Manages and owns the entire recruitment life cycle.
Sources technical and specialised skill sets through various tools and continuously provides new solutions and ideas for sourcing to attract talent.ÿ
Measures the calibre and competencies of candidates against strict requirements and briefs provided.
Negotiates, presents offers and closes deals with selected candidates.
Manages the applicant tracking system, ensuring data is entered accurately and in a timely manner.
Develops and maintains talent pools for assigned positions.
Successfully liaise with mobilisation/visa and HR teams to ensure the successful onboarding of the candidate.ÿ
Work closely with senior-level internal hiring managers across the business. This will involve asking questions and challenging management on key decisions to ensure this adheres to the recruitment process.ÿ
Drive forward new ideas which can help to streamline processes to speed up the recruitment process.
At all stages of the recruitment process, ensures credibility is maintained through effective feedback.
Generates regular reports on recruiting metrics, such as time-to-fill, cost-per-hire, and others.
Performs other responsibilities as required.
As a Talent Acquisition Specialist, you will need to demonstrate the below attributes:?
Market knowledge: Ability to understand the PMCM industry in the Middle East, identify competitors? pay rates, and keep abreast of recruitment trends.
Teamwork: Ability to work within and with multiple departments/teams to identify the right hire.
Creativity: Ability to develop creative ideas about sourcing, outreach, and interviewing candidates.
Critical thinking: Think critically about the requirements of the open positions, analyse the situation, gather information, and make a logical decision about the right hire.
Multitasking: Manage many different working parts simultaneously and handle various difficult situations and assignments.
Social media Recruiting: Efficient use of social media to help spread the word about job vacancies, reach out to broader potential hires and enhance recruitment branding.
Inquisitiveness: Being able to ask questions to all business levels, both internally to hiring managers and externally to candidates.
Strong communication: Demonstrate strong communication skills, influence, negotiate, and collaborate with all company decision-makers. Ability to articulate conversations with senior level/ VP management and learn to partner with them rather than having a directive relationship.
Confidence: To the best of your ability and knowledge as a recruiter, if you feel the recruitment process is not being followed, challenge it to all levels within the business.
Relationship-Building: Ability to develop relationships and manage both Internal and External stakeholders.
