General responsibilities pre and post Covid-19:Standard measurements of success which enables me to meet recruitment goals are the 5 step Talent acquisition metrics: Time to fill, Time in process step, quality of hire, cost per hire and the offer of acceptance rateClient / Hiring Manager Interaction  Collaborate with hiring managers of clients to set qualification criteria for their future employees Act as a single point of contact for managers regarding recruitment topics Build quality relationship with internal customers and external recruitment agencies Advise hiring managers representing the client on interviewing techniques and assessment method’s when requiredSelection Process Flow Analytics Time-to-fill – This usually starts from the time the requisition / job specification is received to the point of the candidates onboarding process at the clients organization My time to fill is always measured against my time to hire data – basic analytics used to calculate my average time to hire which is usually from the time the candidate engages with me either though telephonic or in person interviewing/screening to the time the candidate actually receives the offer and signs a contract of employment. These analytics primarily assists in efficiency and timeous delivery of shortlists to the hiring manager/ client  It also plays a big part in minimizing costs incurred in the recruitment process It assists in time management skills to spot and acquire the highest and most relevant skilled candidate’s for the job before competitors do- Full function Sourcing Process- Research

Full Function recruitment

Full Function recruitment Managing a team of 4 Recruitment consultantsClient retention