Recruitment Consultant

Roles and responsibilities

We are seeking a dynamic and experienced Recruiter to join our team in Dubai. The ideal candidate will be responsible for sourcing, screening, and hiring top talent for various roles within our Organization . This position requires a deep understanding of the recruitment cycle, excellent communication skills, and the ability to build strong relationships with candidates.

Key Responsibilities:

• Talent Sourcing: Utilize various recruiting methods to identify and attract qualified candidates for Finance and Legal roles.
• Screening and Interviewing: Conduct thorough interviews to evaluate candidates’ skills, experience, and cultural fit for our organization.
• Collaboration: Work closely with hiring managers to understand their staffing needs and develop effective recruitment strategies.
• Candidate Management: Maintain regular communication with candidates throughout the recruitment process, providing updates and feedback.
• Market Research: Stay informed about industry trends, competitor activities, and changes in the job market to attract top talent.
• Employer Branding: Promote our company culture and values to attract candidates who align with our mission and vision.

Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• 3+ years of recruiting experience, preferably in agency or Inhouse
• Proven ability to manage multiple priorities and work in a fast-paced environment.
• Proficiency in applicant tracking systems (ATS) and other recruitment tools.
• Ability to build relationships and work collaboratively with cross-functional teams.

Desired candidate profile

1. Sourcing and Networking

• Candidate Sourcing: Proficiency in finding candidates through various channels, including job boards, LinkedIn, social media, employee referrals, and professional networks.
• Networking: Building and maintaining relationships with potential candidates, industry professionals, and networking groups to create a talent pool.
• Employer Branding: Promoting the organization as an attractive place to work by highlighting its culture, values, and benefits, both online and offline.

2. Interviewing and Assessment

• Interviewing Skills: Ability to conduct effective interviews (phone, video, or in-person) to assess a candidate’s skills, experience, and cultural fit.
• Assessment Tools: Familiarity with various candidate assessment tools, such as personality tests, skills assessments, and psychometric evaluations.
• Behavioral Interviewing: Ability to ask behavioral questions to understand a candidate’s past experiences and how they would handle future situations.

3. Candidate Relationship Management

• Candidate Engagement: Maintaining positive relationships with candidates throughout the hiring process to keep them engaged and informed.
• Candidate Experience: Creating a positive and seamless experience for candidates, from application to offer acceptance, ensuring they feel valued at every stage.
• Offer Negotiation: Effectively negotiating job offers, including salary, benefits, and other terms of employment, to secure top talent.

4. Recruitment Marketing

• Job Advertisements: Writing compelling job descriptions that attract the right candidates.
• Social Media Recruitment: Using platforms like LinkedIn, Facebook, Twitter, and Instagram to promote job openings and engage with potential candidates.
• Employer Brand Development: Promoting the company’s culture, mission, and values through various marketing channels to attract quality candidates.

5. Data-Driven Recruitment

• Metrics and Analytics: Using recruitment metrics (e.g., time-to-hire, cost-per-hire, candidate quality) to evaluate and improve hiring processes.
• Recruitment Technology: Proficiency with Applicant Tracking Systems (ATS) and recruitment software to streamline the hiring process, track candidates, and improve efficiency.
• Market Research: Conducting research to understand industry trends, salary benchmarks, and talent availability.

6. Communication and Negotiation

• Strong Communication Skills: Ability to communicate clearly and professionally with candidates, hiring managers, and other stakeholders.
• Negotiation Skills: Being able to negotiate terms and conditions with candidates to successfully close the hiring process, ensuring both the candidate and organization are satisfied.
• Stakeholder Management: Collaborating with hiring managers and department heads to understand hiring needs and align talent acquisition strategies with business goals.