Works independently across various Middle East regions, providing talent solutions for all recruitment-related activities. This includes taking the initiative to address corrective actions once an issue arises.
Manages and owns the entire recruitment life cycle from A to Z.
Sources technical and specialized skill sets through various tools and continuously provides new solutions and ideas to attract talents.
Measures the calibre and competencies of candidates against strict requirements and briefs provided.
Negotiates, presents offers and closes deals with the selected candidate.
Manages the applicant tracking system, ensuring data is entered accurately and in a timely manner.
Develops and maintains talent pools for assigned positions.
Successfully liaises with mobilization/visa and HR teams to ensure the successful onboarding of candidates.
Works closely with senior-level internal hiring managers across the business. This involves asking questions and challenging management on key decisions to ensure this adheres to the recruitment process.
Contributes to driving forward new ideas that can help streamline processes and speed up recruitment.
At all stages of the recruitment process, ensure 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 Senior Talent Acquisition Specialist, you will need to demonstrate the following competencies/skills:
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 a team 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, analyze 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 at all business levels, both internally to hiring managers and externally to candidates.
Strong communication: Demonstrate strong communication skills, influencing, negotiating and collaborating with all decision-makers within the company. 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.
