Recruitment Officer

Brazil and Colombia

Explore our Recruitment Officer position

As a Recruitment Officer at 500 Designs, your responsibility extends from sourcing and interviewing candidates to onboarding and retention. By developing innovative recruitment strategies, creating job offers, coordinating interviews, and conducting regular check-ins with employees, you’ll be a vital player in building and maintaining our talented workforce.

What you do

  • Collaborate with Hiring Managers: Work closely with department heads and hiring managers to understand role requirements, provide insights on the talent market, and tailor recruitment efforts accordingly.
  • Develop Recruitment Strategies: Design and implement innovative and effective recruitment strategies tailored to the needs of various departments.
  • Talent Sourcing & Interviewing: Source candidates through various channels, including job portals, social media, referrals, recruitment agencies, networking events and more. Conduct initial to final interviews, assess qualifications, and rate resumes.
  • Candidate Screening and Assessment: Review applications, screen candidates, and assess their qualifications and cultural fit.
  • Offer Creation & Coordination: Create offer letters and job contracts. Schedule interviews and coordinate with managers at various stages of the hiring process. Send candidate tests as needed.
  • Communication with Candidates: Keep candidates updated throughout the process. Provide timely feedback and respond to inquiries.
  • Onboarding & Offboarding: Conduct and manage comprehensive onboarding and offboarding processes for employees.
  • Recruitment Strategy & Innovation: Streamline the recruitment process by strategizing and innovating new processes while developing old ones. Collaborate with the Head of Recruitment to achieve hiring goals.
  • Job Descriptions & Advertisements: Create, post, manage, and update job descriptions and advertisements on the website, job portals, and other platforms.
  • Candidate Management: Manage and maintain the candidate pipeline for future requisitions. Ensure candidate applications are well-managed and aligned with company recruitment SOPs.
  • Regular Check-Ins & Talent Management: Conduct regular check-ins with new and current employees. Focus on recruitment, retention, and proactive talent management.
  • Collaboration & Reporting: Collaborate with various departments to align recruitment practices with organizational goals. Provide regular updates to managers and track key recruitment metrics.
  • Build Employer Brand: Promote 500 Designs as an employer of choice by engaging with potential candidates through various platforms and representing the company at recruitment events.
  • Provide an Exceptional Candidate Experience: Create a positive and respectful candidate experience by communicating openly, providing timely feedback, and maintaining professionalism throughout the process.
  • Ensure Compliance: Adhere to all legal and company policies regarding recruiting practices and maintain accurate and confidential candidate records.
  • Report and Analyze Metrics: Monitor and report on key recruitment metrics regularly, using data to drive continuous improvement in sourcing, attracting, and hiring processes.

What you need to succeed

  • Bachelor’s degree in Human Resources, Business Administration, or a related field.
  • Minimum 2 years experience recruiting in relevant industry environment (digital design agencies preferred)
  • 3+ years of experience in recruitment, including candidate sourcing, interviewing, onboarding, and retention preferably in technical roles/IT
  • Proficient in Google Workspace tools and sourcing tools (i.e. LinkedIn, Kalibrr)
  • Proficiency in using recruitment software and applicant tracking systems (ATS).
  • In-depth knowledge of employment laws and regulations related to recruitment.
  • Must be creative and dynamic – has the positive energy to work in a technology start-up
  • Excellent communication skills, with the ability to engage candidates and internal stakeholders at all levels.
  • Strong attention to detail
  • Strong organizational skills, with the ability to manage multiple priorities and innovate recruitment processes.
  • Excellent oral and written English communication skills
  • Commitment to diversity, equity, and inclusion in hiring practices.
  • Has experience working in a fast-paced startup
  • Ability to travel as needed for networking events, career fairs, etc.

 

 

Recruiting Officer’s KPI

 

  • 30 Days Time-to-Fill: The average time it takes to fill a vacant position. Aim for a shorter time-to-fill to ensure that departments have the required talent promptly.
  • Quality of Hire: Assess the performance and cultural fit of new hires after a certain period. High-quality hires contribute effectively to the organization.
  • 8+ Candidate Satisfaction Score: Conduct candidate satisfaction surveys to gauge their experience during the recruitment process. High candidate satisfaction indicates a positive employer brand.
  • Retention Rate: Track the retention of new hires after a specified period (1.5 year). Low turnover among recently recruited employees indicates successful onboarding and fit.
  • Recruitment Cost Ratio: Calculate the cost of recruitment per hire. Aim to keep this ratio low while maintaining quality.
  • Offer Acceptance Rate: Track the percentage of candidates who accept job offers. A high acceptance rate reflects effective communication and alignment of expectations.
  • Sourcing Channel Effectiveness: Analyze the effectiveness of different sourcing channels (e.g., job portals, referrals, social media) in attracting qualified candidates.
  • Recruitment Process Efficiency: Monitor the efficiency of the recruitment process by measuring the number of interviews conducted per hire or the number of applications per hire.
  • Employee Engagement: Assess the engagement and satisfaction of employees who were recruited within the past year. Engaged employees are more likely to stay and perform well.
  • Compliance Adherence: Ensure that the recruitment process complies with all relevant employment laws and regulations by monitoring and tracking compliance issues or audits.
  • Recruitment Innovation: Evaluate the success of innovative recruitment strategies and processes implemented by the Recruitment Officer to attract top talent.
  • Employer Brand Perception: Measure how potential candidates perceive 500 Designs as an employer of choice through surveys or feedback from candidates who did not join the company.
  • Cost Savings: Calculate cost savings achieved through efficient recruitment practices and lower turnover rates.
  • Recruitment Event Impact: Assess the impact of attending networking events and career fairs by tracking the number of candidates sourced from these events who were subsequently hired.
  • Training and Development: Monitor the participation and success of new hires in training and development programs offered by the company.
  • Work-Life Balance: Measure employee satisfaction with work-life balance, as higher satisfaction can lead to better retention rates.
  • HR Technology Utilization: Track the utilization and proficiency in using HR technology and applicant tracking systems (ATS).

 

 

How Recruiting Officers help achieve company wide objectives

 

  • Workforce Growth and Expansion: Recruiting Officers contribute to the company’s growth objectives by helping to scale the workforce. This includes hiring for new positions, expanding into new markets, or launching new product/service lines.
  • Talent Pipeline Development: Building a strong talent pipeline is crucial for future workforce needs. Recruiting Officers work on identifying and engaging with potential candidates who align with the organization’s future needs.
  • Diversity and Inclusion: Promoting diversity and inclusion is often a company-wide goal. Recruiting Officers can help achieve this by implementing inclusive hiring practices and sourcing diverse candidates.
  • Employee Retention: Reducing turnover and retaining top talent is a common objective. Effective recruitment practices, including assessing cultural fit, can contribute to employee retention.
  • Cost Control: Managing recruitment costs is important for overall financial health. Recruiting Officers can contribute by optimizing recruitment processes, reducing time-to-fill, and minimizing external recruiting expenses.
  • Employer Branding: Enhancing the company’s employer brand is often a strategic goal. Recruiting Officers play a significant role in representing the organization positively to potential candidates and the broader job market.
  • Quality of Hire: Ensuring that new hires meet or exceed performance expectations is crucial. Recruiting Officers contribute by selecting candidates who are not only qualified but also a good fit for the organization’s culture and values.
  • Skills Gap Analysis: Addressing skills gaps within the workforce is essential. Recruiting Officers can work closely with hiring managers to identify these gaps and recruit talent with the required skills.
  • Succession Planning: Developing a pipeline of talent for leadership positions is a strategic objective. Recruiting Officers can identify and nurture high-potential candidates for future leadership roles.
  • Compliance and Risk Management: Adhering to legal and regulatory requirements in recruitment is essential. Recruiting Officers ensure that the organization’s hiring practices comply with relevant laws and regulations.
  • Employee Engagement: Engaged employees are more likely to contribute positively to the organization. Recruiting Officers can hire candidates who are a good cultural fit and align with the company’s values, which can boost employee engagement.
  • Data-Driven Decision-Making: Using data and analytics to drive recruitment decisions is becoming increasingly important. Recruiting Officers can contribute to this objective by tracking and analyzing recruitment metrics to inform decision-making.
  • Cost-Effective Recruitment: Reducing the cost per hire and optimizing recruitment spending is often a financial objective. Recruiting Officers can contribute by using cost-effective sourcing methods and technology.
  • Global Expansion: If the company is expanding internationally, Recruiting Officers can assist by managing the recruitment and hiring process for overseas positions and navigating international labor markets.
  • Employee Development: Identifying candidates who have potential for growth and development within the organization is essential for long-term success. Recruiting Officers can work with HR and managers to spot and hire such talent.

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