1. Identifying Hiring Needs

• Collaborate with department managers to determine job requirements and role specifications.
• Develop and implement hiring plans aligned with the company’s future workforce needs.
• Conduct workforce analysis to identify skill gaps and anticipate hiring demands.

2. Candidate Sourcing & Screening

• Post job vacancies on various recruitment platforms (e.g., LinkedIn, Wuzzaf, Indeed).
• Source candidates through professional databases, social media, and networking events.
• Review and evaluate job applications to shortlist the most qualified candidates.
• Maintain a talent pipeline for future hiring needs.

3. Conducting Interviews & Assessments

• Conduct initial screening interviews via phone, video, or in person.
• Coordinate and schedule interviews with hiring managers and team members.
• Gather and document candidate feedback to ensure informed hiring decisions.
• Administer skills assessments or practical tests to evaluate candidate competencies.

4. Managing the Recruitment Process

• Negotiate job offers, salaries, and employment terms with candidates.
• Prepare and finalize employment contracts and ensure all hiring documentation is complete.
• Support the onboarding process to ensure a smooth transition for new employees.
• Maintain accurate and up-to-date records in the Applicant Tracking System (ATS).

5. Improving Recruitment Strategies

• Track and analyze recruitment KPIs, such as time-to-hire, cost-per-hire, and quality of hire.
• Provide regular reports on hiring progress and recruitment metrics to senior management.
• Continuously enhance the candidate experience by streamlining processes and improving communication.
• Stay updated on industry trends and implement best practices in talent acquisition.