Assistant Manager - TA

• Job Summary
  
  

We are looking for a proactive and result-oriented Assistant Manager – Talent Acquisition to manage end-to-end recruitment activities, drive effective sourcing strategies, and ensure timely closure of critical positions across business functions. The ideal candidate should have strong stakeholder management skills, expertise in recruitment analytics, and the ability to lead recruitment initiatives in a fast-paced business environment.

• Key Responsibilities
• End-to-End Recruitment
• Manage the complete recruitment lifecycle, from manpower requisition to offer release and onboarding coordination.
• Handle bulk hiring, lateral hiring, and niche recruitment across business and support functions.
• Recruit for positions across Sales, Operations, Customer Service, IT, HR, Finance, Marketing, and other departments.
• Ensure timely closure of open positions as per approved manpower plans and hiring targets.
• Maintain a strong pipeline of qualified candidates for critical and recurring positions.
• Sourcing Strategy
• Develop effective sourcing strategies using job portals, LinkedIn, employee referrals, social media, consultants, and campus recruitment.
• Identify alternative sourcing channels to address talent shortages and high-rejection positions.
• Build and maintain a talent pool for current and future hiring requirements.
• Monitor market availability, salary benchmarks, competitor hiring trends, and candidate expectations.
• Stakeholder Management
• Work closely with hiring managers and department heads to understand job requirements, hiring priorities, and selection criteria.
• Conduct requirement-calibration meetings to improve candidate quality and reduce interview rejections.
• Share regular recruitment updates, hiring challenges, and closure timelines with stakeholders.
• Drive interview coordination, feedback collection, and timely decision-making.
• Team Management
• Guide and monitor recruiters to achieve individual and team hiring targets.
• Allocate requisitions based on priority, complexity, and recruiter capacity.
• Review recruiter productivity, sourcing effectiveness, interview conversion ratios, and offer-to-joining ratios.
• Coach team members on sourcing techniques, screening, candidate engagement, and recruitment processes.
• Recruitment MIS and Analytics
• Prepare and maintain daily, weekly, and monthly recruitment dashboards.
• Track key recruitment metrics, including:
• Time to Fill and Time to Hire
• Requisition ageing and closure rate
• Sourcing-channel effectiveness
• Screening-to-interview conversion
• Interview rejection ratio
• Offer acceptance and joining ratio
• Recruiter productivity
• Analyse recruitment bottlenecks and recommend corrective actions.
• Ensure accuracy and timely maintenance of recruitment data in the ATS/HRMS.
• Candidate Experience and Employer Branding
• Ensure effective communication and a positive candidate experience throughout the recruitment process.
• Maintain regular follow-ups with shortlisted candidates to minimise dropouts.
• Coordinate with internal teams to strengthen employer branding and improve candidate engagement.
• Ensure proper documentation and adherence to recruitment policies.
• Required Qualifications and Skills
• Graduate or postgraduate degree in Human Resources, Business Administration, or a related field.
• 5–8 years of experience in Talent Acquisition, preferably with experience managing a recruitment team.
• Strong understanding of end-to-end recruitment and multiple sourcing channels.
• Experience in bulk hiring, lateral hiring, and critical-position recruitment.
• Strong stakeholder management, negotiation, and communication skills.
• Proficiency in Excel, recruitment dashboards, and HRMS/ATS platforms.
• Ability to manage multiple requisitions and deliver against strict hiring timelines.
• Strong analytical, problem-solving, and team leadership capabilities.
• Key Performance Indicators (KPIs)
• Achievement of monthly and quarterly hiring targets.
• Timely closure of critical and ageing positions.
• Improvement in candidate quality and reduction in interview rejection rates.
• Improvement in offer acceptance and joining ratios.
• Recruiter productivity and team performance.
• Accuracy and timeliness of recruitment MIS.
• Hiring manager satisfaction and candidate experience.
• Cost-effective sourcing and recruitment.
• Desired Competencies
• Strategic and analytical thinking
• Team leadership and coaching
• Strong execution and ownership
• Effective stakeholder management
• Negotiation and influencing skills
• Problem-solving and decision-making
• Ability to work in a dynamic, target-driven environment