عاصم karamat

Advise line managers in formulating short, medium and long term manpower plans to fulfill manpower requirements and ensure that
appropriate forecast is met on an annual basis, in a timely and cost-efficient manner.
▪ Assist in the development of nationalisation plan to raise awareness of ADSB in the marketplace as an employer of choice and attract
local talent through career fairs and university programs. Implement specific plans for recruiting local graduates/post-graduates from
colleges and universities to ensure key local talent is attracted.
▪ Identifying and attracting candidates using Sourcing channels such as Internal Transfers, Tawteen Council, LinkedIn Recruiter, Job boards
(Naurkigulf, Dubizzle), Newspapers, Employee Referrals, Recruitment Agencies, Personal and Professional Networks, etc.
▪ Reviewing resumes and credentials for appropriateness of skills, experience and knowledge in relation to position requirements.
▪ Manage the selection process through partaking in interviews and preparation of employment contracts in order to ensure adherence to
recruitment systems and processes.
▪ Ensure coordination of pre-commencement candidate documentations and services such as Police Clearance, Tawteen Report, Security
Clearance, and employment visas in order to maintain contractual joining dates.
▪ Motivate subordinates and contribute to the identification of opportunities for continuous improvement of systems, processes and
practices taking into account leading practices, improvement of processes and productivity improvement.
▪ Implement approved departmental policies, processes, and procedures, monitor adherence so that work is carried out in a controlled
manner.
Major Achievements and Projects
 Provided cost effective solution to recruit short/long term workers and saved AED 3.3 millions annually.
 Saved AED 2 Millions for a Ship consultancy project in Vigo, Spain.
 Negotiated best rates with external agencies for international recruitment drives and saved AED 1.5 Millions.
 Led a high-volume international recruitment drive spanning South Korea, Malaysia, Indonesia, and Philippines.
 Optimized recruitment budget up to 50% annually. Increased the Emiratization from 07% - 12%.
 Improved overall National Diversity strategic target.
 Introduced & implemented ATS (Taleo).
 Introduced Background Check of New Hire
 Introduced Recruitment Surveys
 Launched Social Media presence on LinkedIn, and increase followers to 20, 000

Role: Solely managing the recruitment needs for all the departments of ANC Contracting (Top Management, Site Operations, HSE, QA/QC, Estimation and Proposal, Quantity Surveyor, Planning, MEP and back office support departments) and also providing support in the recruitment of other group of companies (King’s Educations, Thomas and Bennett Group, International Quality Steel, TAK Constructions etc).

 Conferring with senior leadership, Department Heads, and project managers to identify personnel needs, workforce planning strategies, and search assignments.
 Identifying and Attracting candidates using following Sourcing channels;
LinkedIn Recruiter, Paid and free job boards/portals (Naukri Gulf, Dubizzle.com, Gnads4u, indeed.ae etc, ) Internal CV database (Online and Offline both), Employee and Applicant Referrals, Recruitment Agencies (Critical and Senior Level Role), Personal and Professional Networks, etc.
 Reviewing resumes and credentials for appropriateness of skills, experience and knowledge in relation to position requirements.
 Pre-Screening Interviews of all candidates presented for detailed interviewing by hiring managers.
 Prepares candidates shortlist for interviewing by hiring managers by providing detailed information on the company, our business strategy, department background, job descriptions, and expectation settings.
 Reviewing the hiring manager’s interview performance with each candidate and take appropriate action when warranted.
 Extending offers of employment to selected candidates under the direction of the hiring managers & Recruitment Manager.
 Managing the presentation, selection, offer, negotiation, closing, and administrative components involved in full lifecycle recruiting.
 Conducting follow-up calls and quality-improvement studies with hiring managers and new hires.
 Maintaining accurate and well-ordered documentation on all candidates, searches, hiring managers interactions, and other recruiting activities to ensure a safe and thorough audit if required.
 Developing and maintaining strong working relationships with recruitment agencies, Construction community, organizations, area/country recruitment teams, HR and other team members to create a partnership that yields success, predictable results and credibility.
 Liaising with all hiring-manager(s) to develop a thorough understanding of the department culture and uses that understanding to help candidates fully understands the opportunity.
 Participating in the development of ongoing creative and cost-effective sourcing methodologies
 Developing an effective pipeline of key talent potentially available for immediate hire.

Translating business objectives into talent acquisition strategies by conducting business needs discussion with hiring managers and agreeing the sourcing and selection strategy, SLA and respective roles and accountabilities.
Determining roles, duties and profiles of candidates by performing job analysis; drafting job description and person specification.
Designing and delivering innovative sourcing strategies and solutions to meet business growth needs and generate diverse pools of applicants whilst closely controlling cost bases.
Proactively searching for, identifying, networking with and directly contacting active and passive job seekers, both internally and externally, for all the vacant positions, sourcing the very best candidates using a variety of channels that are aligned to and effectively communicate the employer brand including:
•Searching in-house databases (CV database, talent lists).
•Online advertising (careers website, Internal and external job board postings).
•Using social and professional networking sites (Facebook, Twitter, LinkedIn etc).
•Networking at professional events and careers fairs, and partnering with placement offices.

Short listing the appropriate profiles against the requirements through screening CVs and telephonic Interviews.
Conducting preliminary psychometric and personality assessments, as required, assessing candidates’ talents, fit and readiness, setting realistic role expectations.
Conducting initial Interviews and assessing potential talent on cultural fit and desired competencies.
Arranging meetings between hiring managers and candidates and Coordinating timely provision of feedback between the hiring manager and candidates.
Executing all pre/post offer approval processes, generating offer letters, processing new hire documents, background checks and communication regarding start dates and on boarding information.
Offering and negotiating the terms of the employment contract with finalized candidates.
Providing recruitment counsel and guidance to hiring managers and HR professionals with hiring and employment data. May develop specialized or competitive intelligence and research in regards to talent development or retention.
Supporting and leading other cross functional projects which are in areas of Employer Branding, Organizational Development, Performance Management, Employee Engagement and Employee Relations.