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概要
- Dynamic and result-oriented individual with 10+ years of IT recruitment/HR/Management/Talent Acquisition experience.
- Have extensive experience in international recruitment (US. Canada, Europe, UAE) along with expertise in Pakistan Market (IT/Non-IT recruitment).
- Expert in LinkedIn recruitment.
- Workday, Bamboo HR and Recruitee ATS specialist
- Expert in negotiating rates/Salary.
- Extensive Working experience of different job boards like Indeed, Ladders, LinkedIn, Monster, Dice, CareerBuilder, and Indeed etc.
- Possess strong technical/business acumen and understanding of technical requirements; deep sourcing skills and experience sourcing passive candidates; excellent candidate assessment skills.
- Possess excellent knowledge of recruiting and hiring processes including sourcing, interviewing, reference checking, tracking, salary negotiations, and closing.
- A resourceful, solution-focused professional with excellent interpersonal and rapport-building skills.
- Responsible, loyal, reliable, and independent worker with high level of enthusiasm and creativity
- Self-motivated professional who achieves results and has superior ability to coordinate and perform several projects simultaneously.
- Strong ability to create positive client relationships.
- Have worked in a high-paced / high-volume recruitment environment.
- Extensive experience in Customer Services, inbound and outbound both.
工作经历
Sr Talent Acquisition Specialist , IT/Non IT
At Atheneum, my focus lies in spearheading full lifecycle recruitment (IT/Non IT), ensuring we fill positions swiftly and effectively. My approach is rooted in crafting strategic talent acquisition plans, which involves optimizing job postings and leveraging a mix of digital and traditional channels to attract the best talent. My recent work has honed my expertise in the recruitment of software and IT & Non-IT professionals, contributing to our goal of providing faster insights and better data thanks to a top-tier talent pool. Collaboration with hiring managers and internal teams is pivotal in my role, allowing us to proactively address talent needs and source candidates that align with our forward-looking vision. My proficiency in navigating international recruitment landscapes, particularly in the IT sector, has been instrumental in scaling Atheneum's reach and capabilities. By fostering strong client relationships and deploying deep sourcing techniques, I am committed to reinforcing our organization's reputation as a leader in the Insights Platform industry.
Talent Acquisition Manager
Work with internal teams and hiring managers to assist with recruitment efforts.
Assist with both external and internal hiring efforts (internal recruitment meaning assessment of employees for different or more senior roles.)
Develop recruitment strategy. This may include job-posting optimization, recruiting marketing channel development, job board procurement, digital and non-digital employment marketing, comprehensive recruitment campaign planning, talent planning, etc…
Identify and source appropriate talent for current open roles within the organization
Identify future talent needs and proactively recruiting and sourcing; develop talent pool or social engagements.
Manage the recruitment process and life cycle, including initial assessments, interviews, and offers.
Counsel the candidate on corporate benefits, salary, and corporate environment.
Provide recruitment counsel and guidance to hiring managers and HR professionals with hiring and employment data. May develop specialized or competitive intelligence and research in regards to talent development or retention.
Use social media, job boards, Internet sourcing, and other technical means to source candidates for open jobs.
IT RECRUITMENT SPECIALIST
I am responsible for full lifecycle recruitment for direct hire and contract positions for in-house and clients. Technologies include Java, .NET, SQL Server, Oracle, NoSQL / MongoDB, Big Data / Hadoop, Cloud Computing / AWS, Front End / AngularJS.
Efficiently and effectively, fill open positions.
Conduct regular follow-up with managers to determine the effectiveness of recruiting plans and implementation.
Develop a pool of qualified candidates in advance of need.
Research and recommend new sources for active and passive candidate recruiting.
Screening candidates according to the company requirement.
Explain about the job roles and responsibilities.
Explain about the place of work and salary package, which applies, to the role.
Determined most qualified candidates and made recommendations to hiring manager
Proficient at bringing recruitment offers to a successful close
Balanced both sales and recruiting aspects of business
Utilize the Internet for recruitment.
