Recruitment Coordinator - Response One Ghana Limited

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ROLE PURPOSE

To support Response One Ghana Limited in sourcing, recruiting, screening and coordinating suitable personnel for its Guarding and Alarm Response operations.

The Part-Time Recruitment Coordinator will maintain an active pool of qualified candidates, coordinate recruitment activities, facilitate interviews and selection processes, and ensure that successful candidates complete the necessary documentation, vetting, induction and training before deployment.

The role is intended to ensure that the company has a consistent supply of competent, reliable and deployment-ready personnel to meet existing operational requirements, new contracts and business expansion.

Work Base: Operations Office, Accra, with authorised field visits

KEY RESPONSIBILITIES

A. Recruitment Planning and Workforce Requirements

• Work with the Operations Manager and relevant supervisors to establish current and projected staffing requirements for manned guarding, alarm intervention and other operational units.

• Maintain a recruitment plan indicating vacancies, required numbers, locations, qualifications and expected recruitment timelines.

• Identify staffing shortages and recruitment priorities in line with new contracts, replacement requirements and business expansion.

• Develop and maintain a database of prospective candidates for immediate and future recruitment needs.

• Recommend appropriate recruitment channels and sourcing strategies to attract suitable applicants.

B. Candidate Sourcing and Attraction

• Source candidates through job portals, social media, referrals, community networks, recruitment agencies and other approved channels.

• Develop and circulate compelling vacancy announcements for Security Guards, Alarm Intervention Officers, Drivers, Riders, Passengers, Supervisors and other approved operational positions.

• Coordinate recruitment campaigns in designated areas, including Accra, Tema and other operational locations.

• Engage prospective applicants and provide accurate information about job requirements, working arrangements and recruitment procedures.

• Maintain an active pool of potential candidates to support urgent and planned recruitment exercises.

C. Screening and Selection

• Receive, review and shortlist applications against approved job descriptions and selection criteria.

• Conduct preliminary telephone or physical screening to assess candidates' suitability, availability, communication skills and general readiness.

• Verify applicants' identification, educational qualifications, driving licences and other relevant credentials where applicable.

• Coordinate interviews and practical assessments with the Operations Manager and designated supervisors.

• Prepare interview schedules, candidate assessment sheets and recruitment recommendations.

• Ensure that selection decisions are supported by documented assessments and approved by the appropriate authority.

D. Background Checks and Recruitment Documentation

• Coordinate background checks and reference verification in line with company policies and applicable requirements.

• Ensure that shortlisted candidates submit the required documentation, including:

  • Ghana Card or other approved identification.

  • Passport-sized photographs.

  • Educational and professional certificates, where applicable.

  • Valid driving licence for driving and riding positions.

  • Residential address and emergency contact details.

  • References and other required employment information.

• Maintain complete and confidential recruitment files for successful and unsuccessful applicants.

• Liaise with the Director, Administration & Compliance to ensure that recruitment documentation and employment procedures meet company requirements.

E. Onboarding, Induction and Training Coordination

• Coordinate the onboarding process for successful candidates in collaboration with Operations and Administration.

• Ensure that candidates receive approved appointment documentation and understand their employment conditions before commencement.

• Schedule induction, orientation and mandatory training programmes for newly recruited personnel.

• Coordinate the issuance of uniforms, identification cards and other approved deployment requirements.

• Liaise with the Training Coordinator and Operations Supervisors to confirm that recruits have completed the necessary training and assessments before deployment.

• Maintain records of training attendance, assessment outcomes and deployment readiness.

F. Recruitment and Deployment Coordination

• Maintain an updated recruitment tracker showing applicants, shortlisted candidates, interviewed candidates, selected candidates and those cleared for deployment.

• Follow up with successful candidates to confirm acceptance, availability and reporting dates.

• Coordinate the submission of deployment-ready personnel to the Operations Manager for posting and assignment.

• Monitor recruitment progress against approved staffing requirements and highlight delays that may affect operational coverage.

• Follow up with newly deployed personnel and supervisors to establish whether recruits have reported for duty and completed their initial onboarding requirements.

• Maintain a reserve pool of suitable candidates for emergency replacements and additional deployments.

G. Recruitment Reporting and Administration

• Prepare weekly recruitment progress reports covering:

  • Vacancies and staffing requirements.

  • Number of applications received.

  • Candidates screened and shortlisted.

  • Interviews conducted.

  • Candidates selected and approved.

  • Candidates who have completed documentation and training.

  • Personnel cleared and available for deployment.

  • Outstanding recruitment requirements and challenges.

• Maintain an accurate recruitment database and ensure that candidate information is updated promptly.

• Monitor recruitment costs and obtain approval before incurring advertising, transport or other recruitment-related expenses.

• Submit monthly recruitment performance reports to the Operations Manager.

• Recommend improvements to recruitment processes, candidate sourcing and staff retention.

PERFORMANCE INDICATORS (KPIs)

Performance will be assessed against agreed recruitment targets and the quality of candidates supplied to the business.

Performance Area	Key Performance Indicator
Recruitment delivery	Achievement of approved monthly recruitment targets.
Candidate sourcing	Consistent availability of qualified candidates for active vacancies.
Screening	Proper screening and assessment of all shortlisted candidates.
Recruitment turnaround	Timely filling of approved vacancies within agreed timelines.
Documentation	Complete and properly maintained recruitment files for successful candidates.
Onboarding	Successful coordination of induction and training before deployment.
Deployment readiness	Candidates submitted for deployment meet approved requirements.
Reporting	Accurate and timely weekly and monthly recruitment reports.
Retention	Monitoring and reporting of new recruits who leave or fail to report within the initial employment period.

Specific monthly recruitment targets will be agreed with the Operations Manager based on operational demand.

WORKING ARRANGEMENT

• This is a part-time position with flexible working hours agreed in advance with the Operations Manager.

• The coordinator will work to an agreed weekly schedule and recruitment deliverables rather than a full-time office attendance arrangement.

• Physical attendance will be required for scheduled interviews, recruitment exercises, onboarding and other approved activities.

• The coordinator must remain reasonably accessible during agreed working periods to respond to recruitment requirements and provide progress updates.

• All candidate records, recruitment activities and outstanding assignments must be properly documented to ensure continuity.

AUTHORITY AND ACCOUNTABILITY

The Recruitment Coordinator is authorised to source candidates, receive applications, conduct preliminary screening, coordinate interviews and facilitate approved recruitment activities.

However, the coordinator shall not independently:

• Issue appointment letters or employment contracts.

• Confirm employment terms, salaries or benefits.

• Commit the company to recruitment expenditure without approval.

• Make final employment or disciplinary decisions.

• Deploy personnel or alter approved operational rosters.

All final recruitment recommendations and employment approvals remain subject to the authority of the Operations Manager and the appropriate management representatives.

QUALIFICATIONS AND EXPERIENCE

• HND or Bachelor's degree in Human Resource Management, Business Administration, Management Studies or a related discipline.

• At least 2 years' relevant experience in recruitment, staffing, human resource administration or workforce coordination.

• Experience recruiting security personnel, drivers, riders, guards or other operational staff will be an advantage.

• Good understanding of candidate sourcing, screening, interviewing and recruitment documentation.

• Proficiency in Microsoft Word, Excel, email and digital recruitment platforms.

• Excellent communication, interpersonal and organisational skills.

• Ability to work independently, meet recruitment deadlines and manage multiple vacancies.

• High levels of integrity, confidentiality, professionalism and attention to detail.

EXPECTED OUTCOME

• The successful candidate is expected to establish and maintain a reliable recruitment pipeline that enables Response One Ghana Limited to attract, assess and provide suitable personnel for its Guarding and Alarm Response operations.

• The ultimate measure of success is not simply the number of people recruited, but the availability of properly screened, documented, trained and deployment-ready personnel who meet the company's operational and service standards.

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