REGIONAL TALENT ACQUISION PARTNER - MENA

Responsibilities:

1.   Identify Talent

Many candidates find us through our website and ads. When it comes to the best candidates, however, we often find them. That’s why we want a recruiter with sourcing savvy: the knowledge of where the best candidates work and the ability to find them. You will identify candidates through industry listservs, Boolean search strings, other NGOs, LinkedIn, Facebook, industry trade associations, international conferences and trainings, and places we haven’t even thought of.

2. Emphasize opportunity

Great people come to CARE because of what we do and because of what they can do. That’s why we’re looking for a recruiter who can sell opportunity. A manager who can breathe new life into a division. An analyst who can measure what matters. A leader who can revive a dispirited team.

3. Assess Talent

Knowing whether a candidate can do a job well is the hardest nut to crack in recruiting. CARE, this means hiring people who can thrive in a team, do their jobs well, and do them with great gusto. To find these people, we want a recruiter who has creative ideas on how to assess candidates through case study assignments, presentations, questionnaires, and other creative job relevant auditions.

4. Guide managers and interviewers

Good recruiters balance collaboration with results. We look to you to root out bias in interviews, advise hiring managers on the market for candidates, and to reinforce the role of hiring managers in decision-making.

5. Get a yes from top candidates

A golden rule in recruiting is to never make an offer that won’t be accepted. That’s why great recruiters check in with candidates every step of the way—during the initial phone interview, after an interview with a hiring manager, and often in between. Knowing candidates’ doubts and what qualities and responsibilities they really want can help a recruiter negotiate a “yes.”

Qualifications:

Recruiting savvy. You are a global talent acquisition expert with 5 - 8 years of experience recruiting in international companies or NGOs.

Sourcing savvy. You can find passive candidates with personalized messages that build relationships and prompt great people to apply. You can use online recruiting tools to identify great prospects. You are proficient in Boolean.

Organizational skills. You are able to lead searches through methodical steps and to adhere to timelines. You have the ability to multitask – to manage multiple searches for positions that are at different stages.

Technical skills – You are comfortable with Microsoft office and know how to use applicant tracking systems to organize candidates and analyze recruiting.

 Leadership skills – We need someone who is not afraid to challenge the status quo and push back by presenting alternative thoughts and ideas.

Risk taker – Don’t be afraid to say ‘no’ or ‘no for now’ – provide options.

Collaborative spirit. We want someone who actively listens and communicates. Who can connect easily with their teams and gain their trust and respect. Who can roll up their sleeves and help others out in a pinch.

Problem solving skills. A natural detective, you can easily spot recruiting problems and guide managers towards solutions.

Flexibility. Sometimes you will have 3 months to recruit someone for a position; sometimes you will have only a few weeks. You are comfortable in a fast-paced environment with fluid deadlines.

Team player. You interact well with others and enjoy seeing the impact of our work as a team.

Customer satisfaction skills. Like the acronym “HR,” our team is both human and resourceful. Your can-do spirit shifts the HR paradigm from “you can’t do that” to “yes we can".

Lives our values. You can thrive in our culture – you can demonstrate inclusion, integrity, and innovation.