Recruiter

Department: HR & Human Resources
Level: Operational
Primary objective: Attract and select the right candidates — from hiring need to first signed contract

What this role does

The Recruiter manages the entire talent acquisition cycle in CRMconnect: creates recruitment proposals, launches campaigns, tracks candidates through the pipeline, schedules interviews, and hands the new hire over to the HR Specialist after the contract is signed. They work with an ATS integrated directly in the CRM — no separate external systems needed.

Modules used daily

Recruitment module structure

Recruitment
  ├── Recruitment Proposals   (/admin/recruitment/recruitment_proposal)
  ├── Campaigns               (/admin/recruitment/recruitment_campaign)
  ├── Candidates              (/admin/recruitment/candidate_profile)
  ├── Interviews              (/admin/recruitment/interview_schedule)
  ├── Recruitment Channels    (/admin/recruitment/recruitment_channel)
  └── Evaluation Forms        (assessment criteria per position)

Candidate pipeline — statuses and what to do at each

Daily routine

Morning — pipeline review

1. Recruitment → Candidates → filter per active campaign → sort by status
2. New candidates (status 1 — Application) from yesterday → review CVs → move to 2 or reject
3. Candidates in status 3 (Interview) with interview today → confirm with interviewer they are ready
4. Candidates in status 5 (Send Offer) without response > 3 days → follow-up

During the day

5. Schedule new interviews from the planning module
6. Document notes from completed interviews
7. Update the status of each candidate after interactions

Key workflows

Workflow 1 — Open new position (end-to-end)

Department manager identifies hiring need
       ↓
Recruitment → Proposals → Add:
  - Position (Job Position)
  - Department
  - Number of vacancies needed
  - Period: start–end date
  - Budget justification
  → Proposal sent for management approval
       ↓
Proposal approved → New campaign:
  - Job title + detailed description
  - Distribution channels (LinkedIn, eJobs, BestJobs, internal)
  - Application link (if external) or internal form
       ↓
CVs received → Candidates added → Active pipeline

Workflow 2 — Managing a candidate through the pipeline

CV received (email or form) → Candidate added (status: 1 - Application)
       ↓
Review CV:
  ├── Not suitable → Non-Elect (7) + thank-you email
  └── Promising → Potential (2)
       ↓
Phone pre-screen (10–15 min):
  - Availability, salary expectations, motivation, key experience
  ├── Not suitable → Non-Elect (7)
  └── Suitable → Interview (3) → schedule interview
       ↓
Face-to-face / video interview:
  - Complete evaluation form in platform
  - Criteria: technical skills, soft skills, cultural fit, salary
  ├── Did not pass → Non-Elect (7) + polite email
  └── Passed → Won Interview (4)
       ↓
Final interview with hiring manager:
  ├── Rejected → Non-Elect (7)
  └── Accepted → Send Offer (5)
       ↓
Formal offer email sent to candidate:
  - Salary, benefits, start date, conditions
  ├── Declines offer → Unanswer (8) → reactivate another candidate
  └── Accepts → Elect (6) → Staff created automatically → hand to HR Specialist

Workflow 3 — Scheduling and assessing an interview

Candidate in status 3 (Interview)
→ Recruitment → Interviews → Add schedule:
  - Selected candidate
  - Interviewer (from Staff list)
  - Date and time
  - Format: in-person / video (Google Meet or other link)
       ↓
24h before → confirm with candidate + interviewer
       ↓
Post-interview:
→ Complete candidate assessment:
  - Pre-defined criteria (set by HR Manager in configuration)
  - Score per criterion (1–5 or other system)
  - Qualitative notes
  - Recommendation: Advance / Reject
→ Update candidate status

Workflow 4 — Managing multiple candidates for the same position

You have 5 candidates in Won Interview (4) for 1 vacancy
→ Organise final interview with hiring manager
→ Compare assessments: scores per criterion, notes
→ Select final candidate → Elect (6)
→ Other 4 → Non-Elect (7) with polite email
   (Recommendation: send individual email, not generic)
→ If a rejected candidate is exceptional → note for future openings

Recruitment channels — what to configure

Where: /admin/recruitment/recruitment_channel

Define the sources from which candidates come:

• LinkedIn (organic + paid)
• eJobs, BestJobs, Hipo.ro
• Internal recommendation (Employee Referral)
• Company website
• Universities / partnerships
• External recruitment agency

Each candidate has an associated channel → at the end you can calculate: cost per hire per channel, candidate quality per source.

Metrics to track

Practical tips

Update candidate statuses on the same day as the interaction. An unupdated pipeline is worse than no pipeline at all — you make decisions based on incorrect information.

Send a thank-you email to rejected candidates. Not technically required, but essential for the company's reputation as an employer. A candidate rejected today may be your customer tomorrow.

Document the reason for rejection. Not "not suitable" — but "expected salary 2.5x the available budget" or "no experience in X". Aggregated data helps you improve job descriptions.

Don't leave candidates in Interview or Won Interview status for more than 5 days with no activity. A good candidate has other offers on the table. If you can't decide quickly, communicate an explicit deadline.