Talent Acquisition Coordinator

Roles and responsibilities

Key Responsibilities

• Talent Attraction : Source, screen, and identify top candidates based on hiring manager requirements to support AECOM’s diverse hiring needs.
• Candidate Evaluation : Conduct phone interviews to assess experience, suitability for roles, and setup interviews with hiring managers.
• Emiratisation Support : Play a key role in achieving AECOM’s Emiratisation targets by identifying and recruiting UAE Nationals who align with our vision.
• University Engagement : Represent AECOM at university career fairs to promote our brand and attract high-potential talent from UAE institutions.
• Offer Management : Manage the job offer and negotiation process, ensuring a positive candidate experience throughout.
• Talent Pipeline Development : Gain exposure to external talent partnerships through LinkedIn, Dubai Govt HR, The Jusoor Program, NAFIS, and university partnerships.

What You’ll Gain

• Comprehensive exposure : Experience end-to-end recruitment processes and gain insight into HR and marketing activities.
• Skill development : Build expertise in talent sourcing, candidate evaluation, employer branding, and pipeline management.
• Networking opportunities : Engage with ministries, industry professionals, universities, and a diverse range of candidates.
• Impactful contribution : Play an active role in AECOM’s Emiratisation initiative and recruitment strategy.

Qualifications

• Education: Recent graduate with a Bachelor's Degree in Human Resources, Business Administration, Marketing or similar
• A minimum GPA of 2.8 or a 2:1 (or equivalent) and above.
• A strong desire to learn, grow, and contribute to AECOM's Emiratisation efforts through our Fursa Program.

Desired candidate profile

1. Recruitment and Hiring Knowledge

• Job Posting and Advertising: Assisting in creating and posting job ads on various platforms, such as job boards, social media, and company websites. Understanding the target audience for specific roles to ensure effective ad placement.
• Candidate Sourcing: Helping identify potential candidates through resume databases, LinkedIn, job fairs, and other channels. Building and maintaining a talent pipeline for current and future hiring needs.
• Screening Resumes: Reviewing and screening resumes, applications, and candidate profiles to identify qualified candidates. Ensuring that the screening criteria are aligned with job requirements and company policies.
• Interview Coordination: Scheduling and organizing interviews between candidates and hiring managers, ensuring a smooth and efficient interview process. Communicating with candidates to confirm dates, times, and interview formats.
• Reference and Background Checks: Assisting with or conducting reference checks and background screenings to verify candidates' qualifications, experience, and suitability for the role.

2. Communication Skills

• Effective Communication: Clear and professional communication with candidates, hiring managers, and recruiters. This includes scheduling interviews, providing updates, and answering inquiries regarding the hiring process.
• Candidate Engagement: Building positive relationships with candidates by providing timely and informative updates about their status in the hiring process. Keeping candidates engaged and excited about the opportunity.
• Team Collaboration: Collaborating with HR, recruiters, and other departments to ensure alignment in recruitment strategies and hiring decisions.

3. Administrative Support

• Scheduling and Organizing: Managing interview schedules, coordinating meetings, and sending reminders. Ensuring all parties are aligned and well-prepared for interviews.
• Document Management: Maintaining organized records of applicants, job postings, and interview notes. Ensuring that all documentation is up-to-date and compliant with relevant regulations.
• Onboarding Assistance: Assisting with new hire onboarding processes by preparing and distributing necessary documentation, arranging orientation, and facilitating communication between the new hire and the relevant teams.

4. Applicant Tracking System (ATS) Proficiency

• ATS Management: Using an applicant tracking system to manage candidate pipelines, track applications, and streamline the hiring process. This includes inputting candidate information, tracking their status, and generating reports.
• Data Entry and Reporting: Updating the system with accurate data, generating reports on recruitment metrics, and providing regular status updates to HR managers and hiring teams.
• Maintaining Data Integrity: Ensuring that candidate information is correctly entered and maintained in the ATS, adhering to confidentiality guidelines.

5. Interview and Candidate Evaluation

• Interview Preparation: Ensuring that hiring managers have all relevant materials before interviews, including resumes, job descriptions, and interview guides.
• Candidate Assessment: Assisting hiring managers in evaluating candidates based on interview performance, experience, and qualifications. Helping with the creation and use of standardized interview questions and evaluation forms.

6. Time Management and Multitasking

• Managing Multiple Tasks: Coordinating multiple recruitment processes simultaneously, including scheduling interviews, liaising with candidates, and providing administrative support to the hiring team.
• Prioritization: Managing competing deadlines and tasks in a fast-paced environment, ensuring that recruitment activities are completed in a timely manner and according to company priorities.

7. Marketing and Employer Branding

• Promoting Employer Brand: Assisting with marketing campaigns to enhance the company’s employer brand and attract top talent. This may involve creating job descriptions that highlight company culture, benefits, and opportunities.
• Social Media Recruiting: Utilizing social media platforms (e.g., LinkedIn, Instagram, Twitter) to promote job openings and engage potential candidates.
• Employee Referral Programs: Helping to manage or promote employee referral programs, encouraging current employees to refer qualified candidates for open roles.

8. Candidate Experience

• Positive Candidate Experience: Ensuring that all candidates have a positive experience throughout the recruitment process, from application to interview and offer stage.
• Feedback and Communication: Providing timely feedback to candidates after interviews and maintaining transparent communication with applicants throughout the hiring process.