Talent Acquisition Executive

Accountabilities:

Talent Acquisition:

• Responsible for the different recruitment channels used by Zahrawi.
• Sourcing and interviewing potential candidates over the phone for the open positions.
• Updating the Recruitment sheet on a regular basis.
• Organizing all documents received from candidates in different folders, including CVs, cover letters, passport copies, presentations and transcripts.
• Localization: Hire Local employees in priority in each of the territories to maintain a minimum % to increase localization
• Diversity: Ensure conscious hiring of a diverse workforce (Gender & nationalities)

Applicant Tracking System:

• Maintain applicant data and update their status on the Applicant Tracking system.

Job Descriptions:

• Ensure updated Job Descriptions are created for each position to identify the right candidates and share the JD with applicants.
• Annual Review of all Job Descriptions to have them always updated.
• Ensure all JDs are developed, modified & maintained in the online ERP system.

Internal and External Sourcing:

• Advertise job openings on the careers page, internally, job boards and social networking sites.
• Source and screen potential candidates over the phone for the open positions.
• Contact and follow up with different recruitment agencies to assist with hiring when needed.
• Attend career fairs to promote the company and attract new candidates.
• Build a database of candidates to ensure that the company has access to a wide talent pool.
• Develop and maintain a Talent Pool of high caliber candidates specially for key positions in the region and industry to be reached out for open positions.
• Administer the Internship Program and create opportunities for interns from reputable universities to support Zahrawi Group during projects/ work assignments.
• Enhance the Employee Referral Programme by advertising jobs internally & reward eligible employees as per the Employee Referral Policy.

Interview & Selection:

• Assess candidates to ensure qualification match, cultural fit and compatibility.
• Ensure candidates alignment with job requirements and compensation structures, enabling successful hires through effective negotiation.
• Send all shortlisted candidates to the respective Line Managers and following up with their feedback.
• Arrange interviews with shortlisted candidates and inform them of all details of the vacancy.
• Conduct interviews with shortlisted candidates along with the Line Managers.
• Provide feedback to the concerned HR Line Manager on the status of the interviews conducted.
• Arrange a second interview when needed with the Line Managers, Head of Departments and concerned HR Line Manager.
• Perform background checks and employee references when needed.
• Ensure that all Interview Evaluation Forms are complete and submitted by the Line Manager.

Offer Letter Creation and Onboarding

• Raise Requests for Approval to Hire and prepare offer letters for new joiners.
• Coordinate with the IT team to prepare the needed equipment for the new joiner.
• Prepare People News Communication for new joiners and emailing it on time.
• Follow up with selected candidates to receive all documents needed and organize all documents received.
• Follow up with the PRO on the new employees visas and ensure that all the paperwork is done before they join.