Talent Acquisition Executive - Recruitment and Hiring

GMG Gulf; Dubai; Presencial; AED 180.000 - 300.000; Jornada completa

Descripción de la vacante

GMG is seeking a proactive Talent Acquisition Executive to support recruitment activities in Dubai. You will source candidates, screen, coordinate interviews, manage offers and onboarding, and collaborate with hiring managers and HR partners to meet GMG's workforce needs.

The role requires Arabic language skills, strong communication and stakeholder management, and proficiency with ATS and modern recruitment tools.

Formación

• Arabic language proficiency is mandatory.
• Strong communication and stakeholder management skills.
• Experience with recruitment coordination and interview scheduling.
• Proficiency in applicant tracking systems (ATS) and modern recruitment tools.

Responsabilidades

• Coordinate end-to-end recruitment process from sourcing to onboarding.
• Partner with hiring managers, HRBPs and internal stakeholders.
• Develop sourcing strategies and manage candidate relationships.
• Manage interview scheduling and offer coordination.
• Support employer branding and recruitment analytics.

Conocimientos

Arabic speaking

Communication

Stakeholder management

Recruitment coordination

ATS proficiency

Herramientas

ATS software

LinkedIn Recruiter

Indeed

Descripción del empleo

Talent Acquisition Executive - Recruitment and Hiring Job Snapshot - Role: Talent Acquisition Executive - Location: Dubai, United Arab Emirates - Industry: Retail - Function: Recruiting-Sourcing - Experience: Not specified - Job Type: Full Time - Work Arrangement: On-site

GMG is seeking a proactive and results-oriented Talent Acquisition Executive to support recruitment and hiring activities in Dubai, United Arab Emirates. The role is responsible for coordinating the complete recruitment process, from candidate sourcing and screening to interview coordination, offer management and new employee onboarding. Working closely with hiring managers, HR business partners and other internal stakeholders, you will help identify qualified candidates, develop effective sourcing strategies and ensure recruitment activities support GMG 's workforce requirements and business objectives. You will also contribute to employer branding, maintain candidate records, analyze recruitment performance and build relationships with external recruitment partners. The successful candidate must be an Arabic speaker with strong communication, stakeholder management and recruitment coordination skills. Proficiency in applicant tracking systems and familiarity with modern recruitment tools are important for this position.

Job Details - Country: United Arab Emirates - City: Dubai - Industry: Retail - Function: Recruiting-Sourcing - Salary: Not disclosed - Gender: No Preference - Candidate Nationality: Not specified - Job Type: Full Time - Work Arrangement: On-site

Key Responsibilities

• Talent Sourcing and Recruitment Planning
  - Source potential candidates through job boards, professional networks and social media platforms.
  - Use networking events and recruitment agencies to identify suitable talent.
  - Develop sourcing approaches for specific job requirements and candidate groups.
  - Support recruitment campaigns targeting relevant talent pools and market segments.
  - Work with hiring managers to understand staffing needs and recruitment priorities.
  - Identify appropriate sourcing channels for different positions.
  - Build relationships with potential candidates and external recruitment partners.
  - Support the development of a diverse candidate pipeline.
  - Align sourcing activities with GMG 's recruitment objectives.
• Candidate Screening and Assessment
  - Review candidate applications and resumes against position requirements.
  - Conduct initial screening and candidate assessments.
  - Identify applicants whose qualifications and experience match hiring needs.
  - Coordinate additional assessments and evaluations where required.
  - Communicate screening outcomes to relevant hiring stakeholders.
  - Maintain accurate candidate information throughout the selection process.
  - Support consistent evaluation of candidate suitability.
  - Assist hiring teams in identifying qualified applicants for further consideration.
• Interview Coordination and Selection
  - Arrange interviews between candidates and hiring managers.
  - Manage interview schedules and related logistical requirements.
  - Communicate interview details and instructions to candidates.
  - Coordinate assessment activities with relevant stakeholders.
  - Assist with candidate interviews when required.
  - Provide guidance to interviewers during the selection process.
  - Support the evaluation of candidate competencies, skills and organizational fit.
  - Follow up on interview feedback and outstanding selection decisions.
  - Maintain clear communication between candidates and hiring teams.
• Candidate Engagement and Experience
  - Serve as a primary contact for candidates throughout the recruitment process.
  - Provide timely updates regarding application progress.
  - Respond professionally to candidate questions and concerns.
  - Explain relevant job opportunities and recruitment stages.
  - Communicate next steps clearly to applicants.
  - Coordinate candidate feedback with hiring stakeholders.
  - Maintain respectful and professional communication with all applicants.
  - Build positive relationships with candidates regardless of recruitment outcomes.
  - Support a consistent and positive candidate experience.
• Job Offers and Hiring Coordination
  - Assist with preparing employment offers for selected candidates.
  - Coordinate offer details with hiring managers and HR stakeholders.
  - Support discussions and negotiations regarding employment terms and conditions.
  - Communicate offer information to candidates.
  - Follow up on offer acceptance and outstanding requirements.
  - Maintain appropriate records of offer-related activities.
  - Coordinate the transition from candidate selection to employee onboarding.
• New Employee Onboarding
  - Collaborate with HR teams and hiring managers to support new employee onboarding.
  - Coordinate relevant onboarding documentation and administrative requirements.
  - Assist with orientation arrangements for new hires.
  - Support coordination of initial training activities.
  - Communicate onboarding information to selected candidates.
  - Follow up with relevant stakeholders to support a smooth joining process.
  - Help ensure recruitment and onboarding activities are appropriately coordinated.
• Employer Branding and Recruitment Marketing
  - Promote GMG 's employer brand through appropriate recruitment channels.
  - Support employer branding activities on social media platforms.
  - Participate in recruitment-related networking opportunities.
  - Contribute to talent attraction campaigns and recruitment communications.
  - Maintain professional relationships with external recruitment partners.
  - Coordinate with universities and educational institutions to support talent sourcing.
  - Engage with professional organizations and industry associations.
  - Help communicate GMG 's employment opportunities to relevant candidate audiences.
  - Support consistent employer branding throughout the recruitment process.
• Recruitment Systems and Candidate Data
  - Maintain accurate candidate records in the applicant tracking system.
  - Update recruitment databases with relevant application and selection information.
  - Track candidate progress through different recruitment stages.
  - Ensure candidate information remains organized and current.
  - Use recruitment technology to support sourcing, screening and interview coordination.
  - Maintain appropriate recruitment documentation.
  - Support accurate reporting through effective candidate data management.
  - Use available systems to improve recruitment coordination and follow-up.
• Recruitment Reporting and Analytics
  - Prepare recruitment activity reports for relevant stakeholders.
  - Monitor recruitment progress against hiring requirements.
  - Track recruitment metrics and performance indicators.
  - Analyze recruitment trends and sourcing effectiveness.
  - Identify delays or challenges affecting recruitment activities.
  - Highlight opportunities to improve recruitment processes.
  - Present relevant findings to HR and hiring stakeholders.
  - Use recruitment data to support informed hiring decisions.
  - Recommend practical improvements based on recruitment performance.
• Internal Stakeholder Management- Work closely with hiring managers to understand position requirements.- Coordinate with department heads on staffing priorities.- Collaborate with HR business partners throughout the recruitment process.- Provide recruitment updates to relevant senior leadership stakeholders.- Clarify hiring expectations and selection requirements.- Facilitate communication between different parties involved in recruitment.- Address stakeholder concerns and recruitment-related questions.- Support alignment between recruitment activities and business requirements.- Help resolve competing recruitment priorities through effective communication.
• External Recruitment Partnerships- Build and maintain relationships with recruitment agencies.- Coordinate sourcing activities with external recruitment partners.- Engage with educational institutions and universities.- Maintain professional relationships with industry associations.- Use external networks to access relevant candidate pools.- Communicate recruitment requirements clearly to external partners.- Support GMG 's employer branding through professional external interactions.- Maintain positive relationships with candidates and recruitment service providers.
• Talent Acquisition Team Collaboration- Work collaboratively with recruiters, coordinators and other HR team members.- Share relevant recruitment information and candidate updates.- Support the coordination of ongoing hiring activities.- Exchange effective recruitment practices with colleagues.- Contribute specialized recruitment knowledge and operational support.- Assist team members in resolving recruitment challenges.- Maintain alignment with functional and organizational objectives.- Support team recruitment goals through effective cooperation.

People Management

This is an individual contributor position with no direct supervisory responsibilities. The Talent Acquisition Executive is expected to work effectively within the HR function and across other business departments, providing recruitment expertise, operational assistance and stakeholder guidance to support organizational hiring objectives.

Technical and Functional Competencies

• Applicant Tracking Systems
  - Proficiency in using applicant tracking systems (ATS).
  - Ability to manage candidate applications and recruitment workflows.
  - Experience maintaining candidate databases.
  - Understanding of recruitment status tracking and reporting.
  - Ability to generate recruitment information and analytics from available systems.
• Recruitment Tools and Technology
  - Familiarity with modern recruitment software and sourcing platforms.
  - Knowledge of LinkedIn Recruiter.
  - Familiarity with Indeed and other recruitment channels.
  - Ability to use interview scheduling applications.
  - Understanding of technology used for candidate screening and communication.
  - Ability to use recruitment tools to improve workflow efficiency.
• Candidate Assessment and Selection
  - Knowledge of different interview formats and assessment methods.
  - Ability to evaluate candidate skills and competencies.
  - Understanding of candidate screening techniques.
  - Ability to assess suitability against job requirements.
  - Familiarity with evaluating candidate alignment with organizational culture.
  - Strong attention to accuracy during candidate evaluation.
• Recruitment Analytics
  - Ability to interpret recruitment performance indicators.
  - Understanding of sourcing and hiring metrics.
  - Ability to analyze recruitment trends.
  - Confidence preparing recruitment reports.
  - Ability to identify process improvement opportunities.
  - Data-driven approach to recruitment planning and decision-making.
• Social Media and Digital Recruitment
  - Understanding of social media platforms used for recruitment.
  - Familiarity with digital marketing techniques for talent attraction.
  - Ability to support employer branding campaigns.
  - Knowledge of online candidate engagement practices.
  - Ability to use digital channels to reach relevant talent pools.
• Negotiation and Communication
  - Ability to support negotiations involving job offers and employment terms.
  - Strong interpersonal and influencing skills.
  - Ability to balance candidate expectations with organizational requirements.
  - Professional approach to handling sensitive recruitment discussions.
  - Clear and timely communication with hiring stakeholders.
  - Strong problem-solving and conflict resolution abilities.
• Communication and Collaboration Technology
  - Proficiency in email communication.
  - Familiarity with video conferencing tools.
  - Ability to use project management and collaboration software.
  - Understanding of digital communication practices.
  - Ability to coordinate recruitment activities across multiple stakeholders.
• Language Requirement
  - Arabic speaking ability is mandatory.
  - Strong communication skills are required for effective candidate and stakeholder engagement.
• Professional Competencies- Proactive approach to candidate sourcing and recruitment coordination.- Strong relationship-building skills.- Effective organization and prioritization.- Attention to candidate records and recruitment documentation.- Ability to manage communication with multiple stakeholders.- Professional and respectful candidate engagement.- Sound judgment during recruitment discussions.- Strong collaboration and teamwork.- Ability to respond promptly to recruitment-related concerns.- Commitment to improving recruitment effectiveness and candidate experience.

About the Opportunity

The Talent Acquisition Executive plays an important role in helping GMG attract and recruit candidates who meet its business and workforce requirements. The position provides involvement in recruitment planning, candidate sourcing, interview coordination, employer branding, offer management and onboarding. Through effective stakeholder collaboration and professional candidate engagement, the role supports GMG 's recruitment objectives while contributing to a positive hiring experience.

About GMG

GMG is a global well-being company engaged in retailing, distributing and manufacturing a portfolio of leading international and home-grown brands across sports, everyday goods, health and beauty, properties and logistics. Under the ownership and management of the Baker family for more than 45 years, GMG has established partnerships with respected international brands in the well-being sector. Operating across the Middle East, North Africa and Asia, GMG has introduced more than 120 brands across 12 countries. Its portfolio includes home-grown brands such as Sun & Sand Sports, Dropkick, Supercare Pharmacy, Farm Fresh and Klassic, alongside international brands including Nike, Columbia, Converse, Timberland, Vans, Mama Sita 's and McCain. GMG 's vision is to inspire people to win in ways that make the world better.