Overview of roles: Strategic Handbook
As the Talent Acquisition Senior Specialist Jobs Cairo, your job goes beyond conventional recruitment. Directly responsible for influencing the competitive edge of your company by means of high-quality, specialized talent, you are a strategic business partner. Managing the whole recruitment life cycle for difficult, mid- to senior-level positions essential to our expansion is this role. Not only do you post job advertisements, but also you concentrate daily on creating creative Strategic Sourcing and Headhunting strategies. Using data to identify obstacles and improve the whole process, you possess important indicators such Quality of Hire (Qoph) and Time-to- Hire (TTH) Metrics. Every candidate’s contract shapes the Employer Branding Strategy; you serve as a diplomat. Your straight contribution to profitability and organizational stability is your effective filling of positions rapidly with people that flourish here.
Major Strategic Focus Areas:
- As an expert consultant on talent availability and market trends, collaborate with leadership to define and refine difficult job requirements. Hiring manager consultation helps leaders to shape complicated job needs.
- Often known as the Strategic Sourcing Funnel, this visualization shows the essential phases you control: Awareness (sourcing), Interest (engagement), Desire (assessment), and Action (offer/hire), with Retargeting standing for passive pipeline nurturing.
The Essential Success Skills
To succeed as a Talent Acquisition Senior Specialist, you need to have great data-driven approach and advanced interpersonal skills so guarantee excellence at every point of the funnel.
1. Strategic Sourcing and Headhunting Skill Level:
- Mastery of Boolean search, X-ray searching, and experience in using LinkedIn Recruiter and dedicated networks for efficient Strategic Sourcing and Headhunting of inactive candidates include advanced sourcing methods.
- Market Intelligence: Ability to quickly map complex organizations, monitor competitor moves, and collect real-time data on compensation trends and talent shortages in Cairo.
- Outstanding capacity to create captivating outreach messages that promote the Employer Branding Strategy and successfully attract leading talent who aren’t aggressively looking.
2. Ability in Technology, Process, and Data:
- High-level proficiency in handling and maximizing an Applicant Tracking System (ATS) (e.g., Greenhouse, SuccessFactors) and CRM, employing these for total Recruitment Process Automation (RPA).
- Proven aptitude to analyze recruitment data, spot obstacles, and produce workable reports on main metrics including offer acceptance rate, Time-to-Hire (TTH) metrics, and cost-per-hire.
- Drive process improvement by charting and simplifying recruiting procedures to improve the candidate’s experience and total team productivity.