With over 15 years of Human Resources experience, I currently lead as the Head of HR at Independent Food Company, leveraging CIPD credentials and an MBA to deliver transformative HR strategies. My expertise spans talent management, performance systems, and employee engagement, helping shape an inclusive, high-performing workplace aligned with organizational goals.  

I oversee strategic HR initiatives, including enhancing recruitment processes, implementing innovative sourcing tools, and designing talent development programs. Passionate about data-driven solutions, I collaborate with leadership to drive sustainable growth, foster operational excellence, and empower teams to unlock their full potential.

Ahmad Al Cheikh Hassan

I'm a recruiter and I don't see the reason for cover letters. 
 
I find them archaic and pointless and should be left in the past. 
 
It's stressful enough being a job seekers these days. 
 
If a candidate is taking the time to apply to a role, this shows me they are interested. 
 
Plus, an applicants resume and work samples reflect their accomplishments and work history more than a cover letter ever could. 
 
 
#employeeexperience #talent #hiring #jobseekers #careers #hr #humanresources #culture #interviews #business #strategy #linkedin #linkedinconnections #aach

LinkedIn Top Voice | Head of HR | CIPD & MBA | 15 Years Driving HR Innovation | Strategic Leader in Human Capital Excellence, Business Integration & Organizational Transformation

30 INTERVIEWS and no one HIRED! Yet another friend telling me she can not find good talent. My thinking - If you interviewed 30 people and did not hire someone, then start looking in the mirror. The problem is recruiters and hiring managers are looking for the "perfect" candidate. NEWSFLASH!* - There is no "perfect" candidate. 

If you have someone with the right attitude and skill set to do the job, and they fit in with the team -- HIRE them. There are so many qualified individuals still job searching. Yet I see the same jobs being re-posted over and over again, being left vacant for months. Who took a chance on you? 

Who took a chance on you?

It's time to rethink what "good enough" really means.

The ideal candidate isn’t someone who checks every box on your list.

It's someone willing to learn, adapt, and bring energy to the team.

Holding out for perfection is costing you top talent.

You need to ask yourself: are you creating a process that catches real potential?

Or just filtering out anyone who isn't perfect on paper?

People are out there, ready to grow and make an impact.

You just have to be willing to give them a real shot.

#hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections #aach

Dear hiring manager, 

A couple of suggestions:

1. Please post the salary in the job description. If you want to know my salary expectation, then you also should post the salary budget for the role.

2. Don’t ask me to repeat stuff that’s already in my resume or cover letter. You can assume that I have read the job ad carefully, so I should assume that you have read my application.

3. Please tell me who I am going to be working for and with. Yes, you are taking a chance on me, but I am taking a chance on you guys too.

4. Please tell me the outcome of the interview, even if I was unsuccessful. It takes less than a minute to write a polite rejection e-mail. Failing to do this is just plain rude.

5. For the third interview and onwards, you should pay my time at standard consulting rates including expenses, transportation etc. I won’t make a living by constant interviews.

Recruitment is a two-way street. Both parties need transparency and respect. Open communication builds trust and sets expectations right from the start.

Let’s make the hiring process fair and efficient for everyone involved. Prioritize clarity and mutual respect. It’s time for a change in the recruitment game. What's your take?

#hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections

I’m #hiring for an open role. Know anyone who would be a good fit?

I’m #hiring for an open role ( Project Coordinator, FFE technical) Know anyone who would be a good fit?

ASASS Construction

Construction Manager at ASASS Construction

Construction Manager

El Hazek Construction

Senior Civil Site Engineer For the construction and finishing of 6 Cluster consisting of 5 floors - Basement + Ground +3 Floors and the work of the fire system and the work of monitoring systems

Senior Civil Site Engineer 

Site Civil Engineer

Site Engineer

Senior Site Engineer at Central Business District Of The New Administrative Capital  (CBD)

Senior Site Engineer

section

Site Manager& Technical OfficeEngineer 

Harunco construction

Technical Office Engineer as , A construction site engineer

Civil Engineer

Technical Office Engineer as , A construction site engineer في Harunco construction

site engineer

harunco constructio

Construction Engineer ,
Experienced construction site  Engineer with a demonstrated history of working in the civil engineering industry. Skilled in AutoCAD, Shop Drawings, Microsoft Office, and ETABS.
Following up the progression of planned timeschedule and targeted cost.
• Submit a regular “daily” report to analyze the effect of delays
occur onsite by any project’s party or even any other department on
my company.

taplio

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Ahmad Al Cheikh Hassan

Mo'men Mohamed ( IPMA )

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The Battle

Ahmad Al Cheikh Hassan

Mo'men Mohamed ( IPMA )

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