Talent Acquisition Officer

Roles and responsibilities

The position of Talent Acquisition Officer implies being primarily responsible for performing all aspects of recruitment and staffing for the company, including corresponding reporting and document preparation.
Searching for candidates using various internal and external recruitment channels: job search websites, databases, professional networks, references etc.
Conducting preliminary suitability assessment of applications for Compliance with the job requirements and project financial conditions.
Collaborating on the mobilization and timely provide relevant assignment data for the selected applicants to the mobilization team.
Develop Recruitment Strategies
Design and implement strategies to attract top talent aligned with the company's hiring needs.
Collaborate with hiring managers to understand the required skills and qualifications for various roles.
2. Job Posting and Advertising
Create detailed job descriptions and post openings on various recruitment platforms, job boards, and social media.
Ensure job ads are visible to the right talent pool and reach diverse candidate groups.
3. Candidate Sourcing
Source potential candidates through various channels, such as LinkedIn, job fairs, social media, and recruitment agencies.
Use proactive sourcing techniques to identify passive candidates who may not actively be looking for jobs.
4. Screening and Interviewing
Review resumes and applications to shortlist suitable candidates.
Conduct initial phone screenings to assess qualifications, cultural fit, and interest.
Coordinate and facilitate interviews between candidates and hiring managers.
5. Coordinate and Manage the Hiring Process
Coordinate the scheduling of interviews and communication between candidates and hiring teams.
Ensure the hiring process is efficient and aligned with company timelines.
6. Offer and Negotiation
Present job offers to candidates and negotiate terms of employment, including salary and benefits packages.
Ensure candidates have a clear understanding of the role and the organization.
7. Candidate Relationship Management
Maintain relationships with potential candidates, even if they are not selected, for future opportunities.
Provide a positive and professional candidate experience, ensuring candidates feel valued throughout the recruitment process.

Desired candidate profile

He/She has a higher education degree
He/She speaks and writes in English fluently, fluency in additional languages is a plus (preferably Arabic, Hindi, Tagalog, French)
He/She is Team oriented and with a passion for learning
He/She has a Multi-tasking ability with good organization skills and priorities management
He/She has Motivation, Autonomy and rigor;
He/She has experience with Word, Excel, PowerPoint, ideally with knowledge of MS PowerBl.
Strong communication skills: Ability to clearly and effectively communicate with candidates and hiring managers, both verbally and in writing.
Interviewing expertise: Experience with various interview techniques, including behavioral and competency-based interviews.
Sourcing expertise: Proficiency in sourcing candidates through social media platforms (LinkedIn, Glassdoor, etc.), job boards, and headhunting.
Negotiation skills: Ability to present job offers, negotiate compensation packages, and manage candidate expectations.
Organizational skills: Capacity to manage multiple recruitment processes simultaneously, prioritize tasks, and meet deadlines.
Analytical skills: Ability to analyze recruitment data (e.g., time-to-fill, cost-per-hire, etc.) and adjust strategies accordingly.
Attention to detail: Ensuring accuracy in job descriptions, candidate profiles, and hiring documentation.
Problem-solving abilities: Resolving challenges in the recruitment process, whether it's sourcing issues, candidate rejection, or hiring manager alignment.