Summary
GMG is hiring a Talent Acquisition Executive for its HR team in Dubai. The role manages recruitment from candidate sourcing and screening through interviews, offers, and onboarding, while maintaining candidate records and reporting on recruitment metrics. It also involves employer branding and coordination with hiring managers, candidates, recruitment agencies, and other partners. Arabic is mandatory, and the posting asks for ATS proficiency and familiarity with recruitment tools such as LinkedIn Recruiter and Indeed.
The posting
As published on gmg.com. Pulled from the employer's site and shown as they wrote it.
Who we are:
GMG is a global well-being company retailing, distributing and manufacturing a portfolio of leading international and home-grown brands across sport, everyday goods, health and beauty, properties and logistics sectors. Under the ownership and management of the Baker family for over 45 years, GMG is a valued partner of choice for the world's most successful and respected brands in the well-being sector. Working across the Middle East, North Africa, and Asia, GMG has introduced more than 120 brands across 12 countries. These include notable home-grown brands such as Sun & Sand Sports, Dropkick, Supercare Pharmacy, Farm Fresh, Klassic, and international brands like Nike, Columbia, Converse, Timberland, Vans, Mama Sita's, and McCain.
Role Summary :
This role requires a dynamic and proactive Talent Acquisition Executive to join our HR team. The Talent Acquisition Executive will be responsible for managing the end-to-end recruitment process, from sourcing and attracting candidates to onboarding new hires. The successful candidate will play a key role in identifying and selecting top talent to meet our organization's staffing needs and strategic objectives.
Responsibilities :
Candidate Sourcing and Attraction:
- Utilize a variety of sourcing methods, including job boards, social media platforms, networking events, and recruitment agencies, to attract a diverse pool of candidates.
- Develop and implement recruitment strategies and campaigns to target specific talent pools and market segments.
Candidate Screening and Evaluation:
- Screen resumes, review applications, and conduct initial assessments to identify qualified candidates.
- Coordinate and schedule interviews, assessments, and evaluations with hiring managers and other stakeholders.
Interview Coordination and Facilitation:
- Coordinate interview schedules, logistics, and communication with candidates and interviewers.
- Assist in conducting interviews, providing guidance to interviewers, and assessing candidate suitability.
Candidate Engagement and Experience:
- Serve as the primary point of contact for candidates throughout the recruitment process, providing timely communication, updates, and feedback.
- Ensure a positive candidate experience by providing information about the organization, job opportunities, and next steps in the process.
Offer Management and Onboarding:
- Assist in preparing job offers, including negotiating terms and conditions, and coordinating the offer acceptance process.
- Collaborate with HR and hiring managers to ensure a smooth onboarding process for new hires, including orientation, paperwork, and training.
Employer Branding and Networking:
- Promote the organization's employer brand through various channels, including social media, industry events, and networking opportunities.
- Develop and maintain relationships with external partners, such as recruitment agencies, universities, and professional organizations.
- Data Management and Reporting:
- Maintain accurate and up-to-date candidate records in the applicant tracking system (ATS) or recruitment database.
- Generate recruitment metrics and reports to track progress, analyze trends, and identify areas for improvement.
People Management :
The incumbent holds no direct supervisory responsibilities but is expected to engage effectively within their function and collaboratively across cross-functional teams. This role contributes meaningfully, whether through operational contributions and/or by offering specialized expertise, guidance, and support, to ensure alignment with either functional and/or strategic organizational goals and objectives.
Internal Stakeholders:
This includes individuals within the organization who are involved in the recruitment process, such as hiring managers, department heads, HR business partners, and senior leadership. The Talent Acquisition Executive needs to understand their hiring needs, priorities, and expectations to effectively source and attract candidates who meet their requirements.
External Stakeholders:
These are individuals or entities outside the organization that play a role in the recruitment process, such as recruitment agencies, educational institutions, industry associations, and job seekers. The Talent Acquisition Executive must build and maintain positive relationships with external partners to access talent pools, leverage resources, and promote the organization's employer brand.
Candidates:
Candidates are central stakeholders in the recruitment process. The Talent Acquisition Executive must engage with candidates in a professional and respectful manner, providing clear communication, timely updates, and constructive feedback throughout the process. Building rapport with candidates enhances their experience and reflects positively on the organization's employer brand, regardless of the outcome.
Team Collaboration:
Collaboration within the talent acquisition team is essential for success. The Talent Acquisition Executive should work closely with recruiters, coordinators, and other team members to ensure seamless execution of recruitment activities, share best practices, and support each other in achieving recruitment goals.
Stakeholder Alignment:
Stakeholder management involves aligning the interests and expectations of various stakeholders involved in the recruitment process. The Talent Acquisition Executive may need to facilitate discussions, manage conflicts, and negotiate priorities to ensure consensus and collaboration among stakeholders.
Technical Communications :
Feedback and Communication:
Effective communication is key to stakeholder management. The Talent Acquisition Executive should actively seek feedback from stakeholders, address concerns and questions promptly, and provide regular updates on recruitment activities, progress, and outcomes.( Arabic Speaker is Mandate )
Applicant Tracking Systems (ATS): Proficiency in using ATS platforms to manage recruitment processes, track candidate progress, maintain candidate databases, and generate recruitment reports and analytics.
Recruitment Tools and Technologies: Familiarity with recruitment software, tools, and technologies to streamline sourcing, screening, scheduling, and communication processes, such as LinkedIn Recruiter, Indeed, and scheduling apps.
Data Analysis and Reporting: Ability to analyze recruitment metrics, trends, and performance indicators to assess recruitment effectiveness, identify areas for improvement, and inform strategic decision-making.
Social Media and Digital Marketing: Understanding of social media platforms and digital marketing techniques to leverage for employer branding, candidate engagement, and talent acquisition campaigns.
Interview and Assessment Techniques: Knowledge of different interview formats, assessment tools, and techniques to evaluate candidate competencies, skills, and cultural fit accurately.
Negotiation Skills: Ability to negotiate job offers, compensation packages, and terms of employment with candidates while balancing organizational and candidate needs effectively.
Communication and Collaboration Tools: Proficiency in using communication and collaboration tools such as email, video conferencing, and project management software to facilitate remote communication and teamwork.