Ibrahim Senhabi

 Forecast quarterly and annual hiring needs by the department.
 Work on all level of hiring for both white and blue collar
 Develops strategy & resources to ensure a future supply of qualified employees to
meet the organization’s strategic objectives.
 Follows up and ensures recording of applicants’ status.
 Follow up with candidates throughout the hiring process.
 Track hiring metrics including time-to-hire, time-to-fill, and source of hire.
 Sorts resumes and applications for job openings.
 Conduct interviews and attend technical interviews to complete the recruitment cycle.
 Generate monthly reports to monitor the recruitment process.
 Attend job fairs and careers events.

 Researching new opportunities in how the company can find and attract better
candidates.
 Support directly with recruiters in recruitment cycle
 Track hiring metrics including time-to-hire, time-to-fill, and source of hire.
 Search for suitable candidates via social media and other channels and screen
resumes.
 Coordinating interviews with the hiring managers.
 Conduct exit interview and prepare exit interview analysis.
 Maintain a database of potential candidates for future job openings
 Reports on hiring progress weekly and monthly.
 Lead a team of recruits

• Responsible to get offers for international & local medical insurance companies and
make comparisons and propose decisions.
• Responsible for getting approvals 24/7 for local staff.
• Responsible for the addition and deletion of employees on our network.
• Record information, such as new employees, transfers and resignations, in order to
maintain and update payroll records and new employee document employee
• Keep records of personnel transactions such as hires (promotions, transfer,
performance reviews, terminations ...etc.)
• Create deals with medical insurance companies, Adding new employee in the medical
insurance
• Manage & update the employee’s files.
Reviewing the company policies and ensuring the employees' commitment regarding
the policies

 Screen resumes and job applications
 Create and publish job ads in various portals.
 Job posting and sourcing and find new channels for different positions.
 Interview candidates in-person for a wide range of roles groups on social media and
during events
 Monitor key HR metrics, including time-to-fill, time-to-hire and source of hire