HR Officer – Recruitment

• Internal : All Employees
• External: Recruitment agencies, Vendors, auditors

Ensure the effective and efficient execution of the end-to-end recruitment process, demonstrating a commitment to attracting, assessing, and selecting top-tier talent.

Recruitment and Selection:

• Create and post job listings on various job boards, company websites, and other relevant platforms making sure to craft compelling job advertisements to attract potential candidates.
• Utilize various sourcing methods, including job boards, social media, professional networks, and referrals, to identify potential candidates. 
• Manage all job boards (LinkedIn, Indeed, TES, THE accounts) and support recruitment campaigns with the overall aim of reducing the use of recruitment agencies across the group.
• Develop and maintain a pipeline of qualified candidates for current and future job openings.
• Review resumes and applications to assess candidates’ qualifications and suitability for open positions.
• Conduct initial phone screens or interviews to assess candidates’ skills, experience, and cultural fit with the organization.
• Administer skills tests, personality assessments, or other evaluation methods to gauge a candidate’s suitability for the role.
• Manage the interview scheduling process, ensuring that candidates and hiring managers are available at the same time. 
• Communicate with candidates throughout the recruitment process, providing updates and feedback.
• Ensure that accurate and appropriately worded feedback is shared with rejected candidates without delay.
• Collect interview feedback from hiring managers.
• Conduct reference checks to verify a candidate’s employment history, skills, and qualifications.
• Extend job offers to selected candidates, including negotiating compensation and benefits packages.
• Assist, when required, in the onboarding process, ensuring that new hires have a smooth transition into the company.
• Build and maintain talent pools and talent networks to proactively address future hiring needs.
• Contribute to building a positive employer brand by creating a positive candidate experience and promoting the organization as an attractive place to work.
• Attend industry events, job fairs, and networking functions to establish connections and promote the employer brand.
• Stay informed about industry trends, salary benchmarks, and competitor hiring practices to provide valuable insights to the organization.
• Maintain accurate records of candidate interactions and application statuses.
• Generate reports and analyze recruitment metrics to assess the effectiveness of the recruitment process.

Policy Development and Implementation:

• Assist in the development and revision of related HR policies and procedures to ensure compliance with relevant labor laws and industry best practices.
• Effective communication of related HR policy to hiring managers.
• Assess workplace dynamics, employee concerns, and changes in employment laws and regulations to pinpoint areas where policies may be necessary or require updates.
• Conduct research to gather information on best practices, industry standards, and legal requirements related to the policies under consideration. Analyze this data to make informed recommendations
• Gather feedback from hiring managers and candidates to improve the recruitment process continually. This may involve refining job descriptions, interview techniques, or sourcing strategies.

Compliance:

• Stay up-to-date with employment laws and regulations to ensure the organization’s compliance.
• Ensure all recruitment activities adhere to relevant employment laws and regulations.
• Promote diversity and inclusion initiatives in the hiring process.
• Develop and recommend corrective action plans to address compliance gaps

Employee Engagement:

• Create a welcoming and respectful environment for candidates, even those who are not ultimately hired to ensure a positive candidate experience during the recruitment process.
• Collect feedback from candidates about their experiences during the interview and selection process for identifying areas of improvement in the recruitment and onboarding processes and enhancing the overall employee experience.
• Build a positive employer brand by showcasing the organization’s culture, values, and commitment to employee development during the recruitment process.
• Collaborate within HR to develop and implement employee engagement initiatives.
• Follow up with new hires during initial months to gather feedback on their experiences and address any concerns or challenges

Reports:

• Submit weekly status reports on recruitment activities.
• Submit Monthly report on new hires.
• Prepare and submit quarterly / yearly HR Reports of related recruitment areas.
•  Any other tasks, duties & responsibilities that may be added from time to time as relevant to business requirements

• Excellent written and verbal communication skills.
• Negotiation skills.
• Strong organizational and time management skills.
• Strong networking skills.
• Exceptional problem-solving skills.
• A customer-oriented mindset.
• Empathetic and approachable.
• Demonstrate a high level of adaptability.
• Demonstrate a high level of persistence and resilience.
• Strong ethical standards and a commitment to fairness and equity.
• Detail-oriented.
• Strong teamwork and collaboration skills.
• Curious and self-motivated.

Language (s):

• English
• Arabic (will be an advantage)

Specialized Training/ Knowledge Required:

• Strong knowledge of Recruitment techniques and best practices.
• Knowledge of employment laws and regulations pertaining to immigration.
• Proficiency in using recruitment software, databases, and Microsoft Office applications

• Bachelor’s degree in Human Resources, Business Administration, or related field 
• Master’s degree and/or HR accredited certification will be an advantage

A minimum of [4] Four years of experience in HR, with a focus on Recruitment and Selection.

Key Performance Indicators (KPIs):