1. Understanding Client RequirementsCommunicate with client companies to understand their hiring needs, job descriptions, and required skill sets. Gather details about job roles, industry-specific requirements, salary expectations, and company culture. Advise clients on hiring trends, salary benchmarks, and recruitment strategies. 2. Sourcing & Talent AcquisitionUse multiple sourcing channels such as job portals (Naukri, LinkedIn, Indeed), social media, employee referrals, and direct headhunting. Develop and maintain a database of active and passive candidates for future job openings. Engage in proactive talent hunting to build a pipeline for future staffing needs. Create and post job advertisements across different platforms to attract potential candidates. 3. Screening & Shortlisting CandidatesConduct initial resume screening and shortlist suitable candidates based on job requirements. Perform telephonic or virtual interviews to assess candidates' skills, experience, and suitability. Evaluate candidates on factors such as technical proficiency, soft skills, cultural fit, and salary expectations. Coordinate technical assessments and psychometric tests (if required). 4. Interview Coordination & Selection ProcessSchedule interviews between shortlisted candidates and client hiring managers. Share feedback with candidates and make necessary recommendations to clients. Negotiate salary packages and employment terms between clients and selected candidates. Provide interview preparation support and guidance to candidates. 5. Onboarding & DocumentationEnsure smooth onboarding of selected candidates by coordinating with client HR teams. Verify candidate documents such as educational certificates, experience letters, and identity proof. Assist in the background verification process as per client policies. Maintain compliance with labor laws and company policies during hiring. 6. Relationship ManagementBuild and maintain strong relationships with candidates to ensure long-term engagement. Develop rapport with client HR teams and hiring managers to understand ongoing staffing needs. Act as a bridge between candidates and clients to resolve concerns or issues. 7. Performance Tracking & ReportingMaintain records of candidates placed, job openings, and hiring trends. Provide regular recruitment reports and insights to management. Track hiring efficiency, such as time-to-hire and candidate conversion rates. 8. Market Research & Talent TrendsStay updated on industry hiring trends, salary benchmarks, and competitor recruitment strategies. Continuously improve recruitment techniques to attract top talent efficiently. Explore new tools and technologies to enhance the recruitment process.