Omya Hiring! Full Time Recruitment Specialist in Federal Territory - Ricebowl

Responsible for sourcing, screening, and selecting candidates, as well as proactively headhunting top talent to meet organizational manpower needs. Working closely with Hiring Managers, the Recruiter Specialist ensures a seamless hiring process, maintains a strong candidate pipeline, and leverages multiple recruitment channels to attract and engage quali fied professionals. The role demands independence, adaptability, and strong interpersonal skills to deliver timely and effective recruitment outcomes.

Key Accountabilities

• Collaborate with hiring managers to understand role requirements and develop job descriptions.
• Source candidates through multiple channels (job boards, social media, referrals, agencies).
• Screen resumes and conduct initial interviews to assess qualifications and cultural fit.
• Coordinate interview schedules and guide candidates through the recruitment process.
• Provide timely updates to candidates and hiring managers.
• Ensure compliance with labor laws, company policies, and data privacy regulations.
• Prepare recruitment reports and metrics for management review.

Education

• University Degree in business administration or human resources related area or equivalent experience

Experience

3-5+ years of progressive experience in recruitment, talent management, organizational development in a multinational company

Knowledge and skills

• In Depth Knowledge: HR Management, with a strong understanding of talent management.
• Relationship Building: Ability to establish trust with candidates, stakeholders and multiple vendors.
• Analytical Thinking: Skilled at evaluating candidate profiles and matching them to business needs.
• Adaptability: Comfortable working in fast-paced environments with changing priorities.
• Confidentiality: Maintains discretion with sensitive candidate and company information.
• Results Orientation: Focused on achieving recruitment targets and timelines.

Performance Measures

• Time-to-Hire: Average duration from job posting to candidate acceptance.
• Quality of Hire: Hiring manager satisfaction and candidate performance during probation. Candidate Pipeline Strength: Number and quality of active candidates maintained for current and future roles.
• Sourcing Effectiveness: Percentage of hires from proactive sourcing and headhunting versus job postings.
• Process Efficiency: Timeliness and accuracy in scheduling, communication, and documentation. Candidate Experience: Feedback scores from candidates regarding communication and overall recruitment process.
• Compliance: Adherence to company policies, labor laws, and data protection regulations. Collaboration: Hiring manager satisfaction with recruitment support and partnership.

Job Requirement

Immediately available.