
HR Recruitment Manager/Assistant Manager
4 days ago
Key Responsibilities:
1. Talent Acquisition & Recruitment Strategy
- Understand manpower requirements from business heads and prepare structured manpower planning.
- Develop and execute recruitment strategies specific to real estate roles (Sales, CRM, Land Acquisition, Engineering, Architecture, Finance, Legal, Marketing, etc.).
- Prepare and track annual/quarterly hiring plans aligned to project launches and business expansion.
- Maintain TAT (Turnaround Time) for closures – target 20–30 days for mid-level roles and 45–60 days for leadership roles.
2. Sourcing & Screening
- Source candidates through job portals (Naukri, LinkedIn, Indeed, etc.), headhunting, references, social media, and real estate industry networks.
- Screen profiles based on real estate background, stability, and cultural fit.
- Build a strong talent pipeline for critical positions.
3. Selection & Onboarding
- Coordinate and schedule interviews with hiring managers.
- Conduct HR rounds focusing on salary negotiation, stability, and attitude check.
- Support smooth onboarding & documentation (joining formalities, offer letters, background verification).
4. Employer Branding & Talent Engagement
- Represent the organization as a preferred employer in the real estate industry.
- Build long-term relationships with industry-specific candidates, consultants, and recruitment partners.
- Develop innovative strategies for talent attraction and retention.
5. Metrics & Compliance
- Track and report recruitment MIS (open positions, closure status, offer vs. joining ratio, attrition tracking).
- Ensure all recruitment activities comply with labour laws, company policies, and real estate industry norms.
- Maintain an offer-to-joining conversion rate of at least 70%.
Key Performance Indicators (KPIs):
- Hiring TAT: Adherence to defined turnaround time for position closure.
- Quality of Hire: % of new hires meeting performance expectations within probation.
- Offer-to-Joining Ratio: Maintain 70%+ conversion.
- Cost per Hire: Optimize recruitment costs within approved budgets.
- Employee Retention: Monitor first-year attrition rate (
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