Talent Acquisition Assistant

Roles and responsibilities

Location: Abu Dhabi

Language: Arabic & English

Education: Bachelors Degree

Years of experience: Minimum 2 years of experience

Qualifications & Skills Required

• Proven experience in project management with a focus on HR and recruiting.
• Ensuring accuracy in reviewing resumes, scheduling interviews, and maintaining records.
• Strong proficiency in Excel.
• Excellent organizational skills, with a keen eye for detail and an ability to multitask.
• Exceptional communication and interpersonal skills.
• Ability to work effectively with cross-functional teams and external vendors.
• A proactive and problem-solving attitude with a commitment to meeting deadlines.

• 1. Recruitment Expertise

• Sourcing Strategies: Proficient in identifying top talent through job boards, social media, referrals, and networking.
• Screening and Interviewing: Conducting initial interviews, evaluating resumes, and assessing candidates effectively.
• Candidate Assessment: Using tools like psychometric tests or structured interviews to evaluate suitability.

• 2. Communication Skills

• Clear Communication: Engaging candidates and hiring managers with precise and persuasive messaging.
• Negotiation: Discussing offers and aligning candidate expectations with company policies.
• Relationship Building: Maintaining positive relationships with potential hires, agencies, and internal teams.

• 3. Knowledge of HR Tools and Technology

• Applicant Tracking Systems (ATS): Familiarity with tools like Workday, Taleo, or Greenhouse for managing candidate pipelines.
• Recruitment Marketing: Using platforms like LinkedIn, Indeed, or niche job boards to advertise roles.
• Data Analytics: Leveraging recruitment metrics to improve hiring processes.

• 4. Organizational Skills

• Pipeline Management: Keeping track of multiple roles, candidates, and stages of the recruitment process.
• Time Management: Meeting hiring deadlines without compromising on candidate quality.
• Documentation: Maintaining accurate records of interviews, feedback, and hiring decisions.

• 5. Industry and Market Knowledge

• Job Market Trends: Staying updated on industry-specific hiring trends, salary benchmarks, and talent availability.
• Competitor Insights: Understanding competitors’ strategies to attract and retain top talent.

• 6. Strategic Thinking

• Workforce Planning: Collaborating with leadership to forecast hiring needs and build a talent pipeline.
• Employer Branding: Promoting the company’s culture, values, and benefits to attract candidates.
• Diversity and Inclusion: Developing strategies to attract diverse talent and foster an inclusive workplace.

Desired candidate profile

1. Recruitment Expertise

• Sourcing Strategies: Proficient in identifying top talent through job boards, social media, referrals, and networking.
• Screening and Interviewing: Conducting initial interviews, evaluating resumes, and assessing candidates effectively.
• Candidate Assessment: Using tools like psychometric tests or structured interviews to evaluate suitability.

2. Communication Skills

• Clear Communication: Engaging candidates and hiring managers with precise and persuasive messaging.
• Negotiation: Discussing offers and aligning candidate expectations with company policies.
• Relationship Building: Maintaining positive relationships with potential hires, agencies, and internal teams.

3. Knowledge of HR Tools and Technology

• Applicant Tracking Systems (ATS): Familiarity with tools like Workday, Taleo, or Greenhouse for managing candidate pipelines.
• Recruitment Marketing: Using platforms like LinkedIn, Indeed, or niche job boards to advertise roles.
• Data Analytics: Leveraging recruitment metrics to improve hiring processes.

4. Organizational Skills

• Pipeline Management: Keeping track of multiple roles, candidates, and stages of the recruitment process.
• Time Management: Meeting hiring deadlines without compromising on candidate quality.
• Documentation: Maintaining accurate records of interviews, feedback, and hiring decisions.

5. Industry and Market Knowledge

• Job Market Trends: Staying updated on industry-specific hiring trends, salary benchmarks, and talent availability.
• Competitor Insights: Understanding competitors’ strategies to attract and retain top talent.

6. Strategic Thinking

• Workforce Planning: Collaborating with leadership to forecast hiring needs and build a talent pipeline.
• Employer Branding: Promoting the company’s culture, values, and benefits to attract candidates.
• Diversity and Inclusion: Developing strategies to attract diverse talent and foster an inclusive workplace.