Unit Manager/Recruitment process
Kawader HR Consultancy
Total years of experience :9 years, 10 Months
Managing the full recruitment process, creating sustainable relationships with new and existing client and assure budget and objectives implementation.
Designs, develops and maintain the recruitment process in the unit (including its description, recruitment measurement definitions, regular measurement reporting. Taking proper actions to close gaps). Designs the selection matrix for choosing the optimum recruitment channel and recruitment source
Explore the market for best practices in the recruitment and staffing and implementing the appropriate best practices in the organization. Building relationships with internal and external clients, monitoring and constantly reduces the costs of the recruitment process.
Setting up portals and the social media communication strategy for different job profiles and functions in the organization. Conducts job interviews for the managerial job positions (or key jobs in the organization full 360 degree process. Monitoring of the labor legislation and implements required changes to keep the process compliant
Manages and develops the team of HR Recruiters. Acting as single point of contact for managers regarding recruitment topics and apply best practice.
Create optimum Follow up system for timesheets, invoicing and assure all receivables are received in a timely manner.
Front ending all existing clients for query handling, operational and deployment related issues, pre- deployment, visa process and all MOL feedback for clients.
Achieve set recruitment revenue targets. Ensure completion of all documentation as per recruitment standard and directives from clients.
Maintain a high level of secrecy & confidentiality of documents at al times, communicating any changes with the team and senior managers.
Carries out additional duties given from time to time by the GM.
Making Monthly report of up to-date Recruitment status as per requirement of the Management.
Talent Acquisition Planning & Strategy - ensures business alignment, examining of workforce plans, requiring understanding of country Labor Markets, global consideration.
Workforce Segmentation - requiring an understanding of the different workforce segments and positions within these segments, as well as the skills, competencies, and experiences necessary for success.
Employment Branding - Providing activities that help to uncover, articulate and define a company’s image, organizational culture, key differentiators, reputation, and products and services. Employment branding helping to advance the market position of my organizations, attract quality candidates and depict what it is truly like to work for that organization.
Candidate Audiences - necessitates defining and understanding the audiences in which an organization needs to source for specific roles. Different sourcing strategies applied based on the understanding of the jobs and where the audiences will come from to fill them. Supply and Demand.
Candidate Relationship Management - includes building a positive candidate experience, managing candidate communities, and maintaining relationships for those candidates not selected.
Metrics & Analytics - is the continuous tracking and use of key metrics to drive continuous improvement and to make better recruitment decisions, to ultimately improve the quality of hire.
Head of Corporate Social Responsibility, networking with Schools, Colleges and Universities. Providing information on apprenticeship week and a CITB Ambassador and STEM Ambassador.
