360 Recruiter

Description:

About Our Client:
We are a specialist recruitment consultancy focusing on executive and management-level roles in procurement, buying, supply chain, logistics & transport, HR and sales.


Job Description:
Reporting to the Sales Director. In the Sales Director’s absence, you would report to the Sales Director’s designated stand-in. The Sales Director is responsible for any personnel matters.

Objectives
To deliver a high quality, ethical recruitment service with integrity to both clients and candidates.
To find, develop and deliver new business, opportunities and key accounts.
To maintain the high quality “image” and “brand” of us within the market place.
To ensure all data collected is accurate and added correctly to the systems.
To identify, mentor, train and provide support to new recruits (Trainee Consultants & Recruitment Consultants).
In fulfilling his/her duties the 360 Recruiter has to utilise his/her initiative and competence and work according to the principles of the Management System.


Duties and Responsibilities
Consulting Responsibility
Informs the Sales Director of any clients that could be of strategic value, any recruitment trends and competitor analysis within their specific region/discipline.
Responsibility of Action – Delivery of Business
Search for candidates using the internal and third party databases, social media sites, and candidate referrals to provide your clients with a selection of candidates to be considered.
Meet candidates, in person, familiarising yourself about their skills, experience and personality whilst assessing their suitability for existing client vacancies plus client businesses that may be interested in speculatively meeting the candidate.
Meet clients, in person, to familiarise yourself with their requirements, business and team culture.
To take a full and detailed job brief from the client; familiarise yourself with the client business, department, the role to be recruited, type of candidate required and the recruitment process.
Explain to the client, clearly and concisely, the process that we will adopt to find appropriate candidates for the client to select.
Agree, in writing, the terms of business with the client before undertaking any assignment.
Accurately write and advertise vacancies providing they are not confidential across all appropriate channels.
Review and select candidates for consideration from the advertised vacancies.
Carry out appropriate searches within the internal and third party databases to find appropriate candidates.
Carry out appropriate search (headhunting) campaigns, network through existing candidate & client relationships and ask for referrals to identify suitable candidates for selection.
Engage with appropriate candidates to ascertain suitability and ensure their “buy in” for the vacancy. The Managing Partner must build rapport with the candidate.
For all candidates selected, ensure the candidate’s profile details are accurate and up- to-date.
Ensure the candidate CV is formatted correctly, has the correct information on the front cover, has no spelling or grammatical mistakes and is up-to-date prior to sending to any client.
Provide the client with clear and concise reasons why the candidate(s) has been submitted for consideration
Arrange interviews and ensure all parties are informed of the time, date, location and any special requirements to carry out the meeting. In addition, ensure all parties attending the interview are fully prepared.
Collect detailed interview feedback from candidates, update accurately and in full the collected feedback notes into the CRM/ATS and relay the feedback information to your respective client.
Mitigate any concerns the client may have over the candidates’ suitability maintaining integrity throughout.
Collect full and accurate offer details from the client and share with the candidate.
Liaise with all parties to ensure the offer is appropriate to the initial job brief and selected candidate.
Confirm a mutually appropriate start date and communicate to all parties.
Collect previous employment references from the candidate and disclose these to the client.
Confirm the candidate has started the new employment and arrange for the appropriate invoice to be sent.
Responsible for ensuring all parties are kept informed of the progress throughout the delivery process whilst mitigating future issues.
Responsibility of Action – New Business Development
Develop repeat business through existing candidate and client relationships.
Appropriately identifying to a respective line manager the ability to recruit similar positions for “candidate backfill leads”.
Converting “candidate sales leads”.
Converting “job advert sales leads”.
Carrying out candidate reference checks to convert “candidate backfill leads”.
Making contact with newly hired strategic candidates and building a future business relationship.
Identifying to clients “appropriate candidates” that would be suitable for their business.
Cross sell other services/disciplines.
Responsibility of Action – Key Accounts and Account Management
Identifying to the Sales Director existing clients that have the potential of becoming a key account.
Making the key decision makers / stakeholders within the aforementioned client businesses aware of our other services / recruitment coverage.
Being the custodian of the data integrity, we hold and collect for the identified key accounts ensuring entry and exit candidates and key decision makers are tracked, contacted and made aware of our services.
Initiate, control and attend, along with the Sales Director, regular key account review meetings ensuring minutes and actions are documented and the service offering to the client is maximised.
Responsibility of Action – Identification, Mentoring & Training
Identify potential new recruits (Trainee Consultants & Recruitment Consultants) to the Sales Director.
Aid the Sales Director in the recruitment and selection process of new Trainee
Consultants & Recruitment Consultants.
Aid the Sales Director in the training of the new recruit.
Provide guidance and support to the new recruit but not in a leadership capacity.
Individual tasks
In addition to the duties mentioned above, it is the 360 Recruiter's responsibility to carry out individual tasks requested by his/her leader, which are in the nature of the job description or are deemed to be a necessity of the business.


How your performance will be measured
Delivery of Business
Boarded offers
Fees generated
Interviews arranged
Conversion rates
Vacancies registered to closed successfully ratios
CV’s sent to interview ratios
Interview to offer ratios
Offer to acceptance ratios
New Business Development
Vacancies registered
Identification, Mentoring & Training
The number of new recruits identified to the Sales Director.
The speed at which the new recruits contribute to the success of the overall team.
The consistency of quality work from the new recruit.
Demonstrable leadership potential when dealing with new and existing recruits.
Key Accounts and Account Management
Number of key accounts identified.
Demonstrable evidence of growing and developing a key account.

Hiring for:

Permanent Hiring across Account Execs/ New Business/ Account Managers/ Operations in Logistics space
They would love to bring on someone who has worked in the recruitment industry in Freight & Logistics to come in. Someone in sales

Requirements:

360 recruitment
Using data from candidates and going to market to get more clients
The space they work in quite a bit in Logistics/ Freight businesses in Atlanta & New York
B2B Sales in the US experience to get past the gatekeepers
Experience recruiting outside of South Africa/ ideally in the US
Don't necessarily need recruitment experience but it would be nice
2 years experience + In Supply Chain/ Logisitcs/ Freight industry is 1st prize with US experience