General Description of Role and Responsibilities:

• Work 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.
• Manage and own the entire recruitment life cycle from A to Z.
• Have the ability to source technical and specialized skill sets through various tools and continuously provide new solutions and ideas to attract talents. 
• Have the ability to measure the calibre and competencies of candidates against strict requirements and briefs provided. 
• Negotiate, present offers and close deals with the selected candidate.
• Successfully liaise with mobilization and HR teams to ensure the successful onboarding of the candidate. 
• 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.
• Drive forward new ideas which can help to streamline processes to speed up the recruitment process.
• Work with the Talent Acquisition Manager to discuss improvements across the regions being managed. 
• At all stages of the recruitment process, ensures credibility is maintained through effective feedback.

As a Senior Talent Acquisition Specialist, you will need to demonstrate the below 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 interview 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 to 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.

Job Details

Preferred Candidate