The role of a recruitment manager is to oversee and manage the entire recruitment process in an organisation. They are responsible for planning, modifying and implementing recruitment techniques and procedures in the business, and ensuring that others in the team are following the same strategies.
A recruitment manager must hire new employees, and ensure that the candidate who is hired has the required skills to suit the business needs. Their goal is to create a seamless recruitment process that can be used to hire for any role across the organisation in a timely manner, and to hire candidates who are the best fit for the business. Ultimately, recruitment managers aim to reduce the amount of ‘failed recruitments’ that waste both time and money, and hire people who have the required skills and knowledge, and will be likely to stay in the role long-term.
Day-to-day tasks of this role:
- Conduct meetings with team members to gain insights, updates and feedback.
- Create and design recruitment processes.
- Review candidate applications.
- Get an idea of any future hiring needs, and plan for them.
- Find candidates for open roles.
- Monitor recruitment metrics such as cost per hire, and time to hire.
UNDERSTAND THE ROLE
Skills profile for a Recruitment Manager
Most organisations require recruitment managers to have a tertiary qualification such as a Bachelor degree in human resources, business administration, business, communications, or another relevant field such as psychology. Relevant industry experience is also favourable when applying for this position. There are some common skills required for this role.
A recruitment manager must be extremely strategic in how they operate and implement recruitment processes. They must focus on talent acquisition as a big picture within a business, and understand the importance of setting clearly defined goals for recruitment and measure these goals effectively. They must also have the ability to devise plans to improve recruitment functions, reduce costs and maximise candidate experience.
A recruitment manager must also have extensive recruiting experience and knowledge. They must understand the impact of recruitment on the overall business, as well as understand the importance of candidate experience on the brand, and prioritise candidate experience when recruiting for any role.
Once you’ve determined the skills required for the role, you can write the job description to advertise for your position.
Recruitment Manager Job Description
- Why is this role being filled?
- How does this role fit into the organization and the team?
- What makes your company unique?
- What would it be like to work for you?
- What technical skills are needed for this role?
- Which soft skills are applicable?
- What are the nice-to-have experiences of your ideal candidate?
- Include availability preferences in this section
- What are the key deliverables for this role?
- What does the day-to-day of this role look like?
- Compensation & bonuses
- Employee benefits & perks
- Ongoing training benefits
PRO TIP #1
Depending on your organisation, a Recruitment Manager might be equivalent to: Recruiting Manager, Talent Acquisition, or Talent Acquisition Manager.
PRO TIP #2
Ensure that the entire recruitment process from job description to assessment to interview reiterates your company vision and values. This will help you identify the right people for the role, and applicants will know whether your company is the right fit for them.
Sample skills assessment
Question Type: Document
How would you improve an organisation’s employer value proposition and branding to candidates in the market? Feel free to use previous examples.
Question Type: Text
How do you ensure you maintain diversity and inclusion in your strategy and recruitment activities?
Question Type: Video
Tell me about a time where you have had to write a compelling business case to engage stakeholders on a new initiative or investment within Recruitment or Talent Acquisition.
Interview guide for a Recruitment Manager
Once your Vervoe skills assessment has surfaced the most qualified people for your open role, you can focus on interviewing these candidates. The PDF interview guide contains structured questions against each of the competencies for this role.
This interview guide is intended to be used in conjunction with the Vervoe skills assessment. Where a candidate has scored Low – Medium on a skill, focus on asking more questions from that skill to gain deeper insight into their level of competency.
PDF INTERVIEW GUIDE
Get your copy of the interview guide to complete the hiring process. Includes questions against each of the skill competencies for the role.