Recruitment Researcher
Robert Walters
Total years of experience :3 years, 0 Months
• The role involved consulting to clients throughout the Middle East on recruitment strategy and hiring agenda including sourcing and selection on their behalf.
• Once assigned to a client, the role involves regularly collaborating with HR and department managers to determine overall recruitment strategy, proactively identify future hiring needs, and agree preferred methods to attract candidates.
• Assist clients and develop job descriptions, specifications and preferred parameters to be used in candidate selection.
• Taking ownership of candidate experience throughout the recruitment process to affirm clients’ reputation as ‘best place to work’ while building influential relationships with candidates.
• Ensuring all screening, hiring and selection processes are done in accordance with UAE labour law / Freezone employment laws and regulations.
• Facilitating the offer process by pre-closing, extending the offer, and renegotiating terms between client and candidate to reach a successful outcome.
• Successfully placed numerous candidates across clients generating a revenue of over 1 million AED in placements fees and ensuring exclusivity for future roles for Robert Walters whilst providing the utmost level of candidate experience to benefit the client.
• Expertise with various recruiting tools and software including online job portals, LinkedIn Recruiter, headhunting, employee referrals, and social media recruiting through channels like Reddit for specialist positions.
• Roles recruited for involved positions within Human Resources, Legal, Compliance, Business Support, IT, and Administration for clients in various industries ranging from investment funds, technology companies, oil & gas, healthcare, FMCG, and professional services.
• The role involved partnering with NHS and private hospitals in the UK to satisfy changing hiring needs.
• Collaboration with line managers to identify the number of placements needed to match weekly demand and consequently planning recruitment strategy.
• Sourcing methods mainly consisted of employee referrals, job boards, and cold calling.
• Primarily recruited nurses of all specialties and GP’s to temporary roles, booking them into desirable shifts, and managing weekly timesheets.
• Candidate retention efforts were mainly in the form of ensuring candidates had access to flexible shifts to work around their schedule and providing lucrative alternatives if shifts were not up to expectations.
• Awarded ‘highest biller’ for the first 12 months running with the company.
• Compliance experience in ensuring all placed candidates are accompanied with relevant training and certification required by the UK healthcare authority.