Senior Recruitment Consultant - Abu Dhabi
Provides a recruitment service to new and existing clients by sourcing matched candidates to specified vacancies and undertakes business development to generate new leads.
1 Business Development
The SRC researches and acquires prospective client contact information using a variety of information sources such as LinkedIn, asking current or prospective candidates and contractors for client contact information, work referees and organisation charts. The SRC utilises any other available market information such as media or press releases to track investments. All prospective client data that is gathered is recorded on the company’s Bullhorn database.
The SRC makes the initial contact with prospective clients and schedules regular communication with clients identifying potential business that could be earned using the market research and asking the clients about upcoming projects and activities.
2 Sourcing Candidates
The SRC ensures that there is a steady flow of the best active candidates being accessed in the marketplace and registered for placement.
You register candidates through relevant interview questions and ideally referencing the candidate to understand if the candidate is suitable to be represented. Candidates are generally interviewed and registered by Consultants over the phone because candidates can be located anywhere in the world. If the candidate is local to the office the SRC may meet and interview the candidate face to face. The SRC uses an interview template to gather all necessary information about the candidate and for use in developing new business. This includes referees details and contact names at previous organisation worked at, salary expectations, day rate, motivations and expertise.
3 Recruitment Process Management
The SRC will receive a vacancy from a current client or from a new client they have gained from Business Development.
Taking a job brief
The SRC will take a job brief either in person or over the phone. The job registration brief includes job title, person specification, job spec, process spec, team character, package, reason for the hire, structure of the team, information to sell the job to the candidate, how the wider team is structured, budget responsibility, size of team, other departments link in, and ideally asks for an organogram from the client.
Sourcing for a vacancy
The SRC sources candidates for a vacancy firstly through looking at the suitable pre-created lists of live candidates saved in the Bullhorn database. The SRC will review the job description and the brief taken from the client for keywords to search for potential suitable candidates. The Bullhorn database will also be used for a wider candidate search to ensure all possible matching registered candidates have been captured. The SRC may also ask their team in the office or other local offices for recommendations of candidates and ask current candidates, contractors or clients for referrals. The SRC may also use job boards and LinkedIn to search for candidates CVs specifically for a role and to advertise their vacancies for candidates to submit CV’s.
The SRC will keep in regular communication with the client and the candidates briefed about the vacancy, continuing to manage the expectations of both parties to maintain a good reputation. You will ensure that any candidate selected for interview is briefed prior to interview. The SRC will ensure that feedback is taken from both the client and candidates and that this is relayed professionally to both parties and in all instances.