Job description for a recruiter

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Job description for a recruiter. Full document

Occupational Safety and Health

Occupational Safety and Health / Job descriptions

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I. General Provisions

Appointment and removal from office is carried out by the General Director.
The executor of this position reports directly to the head of the personnel department (OK).
The executor of this position for the period of absence is replaced by a specialist (by selection) of the OK.
In his activities, the employee is guided by the following legal acts and regulations:

the legislation of Ukraine;
the Charter of the Firm;
internal labor regulations;
orders (instructions) of direct management;
Regulations on the personnel department;
personnel policy and strategy;
the concept of the personnel development system;
Regulations on certification;
other regulatory documents of the personnel service.

Qualification requirements:

higher professional education (direction "Personnel Management", "Psychology", "Sociology");
At least years of recruiting experience.

The executor of this position must know:

labor law;
the structure and staff of the enterprise, its profile, specialization and development prospects;
personnel policy and strategy of the enterprise;
the procedure for making forecasts, determining the prospective and current needs for personnel;
sources of providing the enterprise with personnel;
the state of the labor market;
methods for analyzing the professional and qualification structure of personnel;
the procedure for registration, maintenance and storage of documentation related to personnel and their movement;
the procedure for the formation and maintenance of a data bank on the personnel of the enterprise;
the possibility of using modern information technologies in the work of personnel services;
advanced domestic and foreign experience (methods) in the selection of candidates;
basics of professionalism;
means of computer technology, communications and communications;
rules and norms of labor protection;
work culture and work ethics.

II. Official duties

Organize and conduct the selection and primary selection of personnel with the necessary qualifications for the Company's divisions.
Establish business relations with educational institutions, employment services, recruitment agencies, specialized publications in order to involve them in the process of selecting specialists and informing potential candidates on the labor market about the available vacancies of the Firm.
Form and maintain a database of potential candidates (specialists).
Organize internal competitions for filling vacancies, inform the Firm's employees about available vacancies, prepare and organize the Firm's Competition Commission.
Assess the compliance of the requirements for the employee specified in the recruitment applications with the current situation on the labor market. Adjust requirements.
Determine the most effective candidate search channels for each vacancy. Organize informing candidates through these channels.
To select the most adequate to the requirements of the vacant position of the methodology for selecting candidates. Conduct initial interviews with candidates.
Invite candidates for an interview. Coordinate interview times for candidates in departments.
Maintain an electronic database of candidates who have visited the Firm.
Determine the list of newly hired employees.
Prepare information, methodological and other materials for adaptation seminars.
Inform the employees of the Firm about available vacancies and about the conditions for their competitive replacement.
Formation and updating of the methodological base.
Systematically analyze feedback based on the results of the implementation of ongoing activities, make changes to ongoing activities.
Timely respond to requests from other employees in the area of professional activity, provide the required information in full.
Objectively treat other employees, evaluate their contribution to the achievement of the Company's goals based on the results of their work, regardless of their personal relationship.
Comply with deadlines for completing assignments and assignments.
Provide assistance to colleagues at work in solving the problems of their activities, if assistance can lead to a qualitative improvement in performance.
Comply with confidentiality rules when working with personal information of the Firm's employees.
Continuously improve your professional level.

III. Rights

The recruiter has the right to:

Get acquainted with the draft decisions of the head of the department and the head of the organization in the direction of activity.
Attend meetings of committees and working groups, other meetings of employees in the area of activity.
Participate in the discussion of issues related to the activities of the personnel department.
Submit for consideration by the HR Director and the Head of the HR Department proposals for improving the activities of the department and the Firm and improving working methods; options for eliminating the shortcomings in the company's activities.
Communicate with employees of all departments.
Request personally or on behalf of the management from other structural units information and documents necessary for the performance of his duties.
With the permission of the HR director or the head of the personnel department, involve specialists from all structural divisions in solving problems in the area of activity.
Sign and endorse documents within their competence.
Require the HR Director and the Head of the Department to assist in the performance of official duties and exercise the rights provided for in this Job Description.
Act on behalf of the personnel department and represent its interests in relations with other structural divisions of the organization within its competence.
Represent the personnel department of the Firm in relations with external organizations in the field of activity.

IV. A responsibility

The Recruiting Specialist is responsible for:

Unclear and untimely performance of their official duties - a penalty within the limits determined by the current labor legislation of Ukraine.
Offenses committed in the course of carrying out their activities - within the limits determined by the current administrative, criminal and civil legislation of Ukraine.
Causing material damage - within the limits determined by the current labor and civil legislation of Ukraine.
Violation of labor discipline and non-compliance with the internal rules of labor activity - within the limits determined by the internal regulatory documents of the Firm.
Incorrect attitude towards the employees of the company - within the limits determined by the director of personnel and the head of the personnel department.

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