Recruitment Officer

Main Duties and Responsibilities:

I. Recruitment Trends and Programs

1. Researches, analyzes, and presents recruitment data.

2. Prepares demand and supply reports, providing trends (e.g., weekly, monthly, quarterly, annually), and analyzes related to recruitment requirements, turnaround rates, (un)successful profiles.

3. Updates the Section Head on the status of the candidates on a weekly basis providing workforce demand and supply insight, which includes total lead volume by day, leads to hire ratios and other relevant metrics.
4. Monitors the recruitment activities by updating the recruitment tracker on a daily basis, ensuring completeness of information.
5. Monitors potential and actual employee transitions and movements with the Employee Capability and Development Group, and coordinates with the concerned offices for their next course of action.
6. Provides recommendations on how offices may address their workforce complement requirements better, in coordination with the other HR sections.
7. Assists in managing and maintaining relationships with recruitment partners, and builds network with various vendors for possible partnership to develop, customize, and improve project delivery and outcomes.

8. Reviews recruitment funnel and benchmarks against similar industries on best practices.

9. Liaises with identified sourcing partners for supply of potential applicants.

10. Updates careers site and identified job portals.
11. Provides suggestions on how to improve related processes based on research of best practices and trending methodologies.
12. Recommends improvements, strategies and programs on how to attract and retain employees.

II. Sourcing and Recruitment Administration

1. Manages client expectations by ensuring they are informed of the recruitment plans,  and recommends alternative solutions and /or best options when challenges arise.

2. Coordinates with the hiring unit and the other sections in the Organization Capability and Development group in understanding the needs of the unit, and how it translates and is operationalized in the job description of the requested position.

3. Partners with clients by understanding and addressing their needs, providing proactive solutions that meet present and long-term needs, and monitors progress of project plans and deliverables.
4. Ensures that hiring unit are properly informed of what are expected of them during recruitment, hiring, and onboarding process.

5. Carries out recruitment process from attracting, sourcing, screening, initial interview, testing, and job offers.

6. Proposes programs and works with the hiring units and Employee Capability and Development Group in attracting applicants, especially for hard-to-find competencies.

7. Proactively reaches out to both active and passive candidates, using various sourcing methods to meet the hiring service level agreement.
8. Regularly updates the hiring units on the status of their request and works with the unit in coming up with alternative solutions on challenges encountered.
9. Implements systematic sourcing methods and background verification, assessing for job and culture-fit, and ensuring that the right people are placed are the right job, and that
10. Ensures completeness of applicant records and all pertinent pre-employment requirements, and coordinates such documents to the concerned HR sections and University offices in a timely manner.

11. Coordinates with the hiring units and Employee Capability and Development Group in ensuring a smooth onboarding and/or successful probationary period.

12. Monitors pertinent employment dates (e.g. employment start date, probationary period, end of contract, retirement date, etc.), and works with the units on potential action points to ensure compliance with policies.

13. Monitors the progress of probationary employees, and coordinates with the hiring unit and the Employee Capability and Development Group in providing support to ensure that they are able to pass their probationary period.

III. Administrative Functions

1. Actively researches practices related to recruitment frameworks, assessment strategies, intervention and evaluation.
2. Keeps abreast of industry trends and practices that might affect the University, and provides feedback to the administrators on how to anticipate and manage its possible impact.

3. Keeps abreast with trends and changes happening in the University and determines how it affects the Office.

4. Keeps track of updates and developments that affect the University as an organization, including its employees.

5. Conducts desktop research on DOLE issuances, regulations and other HR topics and trends.

6. Monitors and keeps track of information and announcements coming from the Cluster and related-government agencies.

7. Recommends templates for reports and dashboards to monitor the success rate and effectiveness of Section initiatives.

8. Drafts regular and ad hoc reports, and ensures that these are submitted within the service level agreement (SLA).

9. Assists in communicating the programs of the Section and of the Office to unit heads and employees.
10. Assists in the logistical, and resource requirements of the Section and the Office projects and activities.
11. Documents all meetings, proceedings, and events of the Section and the Office projects and activities, as required.
12. Assists the HR Cluster during peak seasons, and the University for events and committee works.

IV. Performs all other duties as may be reasonably required of the position, in accordance with the instructions of the Immediate Supervisor, and its duly authorized representative.