Recruitment Specialist

1. Qualification Requirements
The following qualifications are required for Recruitment Specialist:
Education Higher (or postgraduate) education in a related field
Work experience At least 2 years of experience in HR

2. Professional Knowledge
2.1 The following professional knowledge and skills are required for HR Specialist:
• Legislative and other regulatory legal acts and methodological materials on personnel management;
• Structure and staff of the organization, its profile, specialization and development prospects;
• Procedure for determining perspective and current demand for personnel;
• Methods of analyzing the professional qualification structure of personnel;
• Provisions on certification;
• Procedure appointment to the position;
• Procedure for registration, maintenance and storage of documentation related to personnel and their movement;
• Procedure for formation and maintenance of the data bank on the personnel of the organization;
• Personnel reporting rules and procedure;
• Fundamentals of psychology and sociology of work, pension provision;
• Fundamentals of the economy, organization of production, labor and management;
• Labor legislation, internal labor regulations, occupational safety and health, industrial sanitation, fire safety requirements.

2.2 Additional Skills
• HR Software experience (1C, SAP)
• Fluency in Kazakh, Russian, English
• Proficiency in MS office programs.

3. Job responsibilities

3.1 Talent Acquisition
• Manage the full recruitment cycle, from understanding hiring needs to onboarding new employees.
• Develop and implement recruitment strategies to attract candidates from various channels, including job boards, social media, recruitment agencies, and employee referrals.
• Screen resumes, conduct interviews, and assess candidates' suitability for different positions.
• Build a pipeline of potential candidates for future job openings.

3.2 Job posting and Sourcing
• Write and post job descriptions on HH.
• Leverage online resources, networking, and other recruitment tools to find and attract qualified candidates.
• Actively search for passive candidates through LinkedIn, HH, and other professional networks.

3.3 Interviewing and Selection
• Conduct initial phone screenings and in-person/online interviews.
• Evaluate candidates' experience, skills, and cultural fit with the company.
• Coordinate and schedule interviews with hiring managers and other team members.
• Provide recommendations for hiring managers based on the selection process.

3.4 Candidate Engagement and Experience
• Ensure a positive candidate experience by maintaining clear communication throughout the recruitment process.
• Provide timely feedback to candidates after interviews and assessments.
• Support candidates in understanding the company culture, job expectations, and compensation packages.

3.5 Data Management and Reporting
• Maintain accurate records of recruitment activities, candidates, and new hires in the HR folders (personal documents, interview evaluation form, Conflict of Interest Disclosure form);
• Prepare reports and metrics on recruitment progress, time-to-hire, and other KPIs;
• Track recruitment budget and expenses.

3.6 Onboarding
• Assist in the onboarding process for new hires, including preparing offer letters, conducting HR Induction, and ensuring a smooth transition for new employees.
• Collaborate with the HR team to facilitate new employee orientation sessions and training.

3.7 Employer Branding
• Assist in building the company's employer brand by attending job fairs, university recruitment events, and other outreach activities.
• Promote the company culture and values through recruitment campaigns and external communications.