11 recruitment manager responsibilities (with requirements)

By Indeed Editorial Team

Published 5 September 2022

The Indeed Editorial Team comprises a diverse and talented team of writers, researchers and subject matter experts equipped with Indeed's data and insights to deliver useful tips to help guide your career journey.

Recruitment management requires continuous monitoring and adjustments to guarantee the company's human resource (HR) needs h ave proper planning and support. Recruitment managers have several responsibilities to carry out, which may vary depending on the employer, business size and industry. Learning some general recruitment manager responsibilities allows you to determine whether this career aligns with your interests. In this article, we discuss what a recruitment manager is, describe their responsibilities, outline how to become a recruitment manager and provide a job description.

What is a recruitment manager?

A recruitment manager is a senior professional who manages the sourcing, interviewing and employment processes within an organisation. They ensure a company hires the most appropriate candidate for an open position by determining their suitability for the role.

While most recruitment managers work for recruiting agencies, others work in the HR departments of organisations. They design a recruitment strategy that aligns with the company's hiring strategy and they may lead a team of HR recruiters who work to implement it. By serving as ambassadors for new hires, recruitment managers help further promote the employer's brand.

Related: 8 reasons to consider pursuing a career in recruitment

Recruitment manager responsibilities

There are several duties recruitment managers perform on a day-to-day basis. While some of these responsibilities are administrative, others are more specific to the role. Some recruitment manager responsibilities include:

Understanding client needs

Recruitment managers communicate with clients to understand their hiring needs and organisational goals. They may correspond with company department heads to anticipate open positions and plan for them. Recruiting managers gather this information by asking the right questions regarding the company's objectives, reporting structure and company culture. Only by listening to their clients can they foster strong and long-lasting working relationships with them.

Developing recruitment leads

Recruitment leads are potential future job candidates who match the job description and have shown previous interest in the company as an employer. Recruitment managers develop sustainable candidate lead strategies to increase interest in open positions. They regularly attend seminars, conferences, job fairs and other industry events to network with other professionals and develop relationships.

Recruitment managers can draw on these connections when generating leads. Other ways to develop recruitment leads include creating lead magnets, engaging with target personas on social media, hosting online webinars and reaching out to previous candidates.

Tracking recruitment metrics

Recruitment managers monitor key recruitment metrics to identify and solve issues affecting recruiting processes. Some metrics they track include time-to-hire and cost-per-hire. The former refers to the time that passes between the company initially reaching out to the candidate and when they accept the job offer. Recruitment managers aim to minimise this time period.

Cost-per-hire is a recruiting metric that measures the costs associated with hiring new employees. Since there are several key performance indicators (KPIs) that recruitment managers track, they often use recruitment management systems (RMS) to manage the hiring process and automate the metric process.

Related: 10 common recruitment challenges for HR professionals

Creating candidate personas

Recruiting managers create candidate personas for each open position. A candidate persona is a fictional representation of the ideal job candidate for a position. Recruitment managers use the persona to adjust their talent acquisition strategies to attract appropriate candidates.

Identifying job candidates

Recruitment managers identify prospective job candidates using a variety of channels. Some ways to find candidates include:

  • job boards

  • social media

  • networking events

  • applicant tracking systems (ATS)

  • referrals

Diversifying candidate sourcing channels ensures recruitment managers broaden interest and generate more leads for a position. It's important for them to draw on both online and offline recruitment methods for better diversity.

Related: 7 ways to use social media for recruitment (with tips)

Creating hiring strategies

A hiring strategy is a recruitment plan that outlines the position a company is recruiting for, when and where they post the job opportunity and how they may evaluate candidates. Recruitment managers examine current hiring procedures to make necessary modifications or recommendations that boost the effectiveness of the company's recruitment process. They also supplement these hiring procedures with policies that encourage employee diversity and help the company find good culture fits.

Consulting references

Conducting a reference check is the final step a recruitment manager takes before presenting job candidates with an offer. It involves following up with references the candidate provided on their CV to gain insight into the applicant's qualifications, skills and experience. Recruitment managers may also consult references to verify dates of employment and job titles.

Conducting research

Recruitment managers research the client company to find out more about the company culture and what they do. This information helps them create accurate job descriptions and source candidates who match the company culture. Recruitment managers may also research competitors and the market to determine what makes the company stand out and how it's performing in the market. They can use this information to attract talent.

Creating profile summaries

Recruiting managers create detailed candidate profile summaries and present them to company management for review. These summaries include the recruiter's overall impression of the candidate, their criteria suitability, their career highlights and achievements, their availability and any relevant skills and qualifications. Recruitment managers consult these summaries when short-listing candidates.

Defining job descriptions

Recruitment managers create job descriptions that state the essential job requirements, duties, responsibilities and skills required to succeed in the role. They ensure the job description sells the company to the candidate, fostering a mutual interest. Recruiting managers work closely with department heads when creating job descriptions to define job requirements.

Interviewing candidates

Recruitment managers conduct confidential interviews on behalf of the company. They prepare relevant interview questions and note down or record candidate responses. They allow time at the end of the interview for the candidate to ask questions about the company, position or application process. This requires recruitment managers to be knowledgeable about the business and the open role.

Related: 12 tips for training for recruiters (with benefits)

How to become a recruitment manager

There are certain education and experience requirements required to become a recruitment manager. Learning these requirements better helps you determine whether this role suits you. Steps on how to become a recruitment manager include:

1. Earn a bachelor's degree

The minimum education requirement necessary to become a recruitment manager is a bachelor's degree in human resource management or a related field. Some other common degree courses include business management, marketing, public relations and labour relations. These courses teach you important management principles and how to advertise and promote business openings effectively. Some recruitment agencies specialise in a certain area, requiring you to complete an industry-related degree.

For instance, a degree in pharmacy may be necessary to work in pharmacy recruitment agencies. Be sure to check the entry requirements before applying to university, as they usually differ between courses and institutions. Most universities require you to have at least two A-Levels or equivalent between grades A* to C in relevant subjects.

Related: What is a recruitment consultant and what do they do?

2. Gain relevant experience

Hiring managers usually seek candidates who have proven experience working as recruiting managers. It's possible to progress into this role by starting out as an office assistant within a recruitment agency or HR department before working your way up through promotion and on-the-job training. Demonstrable experience in understanding and implementing labour legislation and HR practices is also desirable.

Some candidates choose to gain experience by completing an intermediate recruitment resource apprenticeship or advanced recruitment consultant apprenticeship. Apprenticeships allow you to earn a wage and experience while completing relevant studies. Reach out to your university careers department regarding any internship or work placement opportunities they have in the field.

Related: Hiring manager vs. recruiter: roles, differences and FAQs

3. Develop your skill set

Most recruitment managers develop their skill set throughout their education and experience. Knowing these skills ensures you target them in your CV and cover letter. Some important recruitment manager skills include:

  • leadership skills

  • decision-making skills

  • communication skills

  • computer software skills

  • management skills

  • administrative skills

  • stress management skills

  • research skills

4. Join a professional body

Consider joining a professional body to source training opportunities and make industry connections. The Recruitment and Employment Confederation (REC) provides professional membership options for those starting out in their recruitment career and those looking to progress. Qualifying for membership demonstrates your commitment to the field and shows that you have the relevant skills and qualifications to succeed in the role.

Related: What does a recruitment coordinator do? (Duties and skills)

Recruitment manager job description

Reading job descriptions can help you determine what employers are looking for in candidates. Then, you can tailor your CV accordingly. While job descriptions may vary, you can understand the key skills and highlight those on your application or in an interview.

Example: 'We are looking for a motivated recruitment manager to oversee our recruitment teams and implement successful hiring procedures and strategies. Some responsibilities include managing recruitment management systems, teaching recruiters effective interview techniques, creating candidate profile summaries and determining the company's recruitment and organisational needs.

The ideal candidate has experience consulting HR practices and labour legislation and determining their impact on current recruitment procedures. A bachelor's degree in human resource management or a related subject, or extensive experience in recruitment consultancy, is necessary. We require a candidate with excellent decision-making and problem-solving skills.'

Please note that none of the companies, institutions or organisations mentioned in this article are affiliated with Indeed.

Disclaimer: The model shown is for illustration purposes only, and may require additional formatting to meet accepted standards.

Related:

  • 10 Manager Interview Questions (With Example Answers)

  • Guide: how do recruitment agencies work? (Plus benefits)


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