Recruitment Manager

Dvara Health Finance; Vaduj; On-site; INR 700,000 - 1,200,000; Full time

Job summary

Dvara Health Finance in India seeks a Hiring Manager to lead end-to-end recruitment and onboarding of Health Workers (Health Sakhis) across existing territories. The role ensures the required number of active and suitable Health Workers, focusing on recruitment, selection, joining, and onboarding, and excluding sales or territory expansion.

Strong sourcing, screening, and reporting are essential. Collaboration with Territory Leads and Operations Managers is expected to maintain vacancy trackers

Qualifications

• Extensive experience in recruitment/talent acquisition, preferably in healthcare or field hiring.
• Experience in coordinating with multiple territories and managing manpower requirements.
• Strong sourcing, screening, and onboarding skills with focus on Health Workers.

Responsibilities

• End-to-end recruitment from requirement generation to joining.
• Coordinate interviews and selection.
• Complete candidate documentation and verification requirements.
• Follow up with selected candidates until joining date.
• Maintain records of status: open, sourced, screened, shortlisted, interviewed, joined, rejected.
• Ensure positions close within defined hiring TAT.
• Recruitment MIS & reporting: daily/weekly tracking and updates.

Skills

Recruitment

Talent acquisition

Field hiring

Sourcing

Stakeholder management

Job description

The Hiring Manager will be responsible for the end-to-end recruitment and onboarding of Health Workers (Health Sakhis) for the company's existing territories.

The primary responsibility of this role is to ensure that all existing territories have the required number of active and suitable Health Workers as per approved manpower requirements.

This role will focus only on recruitment, selection, joining, and onboarding of Health Workers and will not be responsible for sales, customer retention, or territory expansion.

Key Roles & Responsibilities

1. Manpower Planning

• Understand Health Worker manpower requirements across all existing territories.
• Maintain a territory-wise vacancy and manpower tracker.
• Identify vacant, under-staffed, and replacement positions.
• Coordinate with Territory Leads / Operations Managers to understand immediate hiring requirements.
• Prioritize hiring based on business requirements and territory urgency.

2. Candidate Sourcing

• Source candidates through multiple channels such as:
  • Local references and employee referrals
  • Job portals
  • Social media and WhatsApp groups
  • Local community networks
  • Recruitment agencies, where required
  • Field-level sourcing
  • Local hiring drives
• Build a strong candidate pipeline for each territory.
• Maintain a database of potential Health Worker candidates for future requirements.

3. Candidate Screening & Selection

• Conduct initial screening of candidates.
• Evaluate candidates based on:
  • Communication skills
  • Local area knowledge
  • Customer interaction ability
  • Willingness to work in the field
  • Basic healthcare awareness
  • Stability and reliability
  • Ability to use a smartphone/application
• Shortlist suitable candidates and coordinate with the concerned manager for final selection.

4. End-to-End Recruitment

• Manage the recruitment process from requirement generation to candidate joining.
• Coordinate interviews and selection.
• Complete candidate documentation and verification requirements.
• Follow up with selected candidates until their joining date.
• Maintain a record of selected, rejected, pending, and joined candidates.
• Ensure positions are closed within the defined hiring TAT.

5. Joining & Onboarding

• Ensure selected candidates report on the committed joining date.
• Coordinate with the concerned Territory Lead for joining.
• Ensure all required documents are collected and submitted.
• Coordinate with the relevant teams for system/app access and initial training.
• Track candidates during the initial onboarding period.

6. Recruitment MIS & Reporting

• Maintain a daily/weekly recruitment tracker.
• Share territory-wise recruitment status with management.
• Track:
  • Open positions
  • Candidates sourced
  • Candidates screened
  • Candidates shortlisted
  • Interviews conducted
  • Candidates selected
  • Candidates joined
  • Candidates rejected
  • Candidates dropped before joining
  • Time taken to close each position
• Provide regular hiring updates to management.

7. Recruitment Performance Management

• Achieve monthly recruitment targets assigned by management.
• Continuously identify new and effective local sourcing channels.

Key Performance Indicators (KPIs)

• Number of Health Workers Hired per Month
• Time to Fill / Hiring TAT
• Candidate Dropout Ratio
• Quality of New Hires
• Territory-wise Manpower Fulfilment
• Active Candidate Pipeline

Preferred Experience

• 25 years of experience in recruitment / talent acquisition / field hiring.
• Experience in healthcare, HealthTech, FMCG, financial services, insurance, retail, or field-force recruitment will be preferred.
• Experience in hiring field-level employees such as Health Workers, Sales Executives, Field Officers, Community Workers, or similar roles will be an advantage.

Key Attributes

• Target-oriented
• Highly proactive
• Strong ownership
• Excellent follow-up
• Fast decision-making
• Good people-connect
• Ability to work under hiring pressure
• Strong local network and sourcing capability

Preferred Experience

• 2-5 years of experience in recruitment / talent acquisition / field hiring.
• Experience in healthcare, HealthTech, FMCG, financial services, insurance, retail, or field-force recruitment will be preferred.
• Experience in hiring field-level employees such as Health Workers, Sales Executives, Field Officers, Community Workers, or similar roles will be an advantage.

Key Attributes

• Target-oriented
• Highly proactive
• Strong ownership
• Excellent follow-up
• Fast decision-making
• Good people-connect
• Ability to work under hiring pressure

Strong local network and sourcing capabilit