About the job
Job Summary
Lavida Sauces is looking for an experienced Recruitment Specialist to manage and drive the end-to-end recruitment process across the company. The role will be responsible for manpower planning, sourcing, screening, interviewing, candidate evaluation, offer management, and onboarding while ensuring the timely hiring of qualified candidates across different functions and levels.The Senior Recruitment Specialist will work closely with hiring managers and department heads to understand manpower requirements, build effective talent pipelines, and ensure a smooth and professional candidate experience.
Key Responsibilities
- Manage the full recruitment cycle from manpower request to onboarding.
- Work closely with hiring managers to understand vacancies, job requirements, and hiring priorities.
- Conduct job analysis and prepare accurate and updated Job Descriptions.
- Develop and implement effective sourcing strategies for white-collar and blue-collar positions.
- Source candidates through LinkedIn, Wuzzuf, Forasna, recruitment databases, referrals, and other channels.
- Review, screen, and shortlist CVs based on job requirements.
- Conduct initial HR interviews and assess candidates’ qualifications, experience, communication skills, and cultural fit.
- Coordinate technical and managerial interviews with hiring managers.
- Schedule interviews and maintain effective communication with candidates throughout the recruitment process.
- Collect and document interview feedback and ensure timely follow-up with hiring managers.
- Prepare and communicate job offers and handle salary negotiations within approved company ranges.
- Coordinate pre-employment requirements and ensure a smooth joining process.
- Follow up with new joiners during their onboarding and probation period.
- Build and maintain a strong talent pipeline for current and future vacancies.
- Maintain an updated recruitment database and accurate candidate records.
- Monitor recruitment progress and provide regular hiring status reports.
- Track recruitment KPIs, hiring timelines, and manpower requirements.
- Support workforce and manpower planning based on current and future business needs.
- Develop relationships with recruitment channels, universities, agencies, and other talent sources when required.
- Continuously evaluate recruitment channels and recommend improvements.
- Ensure compliance with company recruitment policies and procedures.
- Maintain confidentiality of candidate and employee information.
- Support HR projects and other recruitment-related activities as required.
Job Requirements
- Bachelor’s degree in Human Resources, Business Administration, or a related field.
- Minimum 1–5 years of experience in recruitment, preferably in a fast-paced organization.
- Previous experience in Manufacturing, FMCG, Food Industry, or similar industries is highly preferred.
- Strong experience in end-to-end recruitment processes.
- Proven experience recruiting both white-collar and blue-collar positions.
- Strong sourcing experience using LinkedIn, Wuzzuf, Forasna, recruitment databases, and other sourcing channels.
- Strong interviewing and candidate assessment skills.
- Experience dealing with hiring managers and department heads.
- Strong knowledge of recruitment practices, selection methods, and interview techniques.
- Experience in salary negotiation and offer management.
- Strong manpower planning and recruitment tracking skills.
- Excellent communication and interpersonal skills.
- Strong organizational and time-management skills.
- Excellent follow-up and coordination skills.
- Ability to manage multiple vacancies and priorities simultaneously.
- Strong analytical and problem-solving skills.
- Ability to work under pressure and meet tight hiring deadlines.
- Proficiency in Microsoft Office and HR/ERP systems.
- Very good command of English.
Key Performance Indicators (KPIs)Time to Fill.
- Time to Hire.
- Number of Positions Closed Within Target Timeline.
- Recruitment Target Achievement.
- CV Screening and Shortlisting Accuracy.
- Interview-to-Hire Ratio.
- Offer Acceptance Rate.
- Quality of Hire.
- New Joiner Retention During Probation.
- Candidate Pipeline Strength.
- Hiring Manager Satisfaction.
- Candidate Experience and Communication.
- Recruitment Source Effectiveness.
- Recruitment Cost per Hire.
- Accuracy and Timeliness of Recruitment Reports.
- Manpower Plan Fulfillment.
- Recruitment Database Accuracy.
- Compliance with Recruitment Procedures.
