Senior Talent Acquisition Adviser

• Works independently as a trusted advisor and business partner, providing talent solutions for recruitment-related activities. This includes taking the initiative to address corrective actions once an issue arises.
• Manages the talent acquisition process for assigned roles.
• Both sourcing yourself and working with talent acquisition colleagues to identify technical and specialized skill sets through various tools and continuously provides new solutions and ideas to attract talents.
• Measures the calibre and competencies of candidates against strict requirements and briefs provided.
• Negotiates, presents offers and closes deals with the selected candidate.
• Manages the applicant tracking system, ensuring data is entered accurately and in a timely manner.
• Working with colleagues to ensure interviews are in place with hiring managers and attend interviews when required.
• Develops and maintains talent pools for assigned positions.
• Successfully liaises with mobilization/visa and HR teams to ensure the successful onboarding of candidates.
• Works closely with hiring managers. This involves asking questions and advising on best practice for the acquisition of talent.
• Contributes to driving forward new ideas that can help streamline processes and speed up recruitment.
• At all stages of the recruitment process, ensures credibility is maintained through effective feedback.
• Ability to mentor junior colleagues
• Performs other responsibilities as required.

As a Talent Acquisition Advisor, you will need to demonstrate the following competencies/skills:

• Market knowledge: Ability to understand the PMCM industry in the Middle East, identify competitors' pay rates and keep abreast of recruitment trends.
• Teamwork: Ability to work within a team and with multiple departments/teams to identify the right hire.
• Creativity: Ability to develop creative ideas about sourcing, outreach, and interviewing candidates.
• Critical thinking: Think critically about the requirements of the open positions, analyze the situation, gather information, and make a logical decision about the right hire.
• Multitasking: Manage many different working parts simultaneously and handle various difficult situations and assignments.
• Social media Recruiting: Efficient use of social media to help spread the word about job vacancies, reach out to broader potential hires and enhance recruitment branding.
• Inquisitiveness: Being able to ask questions at all business levels, both internally to hiring managers and externally to candidates.
• Strong communication: Demonstrate strong communication skills, influencing, negotiating and collaborating with all decision-makers within the company. Ability to articulate conversations with senior-level/ VP management and learn to partner with them rather than having a directive relationship.
• Confidence: To the best of your ability and knowledge as a recruiter, if you feel the recruitment process is not being followed, challenge it to all levels within the business.
• Relationship-Building: Ability to develop relationships and manage both Internal and External stakeholders.