Director of Recruiting

The Director of Recruiting leads the business’s recruiting efforts and is the head of the entire recruitment department. The Director of Recruiting determines the strategic direction and objectives of the recruiting department, which in turn supports the business’s growth while simultaneously maintaining its culture and quality standards.

The Director of Recruiting leads the development and implementation of strategic talent acquisition tactics and leads the evaluation of the entire recruiting function, strategies, and procedures in order to find opportunities for improvement. The Director of Recruiting oversees full cycle recruitment in support of all of the business’s functions. He explores and implements practices that allow the business to attract top most talent to the business.

Critical to achieving excellent results, is the ability of the Director of Recruiting to build strong relationships and deliver results in a rapidly and constantly evolving environment.

Objectives and Responsibilities of the Director Recruiting

Leadership/Supervisory Role: This is the first and most prominent role of the Director of Recruiting. In this leadership position, the Director of Recruiting leads, develops, and manages an ambitious high-performing team. The Director of Recruiting provides leadership in the establishment of the employment brand and develops supporting materials in order to communicate value proposition through the business’s employment advertisements, career sites, job descriptions, and other employment materials.

The Director of Recruiting drives a culture of constant improvement, identifying, and implementing projects in order to increase business-wide recruiting effectiveness and efficiency. He provides sound leadership that ensures the delivery of the business’ operational standards in recruitment activities. He additionally approves recommendations for streamlining the recruiting processes from junior recruiting managers and oversees the screening and selection processes for evaluating potential candidates conducted by the junior recruiting teams.

The Director of Recruiting additionally oversees the compliance of all internal and external regulations concerning the recruitment and selection process. It is the director’s responsibility to ensure a consistent business image in the eyes of potential candidates and talents through recruiting campaigns and processes.

The Director is tasked with driving full-cycle recruiting processes; this is inclusive of providing corrective as well as counseling options, and employment termination as may be required. The Director of Recruiting also constantly evaluates the department’s workload in order to guarantee optimal recruitment activity. In this position, the Director also plays a mentorship role to key junior level personnel, constantly honing their skills, and readying them for the occupation of his position in the future.

Strategy/Tactics: The Director of Recruiting leads the development and execution of comprehensive recruiting strategies that will guarantee that the business attracts and hires the top most talent in the business. The Director of Recruiting leads the strategic direction of the department and examines hiring trends in anticipation of the business’s response to labor market changes, for example, shortages and surpluses of available labor. The Director of Recruiting endeavors to develop strategies and processes that utilize both traditional and modern/current/innovative sources in order to cover all possible talent pools available to the business.

Collaboration: The role of the Director of Recruiting is, however, not an entirely independent one. He works with HR executives and key stakeholders, assisting them in understanding current and future workforce planning requirements. The Director of Recruiting works with the junior recruiting teams where he coaches, manages, and develops these teams, actively supporting their professional growth, taking on the role of their mentor, and guaranteeing the successful onboarding of all new hires.

The Director of Recruiting will also collaborate with HR departmental leaders as well as other departmental leaders within the business in determining the current and future talent requirements of the business and those needs unique to each department. In his collaborative capacity, the Director of Recruiting also partners with the legal department in order to guarantee compliance with state legislation in its recruitment efforts.

Analytics: The Director of Recruiting additionally plays a leading analytical role where he leverages key dashboard tracking analytics and impact metrics in order to grow a data-driven and technically skilled recruiting team. In this capacity, the Director of Recruiting evaluates and introduces alternative strategies, for example, technology, social media, and so forth. He also evaluates recruiting strategies/tactics and processes in order to continually improve recruiting processes and hence the quality of talent brought into the business.

The Director of Recruiting will also create standardized reporting systems that will regularly lead to the identification of solutions and improvement areas for recruiting programs. These reports are forwarded to the Chief Human Resources Officer and key stakeholders providing insights for further decision making and strategy formulation.

Other Duties: The Director of Recruiting also performs similar functions as he deems fit for the proper execution of his duties, and duties as delegated by the Chief Human Resources Officer or the Employer.

Required Qualifications of the Director Recruiting

Education: The Director of Recruiting must have a High School Diploma or G.E.D and a bachelor’s degree in Human Resources, Business Administration, or a related field. An equivalent of the same in working experience is also acceptable for this position.

Experience: A candidate for this position must have at least 10 years in working experience in a senior recruiting position, preferably working as the Head of Recruiting in a fast-paced and highly competitive business. The candidate must have a proven and successful experience managing full-cycle recruiting processes consisting of sourcing, screening, on-boarding, coaching, and terminating.

The candidate must additionally have experience directly managing recruitment managers and teams, leading to the acquisition of the best talents in the market. A suitable candidate will additionally demonstrate vast knowledge of recruiting database systems as well as knowledge of rewards programs inclusive of offer generation. As a bonus, the candidate will have a reputation for being a process-driver and thought leader, leveraging efficiencies in the use of technologies, workflows, and process.

Communication Skills: Communication skills are also imperative for this position, both in written and in verbal form. As the head of the recruiting department he must be able to convey information and instructions down the line in a clear and concise manner, which will determine the efficiency and effectiveness of junior recruiting department. Communication skills are also important in enabling smooth cross-functional communications as well as facilitating smooth communications with candidates and talents in the market, being able to clearly articulate the business’s messages and bring out a positive image of the business.

These skills will also be useful in the creation of reports meant for the Chief Human Resources Officer and key stakeholders. These reports influence key decision making and strategy formulation and must, therefore, be clear, unambiguous, and easy to understand having been tailored uniquely for each audience.

Computer Skills/Ms Office: A suitable candidate must have superior computer skills and demonstrate proficiency in the use of Ms Word, Ms Excel, PowerPoint, and Outlook, all necessary for the creation of visually and verbally engaging reports for HR executives and key stakeholders.

Technology/Analytical Skills: The candidate for this position must also be technologically adept and have a passion for conducting research and deriving actionable insights from raw data and information. The candidate must demonstrate an ability to analyze the performance of the department’s existent recruiting strategies and procedures, identifying areas for improvement, availing solutions, and further developing new and improved strategies.

Interpersonal Skills: The candidate must have an ability to work in a fast-paced and constantly evolving environment, be innovative and willing to take risks, be welcoming to change, and be proactive and self-motivated working under minimal supervision. He must have excellent problem solving skills, work comfortably in a cross-functional setting, have a strong executive presence, work comfortably with senior business leadership and executives, and demonstrate composure under stress and in times of ambiguity.

Leadership/People Skills: The Director of Recruiting must also have exceptional leadership skills, demonstrating an ability to influence senior business executives and to drive a cross-functional team in an aligned direction. He must be able to build meaningful and lasting relationships with others naturally, which will enable him to relate with candidates and talents in the field easily, allowing for easier acquisition and retention of valuable personnel in the business.

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