About EFS

Established in 2001, EFS Group is a global leader in integrated facilities management services with 75 service lines under 15 business verticals, and operations across 23 international markets. Creating sustainable value for clients and communities, the group delivers disruptive solutions that cater to some of the industry’s most complex needs, spanning sectors including infrastructure and security as well as hospitality and leisure. Home to 25,000 employees from different cultural and professional backgrounds across 30-plus offices, EFS prioritises embracing and empowering its workforce.

EFS is an ISO-certified, award-winning, and credible choice among multinational companies, and government agencies as well as maintaining its reputation and trust working with 500 fortune companies.

EFS Group is a people-first organization that prioritizes employee well-being and fosters a diverse, inclusive work environment for career advancement through tailored learning and development programs. With a focus on client retention, innovation, and digital transformation, EFS Group is a trusted and agile facilities management services provider, offering a comprehensive portfolio of solutions, including technical operations, maintenance, soft services, and sustainability initiatives. Our commitment to excellence, compliance, and delivering maximum value to clients and stakeholders sets us apart in the global facilities management industry.

Purpose of the role:

The purpose of the Talent Acquisition Executive role is to strategically identify, attract, and acquire top-tier talent for the organization. This involves developing and implementing effective recruitment strategies, building strong candidate pipelines, and collaborating with hiring managers to meet the organization’s workforce needs. The Talent Acquisition Executive plays a crucial role in ensuring the acquisition of skilled and qualified professionals, contributing to the overall success and growth of the company.

The role includes but is not limited to:

Strategic Recruitment:

• Develop and implement effective talent acquisition strategies aligned with organizational goals
• Collaborate with hiring managers to understand staffing needs and priorities
• Identify suitable recruitment channels for reaching high-caliber candidates
• Utilize assessment tools and techniques to evaluate candidates’ suitability for roles
• Coordinate with local and overseas recruitment agencies to fill vacancies and provide workforce solutions
• Create and publish recruitment advertisements through various media
• Develop job descriptions for new and existing positions
• Ensure compliance with Talent Acquisition Business processes, SOPs, and guidelines
• Screen resumes/CVs and applications to shortlist candidates for further evaluation
• Screen CVs using diverse methods and forward them to department heads for shortlisting
• Contact shortlisted candidates to assess their availability, discuss salary expectations, and arrange interviews
• Promote and champion diversity and inclusion initiatives within the recruitment process
• Implement strategies to attract a diverse range of candidates
• Gather visa processing documents from selected candidates, including attested qualifications, passport materials, and visa copies

Objectives:

• Source, identify, and attract qualified candidates through various channels
• Foster relationships with potential candidates for long-term engagement
• Achieve timely fulfillment of vacancies with suitable candidates
• Understand manpower requirements for new projects and collaborate with operations for mobilization schedules
• Build and maintain a strong talent pool for current and future staffing needs
• Stay updated about recruitment trends and best market practices
• Ensure compliance with all relevant labor laws and regulations during the recruitment process
• Stay updated on industry best practices and incorporate them into the talent acquisition strategy

Task Management:

• Maintain an up-to-date in-house CV database
• Maintain accurate and up-to-date records of candidate interactions in the Applicant Tracking System (ATS)
• Generate regular reports on recruitment metrics, including time-to-fill and source effectiveness
• Adhere to the approval matrix when issuing the offer letter to the candidate
• Analyze data to identify areas for improvement in the recruitment process
• Generate recruitment reports as needed

Data Management and Compliance:

• Share new joiner information with relevant departments
• Handle confidential and sensitive information discreetly
• Ensure compliance with local labor laws and regulations
• Adhere to all organizational processes and procedures, including HR, HSEQ, Finance, IT, Procurement, and Operations, while ensuring compliance with local labor laws and regulations

Result Areas

Result Area

Performance Indicator

Operational Excellence

Timely Hiring (SLA Adherence).

ORC Module Utilization (100%).

Reduce external hire costs.

Efficient Sourcing Strategy Implementation.

Strategic Talent Management

Global Talent Pool Strategy Development.

Cost Optimization in Recruitment.

Legal and Regulatory Compliance.

Talent and People Excellence

Diversity Recruitment Achievement.

Vacancy Reduction.

Sourcing Channel Effectiveness.

High Job Offer Acceptance Rate.

New Hire Retention Improvement.

Employee Experience Enhancement

Candidate Journey Definition and Enhancement.

Overall Candidate Satisfaction Improvement.

Enhanced Protocols Implementation.

Qualification / Experience

Education

• Minimum bachelor’s degree in HR, or relevant business qualification
• Professional certification is an advantage

Experience

• Minimum 3-5 years in recruitment, preferably within an FM or engineering industry

Knowledge & Key Skills

• Effectively communicates with both hiring managers and candidates
• Proficient in using MS Excel, MS Word, MS Access, MS PowerPoint, and overall MS Office
• Fluent in spoken and written English
• Maintains a professional and polished appearance
• Manages HR-related paperwork and filing
• Ensures compliance with relevant labor laws and regulations
• Applies creative and equitable problem-solving, leading by example
• Provides exceptional customer service to internal and external stakeholders
• Utilizes diverse recruitment channels to attract high-caliber candidates
• Understands assessment tools and techniques for evaluating candidate suitability
• Stays aware of recruitment trends, best market practices, and industry dynamics
• Incorporates diversity and inclusion initiatives in the recruitment process
• Familiarity with visa processing documentation and related legal aspects

Stakeholder Engagement & Job Context

Stakeholder Engagement

External

Internal

Candidates

GM – Human Resources

Recruitment Agencies

Manager Operations, All Managers

Govt. Relation Team

Job Context: Indoor, mostly sitting, travel, ergonomic hazards

Functional Competencies

Functional Competencies

Minimum Level of Proficiency (Scale of 1-5)

• 1 being minimum and 5 being maximum

Digital Integration

4

Team Collaboration

3

Emotional Intelligence

3

Organizational Skills

3

Data Security

3

Client Focused Delivery

4