Recruiter- National Hiring

About this role

TALENT PROFILE (TP) Main Contact Name/Title/Mobile/Email for Hiring Process: HR Position/Designation/Title of this Hire:  Recruiter- National Hiring Location: DRC Date Talent Profile Completed / Updated: April 2026 Date Hire Must Start: ASAP to close with 30 days Interview Panel Members: 1) HR – 1. What are the main reasons for wanting to hire this person (new/replacement/growth/other)? New  End-to-End Recruitment: Drive hiring aligned with manpower planning, ensuring closures within agreed TAT (30-45 days)  Stakeholder Collaboration: Partner with Business HR, hiring managers, and agencies to close 95% of positions within TAT.  Recruitment process automation: Leveraging technology/Process Mapping to streamline workflows and improve efficiency. . Her role may be adoption to technology and adherence to proceses.  HRMS Optimization: Ensure 100% data accuracy in HRMS for real-time reporting.  MIS Reports/Tracker: Maintain real-time visibility into hiring progress through updated dashboards, reports, and tracking tools.  ATS: Manage and optimize the Applicant Tracking System (ATS) to ensure data accuracy and actionable reporting.  Workforce Planning: Support workforce planning by forecasting talent demand based on evolving business needs.  Arranghecampus and lateral hiring initiatives: Analysing participation trends and outcomes to refine future skill strategies. Co-oridinating with campuses for exploring possibilities of campus engagement for future fresh hires 2. Who will this position report to and how frequently will they communicate and meet up?  Business Reporting To: Group TA Lead  Functional Reporting To: NA 3. How many people will be reporting to this person?  This will depend on later stage. Initially individual contributor 4. What is the biggest or most critical problem this person needs to solve immediately?  Hiring Speed: Reduce time-to-fill to 30 days by streamlining sourcing and interview scheduling.  IImprove the coordination between hiring manager, business HR, agencies and other stakeholders involved in the recruitment process.  Provide live Dashboard on recruitment updates.Maintainthe data for timely Updation of Recruitement updates 5. What is the most important key deliverable/result we want to achieve 1 year from now?  CV Data bank Optimization: Maintain a database of 5,000+ active candidates categorized by skills/roles to support current and future hiring needs.  TAT Reduction: Time to hire ≤30 days, source effectiveness, and offer-to-join ratio (target: ≥90%).  Employer Branding: 20% increase in positive candidate reviews (Glassdoor/Indeed). May not be releveant 6. How will we measure this person's success and contribution in financial terms (NP/ROA/ROE/ROI)?  Time to hire: Target: ≤30 days), source effectiveness, and offer-to-join ratio (target: ≥90%).  Quality of Hire: 90% retention rate at 6 months.  ROI on Recruitment process and policy: 30% efficiency gain in process automation. 7. What are the key objectives to achieve the first 30 days?  Process Audit: Map current recruitment workflow and identify 3 key inefficiencies. May not stand relevant  Stakeholder Alignment: Meet all hiring managers to track open positions and fill in the critical role and vintage open vacancies on fast track.  Recruitment Tracker: Ensure 100% data hygiene in the existing candidate database 8. What are the key objectives to achieve the first 90 days?  Audit and restructure the existing CV data bank (Recruitment Email ID), categorizing candidates by skill sets, experience levels, and role relevance to improve searchability and utilization.  Establish a proactive sourcing strategy and implement a system for regular updates to ensure a continuous flow of qualified candidates.  Identify and resolve recruitment process bottlenecks to reduce average hiring time and improve operational efficiency.  Define baseline recruitment turnaround times (TAT) and initiate tracking mechanisms to monitor process effectiveness.  Conduct a comprehensive review of online candidate reviews and ratings to assess employer brand perception and identify areas for improvement.  Analyse candidate withdrawal patterns to uncover root causes and implement corrective measures.  Enhance candidate communication protocols, introducing timely follow-ups and engagement strategies to improve experience and retention.  Evaluate and implement recruitment analytics tools in Adrenaline Max, to support data-driven decision-making.  Introduce a post-interview feedback loop to capture candidate insights and identify potential gaps in the hiring process.  Gain full operational understanding of the recruitment module within the HRMS – Adrenaline Max, ensuring a smooth transition to live usage and initiating tracking of key metrics such as time-to-hire, quality of hire, and source effectiveness. 9. What are the key objectives to achieve the first 6 months?  Develop a proactive talent pooling strategy to ensure a steady pipeline of qualified candidates.  Maintain a diverse and well-organized CV data bank aligned with active hiring needs.  Achieve a 10% reduction in recruitment turnaround time (TAT) from the established baseline.  Implement automated tools for interview scheduling and candidate communication.  Increase positive candidate reviews by 10% on employee review platforms.  Enhance quality of hire and retention through data-driven recruitment and cultural fit assessments.  Build partnerships with mining institutes to support fresher hiring initiatives (DRC nationals)  Reduce candidate back-outs by 10% through improved engagement and process transparency.  Launch a pre-offer engagement framework to strengthen candidate commitment.  Leverage recruitment analytics to generate detailed KPI reports (e.g., hiring speed, cost-per-hire, candidate experience).  Use data insights to continuously refine and optimize recruitment processes. 10. What team will this person be part of and/or need to manage/lead?  Initially for S4E and S4A 11. What critical expertise, skills and competencies must this person have, to do their job well?  Sourcing & Talent Acquisition: Boolean search, LinkedIn Recruiter, niche job boards, placement agencies Experience in bulk/campus hiring: mining/non-mining/manufacturing/services/EPC/renewable energy/automotive sectors. Proven ability to screen and shortlist candidates based on defined job requirements. Experience in building partnerships with educational institutions, especially mining institutes, for fresher (hiring DRC nationals preferred).  Interviewing & Selection: Competency-based assessments, cultural fit evaluation. High accuracy in evaluating and selecting candidates to ensure quality of hire.  Data & Analytics: HRMS/ATS proficiency. Process-oriented mindset to streamline recruitment workflows and maintain accurate data across all hiring stages. Ability to support data-driven hiring decisions using analytics integrated within HRMS platforms. Adoption to Recruitement polcies and practices in the organization  Recruitment metrics (time-to-hire, cost-per-hire, offer drop-out rate). Capable of providing timely updates and insights to management through structured reporting MIS/tracker  Employer Branding: Glassdoor/Indeed optimization, candidate experience enhancement. Proficient in using online platforms for talent sourcing and managing employer brand visibility. Skilled in maintaining and updating a structured CV bank to support future recruitment needs. May not stand relevant in her role.  Stakeholder Management: Collaboration with Business HR, hiring managers, and agencies ensuring closure of open positions Demonstrated success in closing open positions within defined turnaround times (TAT). 12. What personality traits and cultural values will best suit this role?  Traits: Proactive, resilient, detail-oriented, high accountability, High Impact Communication, Interpersonal Skills,  Cultural Fit: Collaborative, transparent, candidate-first mindset. 13. What is the salary range for this hire and is the budget approved (lowest to the maximum cut-off)?  To discuss 14. What is the local allowance for this hire?  Not Applicable 15. What are all the incentives, benefits and allowances available to this hire (CTC list) and retention plans?  Annual Bonus: As per company PMS policy.  Retention Plans: Career progression, skill development programs. 16. What is leave policy for this hire?  As per DRC Policy 17. What is the future career plan and promotional prospects for this hire? –  Potential Path: Promotion to Recruitment Lead within 2–3 years. Freshers also ok Lateral moves into Talent Management/HRBP roles. May not stand very relevant now 18. What additional training, coaching and mentoring will they get internally and externally?  Internal: HRMS training, leadership workshops.  External: Certifications in recruitment analytics (e.g., HR Analytics, ATS tools). 19. What is the ideal industry background they should come from (including geographical/countries)?  Sectors: EPC, Mining, Renewable Energy, Automotive, FMCG.in africa  20. Any mandate/preference on language other than English?  Mandatory: English & Swahili, French.  Preferred: French (for global hiring support). 21. What is the ideal age range and educational background (and if relevant – religion/faith) they should have?  28 - 38 Years  Degree with post graduation in HR.

Key Responsibilities

• Full Recruitment Lifecycle
• Recruitment Process Efficiency
• Recruitment Process Maps
• Hiring Progress Dashboards

Requirements

Must have

• Junior level
• Spoken Language Proficiency-English