Talent Acquisition Specialist

Results and Activities

I. Talent Acquisition : Source, Hire and onboard A Players at Senior, Junior or mid Level position for key positions within 30-45 days of Requisition

• Workforce and Org Structure Planning : Partner with hiring managers to drive manpower planning, determining the staffing needs and closure of the open positions through an effective and efficient process management.
• Role creation / updation : Understand the Business;

develop & maintain active job descriptions for the organization. Ensure all JDs are up-to-date and relevant. Be well versed with different Job profiles which are applicable in the organization and relate to the overall business model and process.

• Talent Acquisition : Hire high-quality talent in alignment with the annual manpower plan by implementing effective sourcing, screening, and recruitment strategies. Ensure seamless onboarding within defined timelines and business needs, following the "WHO" hiring framework. Lead both lateral and campus hiring initiatives. Manage external recruitment agencies effectively.
• Industry Trends : Stay informed on industry trends in regards to Marine, Oil & gas, Gulf market, competitor hiring strategies, and market conditions to refine and adapt recruitment approaches.

II. Employer Brand :

Build an “Employer Brand” in the Talent Market and Drive Improvements in the Talent Acquisition Process

• Employee Communication : Ensure a seamless candidate experience by maintaining clear communication, providing timely updates, and ensuring smooth closures throughout the recruitment process.
• Talent Pipeline : Develop and maintain a robust talent pipeline by proactively identifying and engaging with high-potential candidates for future hiring needs. Proactively look for great talent even for positions that are not open. Use references and networks to source the best candidates.
• Continual Improvement : Continuously optimize recruitment processes by identifying opportunities for efficiency, streamlining operations, and enhancing hiring effectiveness.
• Monitor and drive recruitment KPIs : By leveraging data analytics and insights to support strategic decision-making and enhance business impact.
• Establish and nurture strategic talent networks : Work actively to build relationships with industry professionals, academic institutions, and recruitment agencies to strengthen sourcing capabilities.

III. Over the Time :

Get Involved in and Drive Onboarding, Employee Lifecycle Management, Performance Management, Training Need Analysis, Employee Management processes within the Org.

Knowledge / Skills / Behaviors the Candidate Should Possess : - Must Have (M) / Nice to Have(N)

Knowledge and Skills (Functional and Non-Technical) :

• 6-8 years of experience in sourcing strong profiles in a variety of industries, designations using knowledge of job portals, references -(M)
• 2-3 Years of experience of leading interviews for specialised roles, manager roles -(M)
• 1-2 Years of having been responsible for the work of at least 1 direct report in the role of a as a Work Supervisor / Manager -(M)
• Fluency in English Communication. Able to articulate thoughts and ideas clearly, persuade others and build relations - (M)
• 1-2 Years of Developing or Tracking Recruitment Metrics - (N)
• Working knowledge of any Applicant Tracking System (ATS) - (N)

Behaviors / Mindsets :

• Result oriented mindset with high accountability.
• (M)
• Understanding people (from skilled / semi-skilled backgrounds), making connections during interviews and reading between the lines when interviewing them - (M)
• Should be organized, process oriented with strong follow up skills - (M)