JOB SUMMARY:
The Regional Talent Acquisition Partner (TA) leads searches for open positions in assigned client groups, within MENA (Middle East and Northern Africa) and Asia, and possibly other Regions, as well as the US. We seek a creative partner to join our talent acquisition team. Someone who can manage shifting contexts in two regions, and complex job offers. Someone who wants to help people fleeing natural disasters and war.
Equally important, this person develops regional talent acquisition strategies, builds pools of talent for anticipated positions, and leads “greater good” projects to improve recruiting globally. This person will be a confident, knowledgeable and trusted partner who will be able to provide appropriate guidance to business partners and hiring managers.
Responsibilities:
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 your networks, industry listservs, Boolean search strings, other NGOs, LinkedIn, Facebook, industry trade associations, international conferences and trainings, and places we haven’t even thought of.
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. An analyst who can measure what matters. A leader who can manage a manager.
Assess Talent
- Knowing whether a candidate can do a job well is the hardest nut to crack in recruiting. At CARE, this means hiring people who can thrive in a team, do their jobs well, and do them with enthusiasm. 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.
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 the recruitment, and decision-making process.
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:
- Education: Bachelor’s degree in Business and or/Human Resources
- Experience: 5-8 years of recruiting experience in MENA and/or Asia regions
- Laungages: English required, Arabic desired
- Drive for results – ability to shorten time to fill by improving efficiency
- Problem solving skills – ability to identify recruiting challenges and propose solutions
- Sourcing savvy – knowledge of Boolean and other search strings. Ability to find and reach out to passive candidates with personalized messages that build relationships and prompt great people to apply. You stay up-to-date on industry trends and are willing to adjust your approach as needed.
- Organizational skills. Ability to lead searches through methodical steps and to adhere to time lines. Ability to the ability to multi task – to manage multiple searches for positions that are at different stages.
- Technical skills. You are comfortable with Microsoft office suites and know how to use applicant tracking systems to organize candidates and analyze recruiting.
- Collaborative spirit. We want someone who actively listens and communicates. Who can connect easily with her team and gain their trust and respect. Who can roll up their sleeves and help others out in a pinch.
- Flexibility. Sometimes you will have 3 months to recruit someone for a position; sometimes you will have only a week. You are comfortable in a fast-paced environment with fluid deadlines.
- Team player. You play well with others enjoy seeing the impact of our work as a team.
- Customer service skills. Like the acronym “HR,” our team is both human and resourceful. Your can think on your feet and come up with resolutions.
- Excellent Networking skills: You build strong internal and external relationships with candidates, clients and other professionals in the industry, lleveraging your network to identify the right candidates.
- Live CARE’s values. You can thrive in our culture – you can demonstrate inclusion, integrity, and innovation.
How to apply
https://phg.tbe.taleo.net/phg02/ats/careers/v2/viewRequisition?org=CAREUSA&cws=52&rid=7112
There are individuals who may use CARE’s name and trademark in emails and on websites in an attempt to solicit fees from interested job-seekers. Some examples of these fees are placement fees or immigration processing fees. CARE does not use recruiting or placement agencies that charge candidates an up-front fee of any kind. Occasionally, CARE does employ recruiting or placement agencies to help us identify candidates for specific employment within CARE. If you’re contacted by a legitimate recruiting or placement agency, there should be no charge to you. If you suspect that you have been a victim of fraud from someone purporting to be CARE, please contact us at legal@care.org.
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Starting salaries are based on internal equity, candidate experience, and the cost of labor where the job is based. Salaries listed only apply to jobs based in the US.