Talent Acquisition Specialist at Rainoil Limited

Description

This role is responsible for identifying, attracting, and hiring top talent in the oil and gas sector. This role involves managing the full recruitment cycle, including sourcing, screening, interviewing, and onboarding candidates. The specialist will collaborate closely with hiring managers and Human Resources teams to understand staffing needs and ensure the company attracts and retains the best talent available

Requirements

Required:

• Bachelor’s degree in human resources, Business Administration, or a related field.
• Minimum of 3-5 years of experience in talent acquisition, preferably in the oil and gas industry.
• Strong knowledge of recruitment best practices, sourcing techniques, and industry trends.
• Experience with applicant tracking systems (ATS) and HR software.
• Excellent communication and interpersonal skills.
• Ability to work in a fast-paced environment and manage multiple priorities.
• Strong analytical and problem-solving skills.
• High level of integrity and professionalism

Key Responsibilities:

Sourcing and Recruiting:

• Develop and implement effective sourcing strategies using various channels (e.g., job boards, social media, industry events, networking).
• Build a robust pipeline of qualified candidates for current and future positions.
• Conduct thorough candidate screenings and interviews to assess qualifications and cultural fit.

Collaboration and Communication:

• Partner with hiring managers to understand their staffing needs and provide expertise on market trends and best practices.
• Communicate effectively with candidates throughout the recruitment process, ensuring a positive candidate experience.
• Provide timely updates and feedback to hiring managers and candidates.

Process Management:

• Manage the end-to-end recruitment process, from job posting to offer negotiation and onboarding.
• Maintain accurate and organized documentation of all recruitment activities in the applicant tracking system (ATS).
• Ensure compliance with company of policies and relevant employment laws and regulations.

Branding and Employer Value Proposition (EVP):

• Promote the company’s brand and EVP to attract high-quality candidates.
• Participate in job fairs, career events, and other industry-related networking opportunities to enhance the company’s visibility and reputation.

Metrics and Reporting:

• Track and report on key recruitment metrics, such as time-to-fill, cost-per-hire, and candidate satisfaction.
• Analyse recruitment data to identify trends and areas for improvement.