The role of a recruiter aligns closely with the crisp framework for goal setting. Let's explore how recruiters can apply each element of the crisp framework in their role:
1. Clear: Recruiters need to have a clear understanding of the hiring needs and requirements of the organization. They should work closely with hiring managers and stakeholders to define clear job descriptions and candidate profiles. Clarity in understanding the hiring goals and expectations is crucial for effective recruitment.
2. Realistic: Recruiters must set realistic goals in terms of finding suitable candidates within the given resources, time constraints, and market conditions. They need to assess the availability of talent and the competitiveness of the job market to set achievable recruitment goals.
3. Inspiring: Recruiters play a vital role in attracting top talent to the organization. They need to craft compelling job advertisements and communicate the organization's values, mission, and culture to inspire candidates. By presenting the organization in an inspiring way, recruiters can engage and motivate candidates to pursue opportunities.
4. Specific: Recruiters should work closely with hiring managers to define specific criteria and qualifications for each position. By clearly understanding the skills, experience, and attributes required, recruiters can effectively evaluate candidates and match them with the right job opportunities.
5. Time-bound: Recruiters need to work within defined timelines to ensure the hiring process progresses smoothly. They should establish deadlines for various stages of the recruitment process, such as posting job ads, screening resumes, conducting interviews, and making offers. Time-bound goals help maintain momentum and ensure efficient hiring.
In summary, recruiters should apply the crisp framework to set clear, realistic, inspiring, specific, and time-bound goals in their recruitment efforts. By doing so, recruiters can enhance their focus, motivation, and efficiency in finding and attracting top talent for the organization.
2. The Recruiter in
you!
• What is a recruiter? An employment recruiter is someone who solicits individuals
to fill a particular job. Some recruiters (known as headhunters) work for
a recruitment agency and endeavor to help fill jobs for multiple organizations at
once. These types of recruiters find candidates for a variety of different employers.
• Other recruiters work for an organization’s human resources department. These
are in-house (known as internal recruiters) recruiters who source candidates for
their own company.
3. What Recruiters Do?
• Recruiters seek out, screen, and
interview candidates before
presenting them to the client.
Typically, the recruiter will source
applicants, review resumes and
applications, and create a short list of
the most qualified candidates for the
hiring manager to review.
• All recruiters search for qualified
applicants for jobs. Some recruiters
work directly for employers, while
others work for a recruitment
agency. Job responsibilities vary
depending on the type of firm the
recruiter works for and the type of job
the recruiter holds.
• In addition, recruiters accept resumes
from applicants who are seeking
assistance in getting hired. Many
recruiters advertise their availability
so the job seekers can contact them
directly for assistance in getting
connected with a hiring company.
• When the recruiter finds a candidate
that is a good match for a job, the
applicant is referred to the company
hiring manager.
4.
5. Sample
JD of a
Recruiter
/ TA
• Designation: Recruiter / TA Exec / Specialist
• Level: Executive / AM / M
• Education: UG/PG / Preferably from HR specialization
• Reporting to: Mgr / Head TA
• Roles & Responsibilities:
• Responsible for end to end recruitment process from screening to successful placement of the
• candidate with the help of team of recruitment professionals.
•
Analyze the recruitment MIS on a regular basis to keep a tap on the TAT for closure of each
• position and also to ensure control on hiring cost.
•
Design and implement overall recruiting strategy
•
Develop and update job descriptions and job specifications
•
Perform job and task analysis to document job requirements and objectives
•
Prepare recruitment material and post job openings on relevant job
boards/newspapers/colleges etc
•
Source and recruit candidates through databases, social media and other such platforms
•
Screen candidate resumes and job applications
•
Conduct interviews using various reliable recruiting and selection tools/methods to filter
candidates within given time schedule
•
Assess applicants relevant knowledge, skills, soft skills, experience and aptitudes
•
Onboard new employees in order to become fully integrated
•
Provide analytical and well documented recruitment reports to the rest of the team
• Package: Negotiable (range 3 lacs to 6 lacs ACTC)
