Senior Technical Recruiter (Intelligence, DoD & US Federal Government)
IMTAS, INNOVATIVE MANAGEMENT & TECHNOLOGY APPROACHES (HTTP://IMTAS.COM/.COM)
Total years of experience :17 years, 6 months
• Perform full-life cycle recruiting for open positions including funded, proposal and projected (pipeline) job openings
(Market mapping, Targeted headhunting, Screening, interviews, psychometric testing, onboarding).
• Working specifically on Security Clearance requirements different levels for US federal government and Intel agencies (Secret, Top Secret, TS/SCI/Full Scope Poly, Public Trust, and SSBI)
Clients included the highest levels of the U.S. federal government including FBI, The Department of State, The Department of Justice, The Department of Defense, and The Department of Homeland Security, The House of Representatives, others.
• Work with candidate to sign a letter of intent (for proposal) or the final offer letter.
• Using job portals like Dice, Monster, Career Builder, Zip Recruiter, Job Diva, clearancejobs.com, LinkedIn Recruiter, others
• Conduct/ participate in weekly meetings hiring managers
• Ensure timely and accurate applicant tracking system
• Maintain assigned talent acquisition metrics
• Post requisitions on job boards and work with our vendors for recruitment requirements
• Partner with the corporate facility security team ensuring accurate and timely information exchange regarding candidates in the clearance process
• Performing analysis, due diligence requirements definition, consulting on sourcing strategies, recruiting, screening, scheduling interviews, reference checking, negotiating, making offers, creating contracts and closing candidates that can help actualize corporate missions etc.
• Ability to recruit professionals on W2, Corp-to- Corp for contractual, contract-to- hire, and permanent staffing.
• Sourcing candidates through searches, job postings on the Internet, employee referrals, candidate referrals, in-house database, reference and background checks, cold calling and personal Network.
• Following up with the candidates before & after they join the company.
Conduct 360 full life-cycle recruitment for USAID proposals, and acts as a back-up for active program position opportunities. Full life-cycle includes creation of staffing requisitions, sourcing, phone screens, interview scheduling, coordination of interview assessments, conducting reference checks and requesting background checks through the vendor and negotiating job offers.
Works closely with HR team to own the candidate experience from initial screening interview through offer, and ensures proper transition with HR colleagues for relocation and new hire orientation stage.
Implements strategies to develop a pool / pipeline of qualified candidates in advance of need
Coordinating all USAID proposal recruitment resources, drafting and posting job ads, scheduling and conducting screening interviews and scheduling top candidates with key stakeholders, assessing of candidates, tracking progress, and ensuring recruitment quality and compliance
-Managed the implementation of cost-effective regional talent acquisition strategy and candidate sourcing in various countries, encompassing Bahrain, Oman, Qatar, Saudi Arabia, United Arab Emirates & Egypt.
-Created a passive pipeline of qualified candidates to address existing and upcoming prospective positions within Marsh Middle East through the following sourcing techniques.
-Lead the identification and communication with passive talent through targets direct calls, networking, and establishment of partnerships with schools, communities, and diversity organizations.
-Developed and initiate concept of market mapping by gathering and analyzing market performance of Marsh direct competitors that was utilized in driving business growth across Middle East offices.
-Performed candidate pitching on new recruitment business leads, identification of new prospects, and delivery of presentation at board-level leveraging expertise in strategic planning and proposal writing.
-Steered lead generation efforts and executed sales follow-up activities to increase sales performance.
-Arranged appointments and delivered comprehensive presentation to the client based on identified business needs.
-Strengthened customer relationship and loyalty by providing first-rate customer service, and addressing overall meeting all client and business needs. Played a vital role in growing departmental and organizational revenue by establishing the Executive Search Division.
• Collaborate with reputed clients: local, international & multinational globally supporting their challenging recruitment at technical & upper management/C-Level
• Bill as per my assigned annual target
• Coach our client from management consulting perspective
• Execute assignments at technical, mid & upper management level
• Map out the market, due diligence
• Support clients on their Human Resources issues from management consulting approaches
• Screen, assess & interview candidates, present candidates’ short list to clients
• Produce candidates’ Evaluation Reports & weekly assignment progress reports
• Discuss and finalizing job offer with candidates
• Liaise with client and candidate until on boarding stage
• Update File Finder on daily basis
Develop new business by the acquisition of new accounts/clients:
- Initial market research
- Build Marketing Campaign
- Identify potential clients/Industries
- Approach & meet clients
- Contract negotiation
- Winning assignments
- Execute assignments within timeframe
• Collaborate directly with line managers towards successful required talent acquisition/recruitment requirements
• Support candidate identification and recruitment at technical, mid & upper management level across Emaar different entities
• Manage end to end recruitment life cycle from candidate identification, approaching, screening, interviewing, short and long list up to job offer and on boarding
• Ensuring effective implementation of sound recruitment practices, policies, activities and administration
• Select recruitment agencies and negotiate contract agreements based on Emaar standard T&C
• Update database and website recruitment portals
• Participate with various recruitment job fairs and events
• Conduct associates’ quarter KPIs and assessments
-Built and managed HR Department in branch office, which encompassed HR functions, image, and strategy implementation.
-Lead the reviewing and modifying employee job descriptions; overseeing staff performance, including assessment and training; key performance indicator management; and personnel record administration.
-Expertly handled the overall talent acquisition processes for both Al Madar Investment and Al Madar Engineering offices; including selection of recruitment agencies and negotiation of contract terms and conditions.
-Provided resolution to disputes, including execution of disciplinary procedures based on company policy and UAE labor law; while responding with PRO in managing processing visas and labors cards.
-Reduced annual recruiting expenses 48.6% by leading in-house recruiting efforts and eliminating the use of external recruiting agencies.
Identify qualified candidates that fit open position requirements
Contact candidates and communicate our firm’s value proposition
Screen candidates based on initial personality and technical questions.
Schedule and coordinate interviews for hiring managers
Manage job postings on internal and external sites
Source and review resumes using resume search engines and other databases
Update management frequently on status of candidate search activities for open positions
Issue offer letters and new employee onboarding and paperwork
Conduct reference checks on perspective employees
Assist in process improvement initiatives to promote efficiency and a positive candidate experience
Manage onboarding process in coordination with management and customers
It is critical to ensure that managers and supervisors understand how to be certain that day-to-day decisions do not violate the law or ethical standards. At least one federal court has held that "leaving managers with hiring authority in ignorance of the basic features of the laws is an extraordinary mistake for a company to make.” To mitigate civil penalties and criminal liability, employers must have standards and procedures in place to prevent and detect wrongdoing, including mandatory training for managers and supervisors.
Certification in People Test Logic & People Test Person
Certificate in Business Management