recruitment team and department.
• Creating offer letters and initiating new hire paperwork and orientation.
• Providing recruitment topics for managers and human resources for recruitment.
• Designing training or development programs for human resources recruiters and line managers.
• Working closely with potential employees or candidates.
• Preparing recruitment materials, posting jobs to appropriate job boards/web boards/social media, etc.
• Knowing what to look for in an ideal candidate for any job placement.
• Having in-depth knowledge of a specific field, like education, technology, or sales.
• Having an understanding or being aware of employment law, negotiation tactics, and marketing.
• Building quality and sustainable relationships with customers and external recruitment agencies.
• Monitoring the performance of the recruitment team of an organization or company.
• Minimizing cost incurred in a recruitment process and ensuring it’s within the organization, company, or client budget allocation.
• Developing and maintaining internal and external professional relationships and utilizing traditional and innovative sourcing techniques to identify qualified candidates.
• Scheduling and coordinating onsite and video interviews with hiring managers.
• Setting up a social media communication strategy for different job profiles and functions in an organization or company.
• Working to ensure team management, corporate strategy, networking, innovation, and employer branding.
• Directing the affairs of the recruitment department in an organization or company.
• Screening applicants to determine if their skills and abilities match their organization or company’s job requirements.

 

Qualifications

• Obtaining a high school diploma or GED.
• Obtaining a Bachelor’s degree in human resource management, business management, public administration, labor relations, or other related fields.
• Having (3) years of experience working as a recruiting manager, recruiting Coordinator, Recruitment Consultant, or a similar senior role
• Having an understanding or knowledge of labor legislation and HR practices.
• Being proficient in all Microsoft Office applications as well as recruitment software.
• Knowing how to work efficiently work and deliver even when under pressure.
• Having Strong analytical and problem-solving skills.
• Having prior experience supporting start-ups through rapid scaling to their growth and sustainability.
• Having an understanding of Excellent management and leadership skills.
• Sound organizational and decision-making skills.
• Always brainstorm the best way to bring top-tier talent to a company.
• Using communication skills to enforce and build relationships with clients and employees.
• Managing difficult searches, juggling competing priorities, and handling high requisition loads in a fast-paced, constantly changing work environment.

 

Essential Skills

• Communication skill:  With good communication skills, recruiting managers gather information even from interviews, which they actively listen to get information.  Recruiting managers rub minds with different people and the only way to sustain these relationships, they need to be able to communicate properly. They can apply their knowledge of nonverbal communication to assess a candidate’s confidence and use empathy to put them at ease. Understanding a candidate’s wants and needs helps recruitment managers facilitate the right position that suits the applicants in the organization.
• Networking skills:  Networking skills help recruitment managers identify and establish relationships with candidates. Aiming to stay informed concerning the matter of networking in any industry, company, or organization is intentionally done by recruiting managers even as they struggle to keep in mind the happenings and trends even in their different industries. Every recruiting manager aims to attract a specific set of candidates to an opportunity listing or giving their client or organization talented or skilled people.
• Leadership skill:  Managing multiple hiring processes is not an easy thing. Delegating of duties is essentially the work of every recruiting manager, who’s essential to the building up of your teammates. Successful recruitment managers understand how to motivate, educate and evaluate the individuals who they supervise. They ensure that their team members understand the mission and values of the organization and follow company and industry procedures throughout their recruitment processes. As leaders all we exhibit are seen and implemented by people both above and below us, that’s why it’s said we ought to live by example.
• Problem-solving skills:  Every recruiting manager helps their client understand what challenges it is, they are going through and source the solutions. They organize resources, identify goals, identify and address opportunities for improvement in their campaigns or job advertising postings and processes and also create timelines for their projects. They know how to work through challenges, and even still give a helping hand to the ones in need.

 

How to Become a Recruiting Manager

In becoming a valued recruiting manager, you require more education, beyond just a high school diploma, bachelor’s degree, or master’s. For you to be recognized, more education is needed.

• Obtaining a high school diploma or GED.
• Obtaining a bachelor’s degree in organizational psychology or human resources management, business management, labor relations, industrial relations, education, public administration, or other related fields.
• Having (x) years of work experience in recruitment, either as a senior recruiter or technical recruiter.
• You need to have an innovative mindset to focus on creating an exceptional hiring journey for all candidates.
• Having an understanding or (x) years of Experience working with Applicant Tracking Systems (ATS).
• Having undergone a graduate program in business and human resources, customer service, or clerical work.
• Interfacing with candidates and hiring managers, assisting in the pre-employment screening process or method providing systems, and reporting support and analysis.
• Possessing interpersonal, time management, problem-solving, communication, critical thinking, leadership, organization, communication, decision-making, team management, and presentation skills.
• Having an understanding knowledge of human resources management, spreadsheet, and word processing software.
• Being Proficient in HR databases and Applicant Tracking Systems.
• Having an outstanding understanding of labor legislation (Organizational health and safety law, Equal employment opportunity, Anti-discrimination law, etc).
• Having a thorough understanding of recruiting methods and best practices, as well as applicable policies and federal, state, and local employment laws and regulations.
• Having a thorough understanding of technology, technical roles, and technical skills.

 

Where to Work as a Recruiting Manager

• Consultation houses.
• Online space or social media platform.
• Hotel services.
• Recruitment agencies.
• Brokerage firm and houses.
• Government houses.
• Federal government agencies.
• Construction and building houses.
• Financial houses.
• Transportation agencies.
• Advertisement agencies or houses.
• Colleges and Universities.

 

Recruiting Manager Salary Scale

Salary ranges can vary widely depending on many important factors, including education, certifications, additional skills, and the number of years you have spent in your profession. The average Recruiting Manager salary in the United States is $119,437 but the range typically falls between $105,990 and $134,083.

Administration and Management

Tags: How to Become a Recruiting Manager, Job Description, Recruiting Manager, Recruiting Manager Job Description, Recruiting Manager Qualifications, Recruiting Manager Salary, Recruiting Manager Skills, Who is a Recruiting Manager