Talent Acquisition Manager

As a Talent Acquisition Manager at Bayut, your main responsibilities include determining current staffing needs, developing talent acquisition strategies, and leading employment branding initiatives. You will also perform sourcing to fill open positions and conduct recruitment processes such as interviews and screening calls, ensuring an excellent candidate experience while organizing events like career fairs.

To apply for the Talent Acquisition Manager position at Bayut, candidates should ideally possess a BSc or BA in business administration, human resources, or a related field. Additionally, having 5-7 years of relevant experience, especially in sourcing for online classifieds or e-commerce sectors, can greatly enhance your suitability for the role.

Tech recruitment knowledge is quite important for a Talent Acquisition Manager at Bayut. Given the nature of the online classifieds and e-commerce sectors, understanding tech roles and the associated recruitment challenges can significantly boost your effectiveness in attracting the right candidates for Bayut's needs.

In the Talent Acquisition Manager role at Bayut, key skills include strong analytical capabilities for improvement metrics, excellent communication skills in English and Arabic, and proficiency in Microsoft Excel and Word. Additionally, good organizational skills and the ability to prioritize tasks in a fast-paced environment are emphasized.

The work environment for a Talent Acquisition Manager at Bayut is high-performing and fast-paced. You will be encouraged to innovate and develop strategic initiatives that enhance our recruitment processes while being part of a diverse and inclusive culture that celebrates employee contributions.

When approaching hard-to-fill positions, I leverage multiple sourcing channels including social media, targeted job boards, and networking events. I also utilize referrals from current employees and maintain a strong presence within relevant industry groups to attract passive candidates actively.

To assess cultural fit, I focus on understanding both the candidate's values and how they align with our culture at Bayut. This can involve asking situational questions that showcase the candidate’s problem-solving and collaboration skills while providing insight into their working style.

My interview process includes competency-based questions which assess both technical skills and behavioral aspects. I aim to create a comfortable atmosphere for candidates while probing for detailed responses that reveal their capabilities, past experiences, and alignment with Bayut’s values.

Employer branding is crucial as it shapes the perception of Bayut among potential candidates. Strong branding helps attract candidates aligning with our mission and values. I actively ensure that our branding emphasizes our commitment to diversity, employee development, and a fantastic work environment.

Success measurement of recruitment strategies involves analyzing key metrics such as time-to-fill, quality of hire, and candidate engagement. Regularly reviewing these KPIs enables me to adjust sourcing strategies and improve our overall talent acquisition process.

In such scenarios, I focus on a streamlined process involving targeted outreach to known candidates, collaborative partnerships with hiring managers to define core requirements swiftly, and utilizing our existing talent pool to expedite the recruitment cycle.

For recruitment data analysis, I often use ATS tools combined with advanced Excel functions to aggregate data trends. Leveraging visualization tools can also present actionable insights in a clear manner that aids in refining our recruitment efforts.

I prioritize clear communication throughout the recruitment journey, providing timely updates, constructive feedback post-interviews, and ensuring that candidates feel valued throughout the process. Personalizing interactions goes a long way in establishing a positive impression of Bayut.

To retain top talent, I advocate for developing comprehensive onboarding and continuous learning opportunities. Engaging employees in their career growth and maintaining consistent check-ins to assess their satisfaction helps foster a sense of belonging and reduces turnover.

I stay updated on recruitment trends through industry webinars, networking with other professionals, and subscribing to relevant publications. Active participation in HR forums also helps me exchange ideas and acquire insights on the latest advancements in talent acquisition.