Head of Recruiting
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The Head of Recruiting is accountable for leading the recruiting department and the business at large in all of its recruiting functions, inclusive of team leadership, sourcing strategy development and execution, program design and implementation, and recruiting goal development and achievement.
The Head of Recruiting also operates as a member of the business’s talent leadership team and reports to the director of recruiting, who is responsible for guiding the end-to-end talent acquisition strategy of the business company.
Objectives and Responsibilities of the Head of Recruiting
Leadership/Supervisory Role: This is the most prominent role of the Head of Recruiting where he exercises leadership over the recruiting department, overseeing the execution of all activities by junior personnel. In this position, the Head of Recruiting oversees the business’s overall recruiting and sourcing mission, vision, and long-term strategy.
The Head of Recruiting is additionally responsible for the development of the annual departmental budget in collaboration with senior management. He is also tasked with overseeing the departmental budgetary allocation and its management throughout the year and making necessary shifts in allocation in order to accommodate the shifting resourcing requirements and recruitment needs.
The Head of Recruiting leads the recruiting department with a focus on driving accountability, shaping their strategies, supporting department-wide growth and development, and team alignments. The Head of Recruiting also amplifies the business’s culture and promotes a departmental culture amongst the recruiting team.
In this capacity, the Head of Recruiting also plays a mentorship role to key junior department personnel, supporting their consistent professional growth, and essentially preparing them for the assumption of his duties in his absence or retirement.
Collaboration: The Head of Recruiting plays a highly collaborative role and in this position, he works closely with the senior recruiting management and human resources executives in approving and establishing the department’s strategies/tactics and procedures. He additionally works with the finance department in determining the internal budgetary allocation.
In this collaboration, the Head of Recruiting also endeavors to strategically balance and prioritize recruiting department resources in order to meet the constantly evolving business needs. He will also work closely with the marketing department in effectively establishing communication strategies that attract diverse talent to the business.
The Head of Recruiting also works with other HR departmental heads, regularly providing insights programs that are impacting the business inclusive of training, internal movement, career-path creation, and so forth.
Strategy/Tactics: The Head of Recruiting plays a leading role in the designing and implementation of business-wide recruiting processes, applicant tracking systems, management reporting, and vendor management. The Head of Recruiting also approves the adoption of suitable recruiting metrics that ultimately lead to the successful integration of new hires. The Head of Recruiting develops innovative sourcing strategies and procedures and ensures that there is a consistent and positive candidate experience, which increases the prospects of acquisition and retention of talent for the business.
Analytics: The Head of Recruiting will additionally play an analytical role where he delivers on-going reports after tracking the results, impacts, and cost-effectiveness of the current recruiting strategies. The Head of Recruiting uses this information to identify trends and adjust the recruiting strategies in order to optimize the impact of the recruiting team. The Head of Recruiting also conducts research and experiments, taking risks that drive creative and innovative solutions. The Head of Recruiting also conducts surveys, creates reports, and applies the findings to improve decision-making, strategies, and recruitment procedures.
Knowledge: The Head of Recruiting has the responsibility of providing direction and consultation to the business on emerging trends and best practices that impact and influence acquisition and attraction within key talent segments. The Head of Recruiting also develops and maintains an understanding of the business, which will come in handy in selling the business to potential hires and talents in the market.
The Head of Recruiting ensures that all of the business’s recruiting practices comply with the applicable regulations, both internal and external. He conducts research and translates trends into creative and innovative practices, maintains a strong understanding of how the innovative trends and competitive landscape affect the business, and identifies the most suitable recruiting approaches that support high performance hiring.
Other Duties: The Head of Recruiting will perform similar duties as he deems fit for the proper execution of his duties and duties and similar duties are delegated by the Director Recruiting, the Chief Human Resources Officer, or the Employer.
Required Qualifications of the Head of Recruiting
Education: The Head of Recruiting must have a High School Diploma or G.E.D. College Coursework and a bachelor’s degree in Human Resources, Business Administration, or any other related field. An equivalent of the same in working experience is also acceptable for this position.
Experience: A candidate for this position must have had at least 7 years in working experience in a recruiting position, preferably as a senior recruiter in a highly competitive and dynamic environment. The candidate will also have had a proven and successful experience leading a high-performing recruiting team for a business, resulting in the acquisition and retention of top talents in the market.
The candidate will also demonstrate a keen ability to establish and articulate a vision to junior personnel, clearly translating it into an executable strategy and driving recruiting team performance. A suitable candidate will also have proven and successful experience working with full-cycle recruiting as well as have a broad understanding of general HR requirements.
Communication Skills: Communication skills are a must have for this position. The Head of Recruiting is in charge of the entire recruiting department and as such, the clarity with which he conveys messages and crucial information down the line will determine the performance and effectiveness of the junior department. Communication skills will also be necessary in facilitating smooth communications with potential hires and talents in the market, being able to convince high-quality candidates and hiring them into the business.
These skills will also be required in the various collaborative communications that the Head of Recruiting has to engage in as well as in the creation of reports for senior recruiting management, HR executives, and stakeholders. These reports facilitate decision making and strategy formation and must, therefore, be clear, unambiguous, convincing, and tailored in such a manner that the audience at hand will understand.
Computer Skills/Ms Office: A suitable candidate for this will also demonstrate exceptional computer skills as well as proficiency in the use of Ms Word, Ms Excel, PowerPoint, and Outlook, necessary for the creation of visually and verbally engaging recruitment materials for candidates, junior recruiting management and reports for senior recruiting management, executives, and key stakeholders. This candidate will also be proficient in the workings of communication software such as Skype.
Technology/Analytical Skills: The Head of Recruiting will also need to have strong technical acumen and have a data-driven approach to recruitment strategy formulation and decision-making. He will be passionate about research and data analysis as well as the insights derived from it. He must be skilled at using raw data and information, analyzing it and developing lasting solutions and effective insights. The Head of Recruiting will also have an ability to analyze and measure the performance of current recruiting practices and identify solutions and areas of improvement.
Interpersonal Skills: A candidate for the position will be a strategic and creative decision maker, be self-motivated working under minimal supervision, be highly adaptive and welcoming to change, have a keen eye for detail, and be highly organized. He must also have an ability to multitask, have the ability to prioritize and meet tight deadlines, have exceptional problem solving skills, and demonstrate composure in times of uncertainty and stress, inspiring the same in his juniors.
Leadership/People Skills: The candidate must also have executional leadership skills and have demonstrated a passion for change leadership with an ability to transform, inspire, and align a team of professionals. The candidate must also have an ability to build strong and lasting relationships with others and inspire trust and confidence in them, which will enable him to pull in the best talents in the market into the business.
This will also solidify his leadership position since junior personnel and collaborating personnel will readily follow in his insights and directives while senior management will be highly inclined to give credit to his insights and judgments.
