Website:
sgtuniversity.ac.in
Job details:
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:
📧 executive6_hr@sgtuniversity.org
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.
Click on Apply to know more.