ROLE PURPOSE
To plan and evaluate talent acquisition activities, vacancy sourcing, candidate screening, selection coordination, offer processing, onboarding follow-up, and recruitment reporting workflows across the Talent Acquisition Section in order to ensure timely attraction and appointment of qualified candidates in line with approved workforce plans, recruitment policies, and Ras Al Khaimah Municipality staffing requirements.
ACCOUNTABILITIES AND RESPONSIBILITIES
Workforce Request Review & Recruitment Planning
Plan recruitment activities for approved manpower requests and replacement vacancies using approved position structures, staffing requirements, and request forms to ensure hiring priorities are aligned with approved workforce needs and section recruitment capacity.
Evaluate vacancy justifications, job requirements, grade details, and required competencies against approved organizational structures to identify incomplete recruitment inputs before announcement or sourcing begins.
Coordinate with requesting departments to clarify role requirements, selection criteria, candidate availability constraints, and expected joining timelines to ensure each vacancy moves through a controlled recruitment plan.
Report recruitment plan status, delayed requests, and priority vacancies to the Head of Talent Acquisition Section to maintain visibility of hiring pipeline risks and required follow-up actions.
Vacancy Advertising & Candidate Sourcing
Plan Projects sourcing campaigns through official job portals, internal announcements, external channels, and approved recruitment sources to attract qualified applicants for vacant municipal positions.
Validate vacancy advertisements, job titles, grade references, eligibility criteria, and application deadlines before publication to ensure recruitment announcements reflect approved staffing requirements accurately.
Coordinate with recruitment platforms, communication channels, and relevant internal units to publish vacancies and update applicants on application submission requirements within defined timelines.
Evaluate sourcing response rates, applicant pools, candidate availability, and hard-to-fill vacancy conditions to recommend adjustments to recruitment channels or search methods.
Application Screening & Shortlisting
Audit received applications, CVs, and supporting documents against mandatory education, experience, certification, nationality, and role-specific criteria to identify eligible candidates for shortlist preparation.
Validate candidate profiles, application records, and screening notes in recruitment trackers or HR systems to ensure shortlisting decisions are supported by complete and traceable documentation.
Coordinate with requesting departments to review shortlisted candidates and confirm technical fit against position requirements before interview scheduling.
Report rejected, shortlisted, and pending applications with clear screening reasons to support transparent recruitment decisions and reduce delays in candidate progression.
Interview Assessment & Selection Coordination
Plan interview schedules, assessment logistics, committee availability, and candidate invitations for shortlisted applicants to ensure selection activities are completed within agreed recruitment timelines.
Coordinate with interview panels, requesting departments, candidates, and assessment providers to organize interviews, tests, and evaluation forms with complete documentation.
Supervise completion of interview evaluation sheets, technical assessment results, and candidate scoring records to ensure selection decisions are consistently captured and defensible.
Evaluate interview outcomes, panel comments, candidate rankings, and assessment evidence to support final selection recommendations in line with approved recruitment procedures.
Offer Negotiation & Appointment Processing
Validate selected candidate documents, salary inputs, reference checks, and required approvals before offer preparation to ensure appointment packages are complete and compliant with HR procedures.
Coordinate offer discussions, negotiation updates, and acceptance follow-up with selected candidates and internal approval stakeholders to reduce risk of offer delays or candidate withdrawal.
Supervise preparation of employment offers, contract initiation documents, and hiring approval records to ensure selected candidates move accurately from selection to appointment processing.
Report offer acceptance, decline reasons, pending approvals, and joining date changes to the Head of Talent Acquisition Section to support recruitment pipeline visibility and timely decision-making.
Onboarding Follow-Up & Probation Tracking
Coordinate with HR Operations, requesting departments, and selected candidates to complete joining requirements, onboarding documents, and first-day arrangements before the confirmed start date.
Validate new hire files, signed offers, contracts, identification documents, medical or clearance requirements, and system entries to ensure onboarding records are complete before appointment closure.
Supervise probation follow-up records with line managers and HR teams to confirm performance feedback, confirmation actions, or extension requirements are tracked within required timelines.
Report onboarding completion, pending joining actions, and probation follow-up status to ensure post-recruitment activities are closed accurately and employee records remain updated.
Recruitment Reporting & System Data Governance
Audit recruitment trackers, candidate databases, vacancy logs, and recruitment system entries to identify data gaps, duplicated records, outdated statuses, or missing approvals.
Validate recruitment KPI data including time-to-fill, source effectiveness, shortlist conversion, offer acceptance, and vacancy ageing to ensure reports reflect accurate hiring performance.
Evaluate recruitment process gaps, repeated delays, candidate withdrawal patterns, and channel performance to recommend improvements to talent acquisition workflows and recruitment controls.
Report recruitment dashboards, manpower hiring progress, budget-related recruitment inputs, and recruitment performance indicators to support informed decisions and workforce planning follow-up.
Policies & Procedures
Comply with the implementation of the policies and procedures, to ensure that all relevant procedural and legislative requirements are fulfilled.
Health, Safety & Quality
Comply with all relevant health, safety, and quality requirements, in order to guarantee employee safety and legislative compliance.
Continuous Improvement
Contribute to the identification of opportunities for continuous improvement of systems, processes and practices taking into account ‘leading best practices’, improvement of business processes, cost reduction and productivity improvement.
ROLE REQUIREMENTS
EDUCATION
EXPERIENCE
Other requirements
