Ahmed Yassin

- Supervising the interviewing process for open positions, transfers, promotions, exit interviews, internal investigation.

- Establish and maintain relations with all relevant external recruitment sources.

- Drive improvements to recruitment policies and processes to ensure a streamlined, effective, and high quality services are delivered, and provide regular recruitment metrics and report on progress.

- Participate in proposal-specific and non-proposal talent strategy sessions and apply knowledge gained to all aspects of the recruitment efforts.

- Prepare and/or review offer letter/employment agreements for signature.

- Provide coaching on sourcing and interviews techniques.

• Implemented innovative sourcing techniques to identify passive candidates and expand talent pipelines for hard-to-fill roles.

• Develop and implement HR strategies and initiatives aligned with the overall business strategy
• Bridge management and employee relations by addressing demands, grievances or other issues
• Manage the recruitment and selection process
• Support current and future business needs through the development, engagement, motivation and preservation of human capital
• Develop and monitor overall HR strategies, systems, tactics and procedures across the organization
• Nurture a positive working environment
• Oversee and manage a performance appraisal system that drives high performance
• Assess training needs to apply and monitor training programs
• Report to management and provide decision support through HR metrics

• Providing human capital guidance and advice to enhance the performance of the organization
• Developing human resource models, advise businesses on policies and procedures
• Assist with recruiting, onboarding and training new employees
• Meeting with the HR and management teams to define the company's HR issues, goals, and requirements
• Conducting research to identify workforce issues or inefficiencies
• Developing HR strategies and company-specific models
• Recommending solutions and providing advice on HR policies, procedures, and tools
• Monitoring and reviewing human capital analytics to evaluate the efficacy of new policies
• Generating analytic reports and presentations for feedback to management
• Ensuring that the operations and activities of the workforce are efficient and in the best interest of the company goals
• Keeping abreast of industry trends, tools, practices, and advancements in technology

• Provide general recruitment and talent acquisition support, including review and refining job requirements and responsibilities, writing job ads and descriptions, posting
• Develop strategies and programs to attract talent and increase presence and knowledge of the company as a preferred employer
• Designing and implementing a variety of developmental initiatives, action plans, programs, and training materials
• Analyzing business structures, procedures, processes, and the utilization of resources
• Measuring the impact of interventions on staff performance, efficiency, employee retention, and job satisfaction
• Supervising the interviewing process for open positions, transfers, promotions, exit interviews, internal investigation
• Establish and maintain relations with all relevant external recruitment sources
• Drive improvements to recruitment policies and processes to ensure a streamlined, effective, and high-quality services are delivered, and provide regular recruitment metrics and report on progress
• Participate in proposal-specific and non-proposal talent strategy sessions and apply knowledge gained to all aspects of the recruitment efforts
• Prepare and/or review offer letter/employment agreements for signature
• Provide coaching on sourcing and interviews techniques

• Drive improvements to recruitment policies and processes to ensure a streamlined, effective, and high-quality services are delivered, and provide regular recruitment metrics and report on progress
• Designing and implementing a variety of developmental initiatives, action plans, programs, and training materials
• Analyzing business structures, procedures, processes, and the utilization of resources
• Measuring the impact of interventions on staff performance, efficiency, employee retention, and job satisfaction
• Participate in proposal-specific and non-proposal talent strategy sessions and apply knowledge gained to all aspects of the recruitment efforts
• Provide general recruitment and talent acquisition support, including review and refining job requirements and responsibilities, writing job ads and descriptions, posting
• Identify targeted advertising opportunities, design all recruitment forms and recruitment materials
• Create strong relationships with colleagues and partner with hiring managers to identify requirements and business needs
• Provide coaching on sourcing and interviews techniques
• Conduct presentations and recruitment training to build leadership skills and awareness of legal restrictions in talent acquisition techniques
• Develop strategies and programs to attract talent and increase presence and knowledge of the company as a preferred employer
• Ensure recruiters and hiring managers have a clear mutual understanding of staffing policies, practices, processes, and priorities
• Supervise recruitment team working by example to set high standards and outstanding leadership guidance offering ongoing feedback and opportunities for development
• Prepare and/or review offer letter/employment agreements for signature
• Proactively build talent pipeline and network of potential candidates by identifying, screening, interviewing, and assessing candidates for future business development goals and by creating a presence at career fairs, online, and other virtual locations

• Administer the company's recruitment plan and plan for all required recruitment activities accordingly
• Participate in the process of conducting job analysis and drafting job descriptions
• Supervise the company's participation in all external recruitment activities such as employment fairs, advertising, online activities, and recruitment agencies
• Participate in the interviewing process for open positions, transfers, promotions, exit interviews
• Prepare and present recruitment data reports on a periodic basis and/or when needed
• Establish and maintain relations with all relevant external recruitment sources
• Supervise the process of recruiting temporary employees, interns, and volunteers
• Train and coach relevant persons in departments on interviewing techniques
• Oversee the induction process of newly recruited employees ensuring their smooth integration in the company
• Liaise and coordinate with the Sales Department during the process of proposal preparation
• Ensure adherence to the recruitment process in terms of quality and timelines ensuring sufficient resources for CVs pooling, accurate implementation of testing activities, on-time scheduling of interviews, etc
• Ensure all recruitment-related documentation such as employee contracts and records are in order and the relevant data is inserted into the HRMS
• Participate in the process of preparing the Recruitment Function budget on an annual basis and ensure the alignment of all recruitment-related expenses versus the forecasted
• Plan, schedule, direct, and manage the work of the Compensation & Benefits team and ensure the transfer of knowledge and experience among them

• Leading and supervising the junior recruiters
• Learning and development sessions for my team
• Training tasks for my team members, Training includes soft skills, how to be an interviewer
• Following up on the assigned tasks to every team member and giving the needed support

• Targeting candidates depending on the required criteria for every assigned project by creating suitable advertising campaign ideas through the channels that would attract the needed type of candidate
• Filtering the received data according to the criteria of the needed project
• Screening the candidates who passed the first level of filtering through phone interviews
• Setting appointments of interviews for the candidates who passed the screening level and interviewing them face to face and monitoring them to be able to judge if the candidate matches the needed criteria
• Documenting and writing reports about the reason for acceptation or rejection of the interviewee
• Contacting the accepted candidates to schedule another appointment to explain the complete job offer and the starting date along with the needed documents
• Linking the accepted candidates on the system to the project they're accepted on and creating their headcounts
• Analyzing on dropouts numbers, reasons, and quality of hiring

• Targeting candidates depending on the required criteria for every assigned project by creating suitable advertising campaign ideas through the channels that would attract the needed type of candidate
• Filtering the received data according to the criteria of the needed project
• Screening the candidates who passed the first level of filtering through phone interviews
• Sending a report to my senior of the accepted and rejected candidates for the face-to-face interview

• Receiving emergency calls (Accidents, harassment) from captains and customers and starting to take action according to the situation
• Documenting every emergency and the action that has been taken upon the situation and reporting directly to the section head

• Supporting the captain's inquiries such as dealing with the application, their payment, and how to deal with customers
• Documenting and reporting to the captain section head the cases that might need to be considered by the management

• Targeting candidates depending on the required criteria for every assigned project by creating suitable advertising campaign ideas through the channels that would attract the needed type of candidate
• Filtering the received data according to the criteria of the needed project
• Screening the candidates who passed the first level of filtering through phone interviews

• Making outbound calls to potential customers for marketing new products, services, and offers
• Explain to the customers through OB calls the benefits of the item we're marketing