Talent Acquisition Specialist jobs in United Arab Emirates

1. Strategic Planning

• Execute long-term talent acquisition strategies aligned with organizational goals to ensure a consistent pipeline of top talent.
• Conduct workforce planning and analysis to anticipate future talent needs and proactively address any skill gaps.
• Collaborate with senior leadership to understand business objectives and translate them into actionable recruitment plans.

2. Candidate Sourcing

• Utilize a diverse range of sourcing channels, including online job boards, social media platforms, talent networks, career fairs, and industry events, to attract top talent.
• Implement creative and innovative sourcing strategies to reach passive candidates and tap into niche talent pools.
• Develop and maintain relationships with external recruiting partners, agencies, and vendors to expand sourcing reach and access specialized talent.

3. Employer Branding

• Craft compelling employer branding messages that effectively communicate the organization's values, culture, and unique selling points to potential candidates.
• Showcase employee success stories, testimonials, and company achievements to enhance the employer brand reputation.
• Leverage social media platforms, employer review sites, and networking events to amplify the employer brand presence and attract top talent.

4. Selection Process Management

• Implement standardized recruitment processes, including resume screening, interviewing techniques, skills assessments, and reference checks, to ensure consistency and fairness.
• Provide training and guidance to hiring managers and interviewers on best practices for
• candidate evaluation and selection.
• Continuously evaluate and refine the selection process based on feedback, data analysis, and industry benchmarks to improve efficiency and effectiveness.

5. Metrics Tracking

• Define key recruitment metrics and performance indicators, such as time-to-fill, cost-per-hire, quality-of-hire, and candidate satisfaction, to measure recruitment effectiveness.
• Regularly analyze recruitment data and metrics to identify trends, patterns, and areas for improvement, and use insights to optimize recruitment strategies and processes.
• Develop comprehensive reports and dashboards to communicate recruitment metrics and insights to stakeholders and senior leadership, facilitating data-driven decision-making.

6. Collaboration

• Build strong partnerships and establish open lines of communication with hiring managers, department heads, and other key stakeholders to understand their hiring needs and priorities.
• Collaborate closely with internal departments, such as HR, finance, marketing, and operations, to ensure alignment of recruitment efforts with broader organizational objectives.
• Act as a strategic advisor to hiring managers, providing insights, guidance, and support throughout the recruitment process to help them make informed hiring decisions.

7. Compliance

• Stay informed and up to date on relevant employment laws, regulations, and industry standards to ensure compliance throughout the recruitment process.
• Regularly review and update recruitment policies, procedures, and documentation to align with legal requirements and mitigate potential risks.
• Conduct regular audits and assessments to ensure adherence to compliance standards and identify any areas for improvement or corrective action.

8. Technology Utilization

• Leverage HR technology solutions to streamline recruitment workflows, improve candidate management, and enhance overall efficiency.
• Stay abreast of emerging HR technologies and trends and evaluate their potential impact on talent acquisition strategies and processes.
• Provide training and support to the recruitment team on the effective use of HR technology tools and platforms to maximize their benefits and optimize recruitment outcomes.

9. Onboarding & Orientation

• Design and implement a structured onboarding and orientation process for new joiners, ensuring seamless integration into the organization.
• Coordinate with cross-functional teams (HR Ops, IT, Admin) to ensure all pre-joining formalities, tools, and systems are in place.
• Ensure timely completion of onboarding documents, welcome kits, and induction sessions aligned with the organization's culture and values.

10. Emiratization & Nationalization Programs

• Drive Emiratization hiring initiatives in alignment with government mandates and internal diversity goals.
• Partner with local institutions, job fairs, and regulatory bodies to build a sustainable pipeline of UAE national talent.
• Monitor Emiratization metrics and submit necessary reports to internal and external stakeholders.

11. Job Description Management

• Lead the development, review, and maintenance of standardized and role-specific job descriptions across departments.
• Collaborate with department heads to ensure job descriptions reflect evolving roles, responsibilities, and competencies on periodic basis (bi annual basis) or more often as and when required.

12. Internship & Graduate Program Management

• Design and manage structured internship and early-career programs to build future talent pipelines.
• Collaborate with universities and academic institutions for talent acquisition and partnership opportunities.
• Oversee onboarding, performance tracking, and final evaluation of interns, ensuring a high-quality experience.

13. Offer Management

• Prepare, issue, and track corporate offer letters, ensuring accuracy in compensation, benefits, and employment terms.
• Coordinate with the compensation and rewards team to ensure internal parity and budget alignment.

14. Psychometric & Aptitude Testing

• Develop, recommend, administer and manage psychometric and aptitude assessments during the recruitment process.
• Interpret test results and provide feedback to hiring teams to support evidence-based decision-making.

15. Outsourced Workforce Management

• Oversee contract and performance management of outsourced manpower providers.
• Ensure service-level agreement (SLA) compliance, timely renewal of contracts, and issue resolution for outsourced staff.
• Maintain accurate headcount and compliance records for outsourced employees.

16. Employee Record Management for New Joiners & Internal/Intergroup Transfers

• Ensure accurate and timely creation of employee folders (physical and/or digital) for all new hires and inter-company transfers.
• Coordinate with HR Operations and IT to maintain a centralized document management system for employee records.

17. Offboarding Support

• Coordinate with departments for exit interviews and feedback analysis
• Track trends and reasons for attrition to feed into retention and sourcing strategies.
• Additional tasks/responsibilities may be delegated as per the requirement.