180/270 Recruiter

Description:

Roles and Responsibilities
Overview
As a 180 Candidate Delivery Recruitment Consultant, you will focus primarily on sourcing, screening, and engaging high-quality candidates. Your goal is to connect the right talent with our clients vacancies. Unlike 360 consultants, you will not be responsible for business development or client acquisition; instead, you will specialize in candidate management and delivery, ensuring our clients receive top-tier candidate shortlists. Business development will grow later as required.

Key Responsibilities

1. Candidate Sourcing & IdentificationProactively identify potential candidates through various channels (e.g., job boards, LinkedIn, networking, referrals).
   Maintain and update the candidate database, ensuring all candidate information is accurate and up-to-date.
   
   Candidate Outreach & Engagement
   
   Conduct 80 candidate calls per day to establish contact, assess suitability, and build rapport.
   Present job opportunities in a compelling way to pique candidates interest.
   
   Screening & Qualification
   
   Conduct thorough telephone and video interviews to evaluate candidate skills, experience, and cultural fit.
   Gather candidate documentation and ensure all compliance requirements are met.
   
   Candidate Coordination & Presentation
   
   Send a minimum of 15 high-quality CVs to clients per week, tailored to match job specifications.
   Coordinate interviews and manage candidate availability, aiming to achieve at least 5-8 interviews per week.
   Provide prompt and accurate feedback to candidates regarding their application status.
   
   Stakeholder Collaboration
   
   Work closely with internal recruiters, client-facing consultants, or account managers to understand client needs and refine candidate shortlists.
   Communicate consistently with clients (as appropriate) and internal teams, ensuring they receive timely updates.
   
   Pipeline & Database Management
   
   Track candidate progress, from initial screening through to placement or rejection.
   Keep notes on candidate motivations, salary expectations, and interview availability.
   
   Performance & Reporting
   
   Meet or exceed KPIs: 80 calls per day, 10 CVs sent weekly, and 5 candidate interviews per week.
   Provide weekly and monthly reports on candidate pipeline, placements, and conversion ratios.
   
   Key Performance Indicators (KPIs)
   Daily Calls: 80
   CVs Sent Per Week: 15
   Interviews Per Week: 5-8
   Employment Details
   Employment Type:
   Permanent Employment
   Industry:
   Training & Education
   Work space preference:
   Work from Home
   Ideal work province:
   N/A
   Ideal work city:
   N/A
   Salary bracket:
   R