Deepak Yadav

1. End-to-End Recruitment Process Management * Create and post compelling job descriptions across various job boards, social media platforms, and via referrals and recruitment agencies. * Source candidates effectively using diverse channels to build robust talent pipelines. * Screen resumes and conduct initial interviews to assess candidate qualifications and cultural fit. * Coordinate and facilitate the selection process by scheduling interviews with hiring teams and ensuring timely feedback. 2. Strategic Workforce Planning & Stakeholder Management * Collaborate closely with hiring managers to forecast hiring needs and develop strategic talent acquisition plans that align with overall business goals. * Build strong relationships with internal stakeholders, including hiring managers and department heads, serving as an advisor on hiring decisions and recruitment best practices. * Assign Joining Kits to selected candidates and coordinate with them on a daily basis (as indicated in the experience section). 3. Data & Reporting * Track and analyze key recruitment metrics, including time-to-fill, cost-per-hire, and quality of hire. * Provide regular reports and data-driven insights to leadership to improve overall hiring efficiency and process optimization. 4. Candidate Experience & Employer Branding * Ensure a smooth and positive experience for all candidates throughout the entire recruitment process. * Communicate timely feedback and updates to candidates to maintain engagement and transparency. * Promote the organization as an employer of choice by actively representing the company at job fairs, networking events, and on social media platforms. 5. Compliance and Policy Adherence * Ensure all hiring practices strictly comply with current labor laws and internal organizational policies. * Support and champion diversity, equity, and inclusion (DEI) initiatives within the recruitment process.