Acil Alaa Rashed

Conduct reference or background checks on job applicants.
- Contact job applicants to inform them of the status of their
applications.
- Develop or implement recruiting strategies to meet current or
anticipated sta ng needs
- Hire employees and process hiring-related paperwork
-Inform job applicants of details such as duties and
responsibilities, compensation, bene ts, schedules, working
conditions, or promotion opportunities
- Interview job applicants to obtain information on work history,
training, education, or job skills.
- Review employment applications and job orders to match
applicants with job requirements.
- Select qualified job applicants and refer them to managers,
making hiring recommendations when appropriate
- Advise management on organizing, preparing, or implementing
recruiting or retention programs
- Evaluate recruitment or selection criteria to ensure conformance
to professional, statistical, or testing standards, recommending
revisions, as needed.
- Evaluate selection or testing techniques by conducting research
or follow-up activities and conferring with management or
supervisory personnel.
- Stay active with current job boards, social networks, and
platforms to nd talent, and plan, create and release the job
descriptions and announcements
- Work closely with managers to gain a comprehensive
understanding of the company’s hiring needs for each position,
and meet competitive hiring goals and expectations
- Manage the full recruiting lifecycle across a variety of open roles
helping management nd, hire, and retain quality talent
- Grow and foster high-touch relationships with a database of qualified active and passive talent to pull from as new positions
open up
- Work and form relationships with internal management teams
to know the ins and outs of their departments and better
understand their hiring needs and job specifications
- Develop and release job postings on platforms, such as social
media and job boards
- Follow up on interview process status and update records
accordingly
- Conduct interviews using different techniques such
competency-Based Interviews, and Behavioral assessments,
and the STAR Technique
- Design and administer psychometric/behavioral tests, etc.
before the selection process
- Work closely with the Governance and process development
teams to develop Recruitment processes and policies
- Plan, organize and coordinate strategic assessment programs
for employees using a variety of effective assessment tools
and techniques
- Participate and assist in the performance management
review process and employee objectives setting
- Create and develop job summary, the scope of work, and
job profiles for all the positions on the group level
- Create and develop an assessment scoring sheet to be used
in evaluating candidates/ employees
- Manage the promotion cycle as per the promotion policy and
the assessment center matrix on the group level
- Coaching HR Business Partners by conducting
orientation sessions on the recruitment and selection process,
assessment center and a variety of HR Operations activities and
initiatives

Recruitment scope:

1. Deployment and implementation of recruitment process and policy for BIG including the design of associated paperwork.
2. Coaching/advising managers in the implementation of robust recruitment and selection processes, to facilitate shared responsibility for the recruitment of people and ensuring that HR matters are effectively dealt with.
3. Participate in the recruitment budget’s setting, ensuring maximum effectiveness of expenditure within the constraints of the budget.

Performance Management System:
1. Responsible for the implementation of the PMS, and timely execution.
2. Facilitates and coordinates the performance management cycle, Objective setting and assessment process.
3. Distributes evaluation forms, and explains to employees and managers, conduct presentations if needed.
4. Ensures existing performance objectives at staff level for current and new joiners, compares it with relevant JDs responsibilities and recommends justifications.
5. Collects, validates and consolidates qualitative and quantitative performance inputs/outputs for each PMS process and participates in identifying development activities.
6. Prepares and maintains reports and summaries pertaining to PMS analysis.

1- Receiving and reviewing applications, managing interviews and tests and creating a shortlist of candidates matching the criteria.
2- Requesting references and checking the suitability of applicants before submitting their details to the company.
3- Using social media to advertise positions, attract candidates and build relationships with candidates and employers.
4- Advertising internally/externally by drafting and placing adverts in a wide range of media, for example newspapers, websites, etc..
5- Interview all team level candidates and gather all relevant documentation.
6- Schedule interviews as and when required for the consecutive rounds.
7- Briefing the candidate about the responsibilities, salary and benefits of the job.
8- Negotiating pay and salary rates and finalizing arrangements between client and candidates.
9- Monitor market activities and keep updated on the hot jobs weekly/monthly.
10- Report any delay in service from the vendors/agencies etc.
11- Maintain an active database of interested candidates.
12- Update and submit recruitment report to the management on a monthly basis.
13- Reviewing recruitment policies to ensure effectiveness of selection techniques

1- Organizing and Coordinating the operations and functions of personnel.
2- Coordinating and participating in recruitment process, including selections, appointment process, preparing reports and Job Offers.
3- Identifying, reviewing, and advising on tasks related to recruitment process and employment strategies to meet human resources requirements.
4- Supporting in completion of job application materials and documents, and preparation of employment interviews and tests.
5- Initial screening of candidates through phone/ face to face interviews, lining them up for the interviews.
6- Articulated and negotiated job offers with candidates.

1- Researching areas of misbehavior and analyzing the acts of misbehavior and handling them properly.
2- Finding the key areas of problems and understanding its surrounding Environment.
3- Designing and implementing a specific customized program to overcome the problems.
4-Following up with each case and evaluating it before and after the program.