Recruiter

Roles and responsibilities

We are seeking a highly motivated and results-oriented 360 Recruiter to join our client's team for 6 months contract based in Dubai. In this dynamic role, you will be responsible for the full recruitment lifecycle, from sourcing and screening candidates to conducting interviews and extending offers. You will be a key player in building and maintaining a strong talent pipeline, while ensuring a positive and inclusive candidate experience.

Key Responsibilities:

• Develop and implement effective sourcing strategies across various channels (e.g., job boards, social media, employee referrals, networking events).
• Screen resumes and applications, conduct initial phone screens to assess candidate qualifications and cultural fit.
• Schedule and conduct in-depth interviews with hiring managers and team members.
• Manage the offer process, including salary negotiations, background checks, and onboarding.
• Proactively identify and source top talent in the market.
• Contribute to the development and implementation of employer branding initiatives to attract top talent.
• Track key recruitment metrics (e.g., time-to-hire, cost-per-hire, offer acceptance rate).
• Generate reports on recruitment activities and present findings to stakeholders.
• Continuously improve recruitment processes and strategies to enhance efficiency and effectiveness.

Qualifications and Requirements:

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• At least 5-7 years of experience as a 360 Recruiter in an in-house environment.
• Proven experience in full-cycle recruitment, from sourcing to onboarding.
• Strong knowledge of recruitment best practices, sourcing strategies, and interview techniques.
• Experience with applicant tracking systems (ATS), recruitment tools, and Workday (essential).
• Excellent communication, interpersonal, and negotiation skills.
• Strong analytical and problem-solving skills.
• Ability to work independently and as part of a team.
• Strong work ethic and a results-oriented mindset.
• Immediately available to join

Desired candidate profile

Core Recruitment Skills

1. Talent Sourcing

   • Using job boards, social media platforms (e.g., LinkedIn, Indeed), and professional networks to find candidates.
   • Proactively identifying passive candidates through headhunting and referrals.

2. Job Analysis and Description Writing

   • Crafting clear and compelling job descriptions tailored to the role and organization.
   • Understanding the specific skills and qualifications required for each position.

3. Candidate Screening and Assessment

   • Reviewing resumes and applications to shortlist qualified candidates.
   • Conducting phone screenings, interviews, and skills assessments.

4. Interviewing Skills

   • Asking behavioral, situational, and technical questions to assess candidate fit.
   • Evaluating communication skills, cultural alignment, and technical expertise.

Strategic and Analytical Skills

1. Workforce Planning

   • Collaborating with management to forecast hiring needs.
   • Developing strategies to address talent gaps in the organization.

2. Data Analysis

   • Tracking recruitment metrics (e.g., time-to-hire, cost-per-hire, quality of hire).
   • Using insights to improve recruitment processes.

3. Market Knowledge

   • Staying updated on industry trends, salary benchmarks, and competitor hiring practices.
   • Advising on competitive compensation and benefits packages.

Soft Skills

1. Communication Skills

   • Verbal: Building rapport with candidates and communicating job opportunities persuasively.
   • Written: Drafting professional emails, job postings, and offer letters.

2. Relationship Building

   • Maintaining strong relationships with hiring managers, candidates, and recruitment agencies.
   • Cultivating a positive candidate experience to strengthen the employer brand.

3. Negotiation Skills

   • Balancing organizational and candidate expectations during salary and benefits discussions.
   • Securing mutual agreements efficiently.

4. Empathy and Active Listening

   • Understanding candidates’ motivations and concerns.
   • Providing personalized guidance throughout the hiring process.