JOB DESCRIPTION

Position: HR Recruiter / Talent Acquisition

Department: Human Resources

Location: SGT University, Gurugram

Experience: 5–10 Years

Employment Type: Full-Time

Job Purpose

The HR Recruiter / Talent Acquisition professional will be responsible for managing end-to-end recruitment activities for Teaching and Non-Teaching positions across various Faculties, Departments, Schools, Colleges, and administrative functions of SGT University.

The role will focus on manpower requirements, talent sourcing, headhunting, candidate screening, interview coordination, selection, salary discussions, offer management, and ensuring timely joining of suitable candidates.

Eligibility Criteria

Master's Degree in Human Resources / Management / Business Administration or a relevant discipline.
5–10 years of relevant experience in Recruitment / Talent Acquisition.
Experience in University, Higher Education, Academic, Healthcare, or Institutional Recruitment will be preferred.
Experience in Teaching Faculty Recruitment will be an added advantage.
Strong hands-on experience with Naukri, LinkedIn, job portals, professional networks, Boolean search, headhunting, and other sourcing channels.
Strong understanding of end-to-end recruitment processes.
Excellent communication, interpersonal, coordination, negotiation, and follow-up skills.
Good analytical, documentation, and MIS preparation skills.
Proficiency in MS Excel, MS Word, PowerPoint, email communication, recruitment trackers, and reporting.
Ability to manage multiple vacancies and recruitment processes simultaneously.
Should be tech-savvy, proactive, adaptable, and comfortable working in a fast-paced environment.

Key Roles & Responsibilities

1. Recruitment Planning & Requirement Management

Assist in annual and periodic recruitment planning and manpower requirements.
Coordinate with Deans, HoDs, Department Heads, and concerned authorities to understand vacancies and job requirements.
Understand qualifications, experience, specialization, competencies, and other selection criteria.
Develop, review, and update Job Descriptions (JDs) and Job Specifications.

2. Talent Sourcing & Headhunting

Develop effective recruitment and sourcing strategies for Teaching and Non-Teaching positions.
Source candidates through Naukri, LinkedIn, job portals, professional networks, references, databases, and other recruitment channels.
Conduct headhunting, proactive talent mapping, and market mapping for critical and specialized positions.
Build and maintain a strong talent pipeline and candidate database.
Develop professional relationships with candidates, academic institutions, universities, colleges, and professional networks.

3. Candidate Screening & Assessment

Screen and shortlist candidates based on qualification, experience, specialization, skills, subject expertise, and job requirements.
Conduct initial telephonic/online screening and competency-based discussions.
Assess candidate suitability and recommend appropriate profiles.
Verify educational qualifications, experience certificates, professional credentials, and other relevant documents.

4. Interview & Selection Coordination

Coordinate and schedule interviews with Deans, HoDs, Selection Committees, and other concerned authorities.
Coordinate interviews, presentations, demonstrations, technical discussions, and other assessment processes.
Maintain interview schedules, candidate feedback, and selection records.
Ensure timely follow-up with candidates and internal stakeholders.

5. Salary & Offer Management

Coordinate salary discussions with selected candidates within approved compensation structures and University norms.
Obtain necessary approvals for proposed compensation.
Coordinate preparation and issuance of Offer Letters and Appointment Letters.
Follow up with selected candidates for timely joining and completion of pre-joining requirements.

6. Candidate Relationship & Joining

Maintain regular communication with candidates throughout the recruitment cycle.
Manage candidate expectations and maintain a positive candidate experience.
Follow up with selected candidates to improve offer acceptance and joining conversion.
Coordinate joining formalities with the concerned HR and department teams.

7. Recruitment MIS & Analytics

Maintain updated recruitment trackers, candidate databases, talent pools, and MIS reports.
Prepare reports covering vacancy status, sourcing channels, candidates screened, interviews, selections, offers, and joining status.
Analyse recruitment trends, sourcing effectiveness, candidate availability, hiring challenges, and recruitment timelines.
Prepare analytical reports and recommend improvements in recruitment processes.

8. Stakeholder Coordination

Coordinate effectively with Deans, HoDs, Department Heads, HR team members, and other stakeholders.
Ensure timely communication and follow-up on recruitment requirements.
Escalate critical recruitment issues and delays to the appropriate authority.

9. Compliance & Documentation

Ensure recruitment activities comply with University policies, recruitment procedures, documentation requirements, and applicable guidelines.
Maintain accurate recruitment records and documentation.
Ensure confidentiality of candidate information.

10. Recruitment Process Improvement

Identify opportunities to improve sourcing, screening, interview coordination, candidate engagement, and joining conversion.
Monitor recruitment timelines and work towards timely closure of vacancies.
Suggest new sourcing channels, recruitment practices, and technology-based solutions.

Key Competencies

Talent Acquisition & Recruitment
Faculty Recruitment
Headhunting & Talent Sourcing
Candidate Screening & Assessment
Stakeholder Management
Candidate Relationship Management
Salary Negotiation
Recruitment MIS & Analytics
Communication & Interpersonal Skills
Planning & Time Management
Problem Solving
Follow-up & Coordination
MS Excel & Reporting
Technology Orientation

Key Performance Areas (KPAs)

Timely closure of assigned vacancies
Quality and suitability of candidates
Sourcing effectiveness
Offer acceptance and joining conversion
Recruitment turnaround time
Accuracy of recruitment documentation and MIS
Stakeholder coordination and satisfaction
Talent pipeline development
Compliance with recruitment processes

How to Apply

Interested candidates may send their updated CV to:

[HIDDEN TEXT]

Candidates are requested to mention the following details in the email:

Candidate Name
Current Organisation
Current Designation
Total Experience
Relevant Recruitment Experience
Current Salary (CTC)
Expected Salary (CTC)
Notice Period
Earliest Joining Date
Current Location

Email Subject

Application for HR Recruiter / Talent Acquisition – [Candidate Name]

Only shortlisted candidates will be contacted for further selection process.