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1. Natalie Lewes
HRM/Recruitment Presentation

2. About me
 Recruitment Professional specialising in recruiting technical and functional
candidates for leading oil and gas, manufacturing, civil construction, real estate,
logistics and engineering companies.
 I aim to add maximum value to my clients and candidates by building long-lasting
relationships based on trust, open and honest communication and successful
delivery.
 Prior to starting my career in the UAE I worked as a headhunter and recruiter in
London and have been employed by multinational corporations and privately
held firms.
 Strategic yet hands on - I love to support and empower my stakeholders to
enable them to make the best decisions in relation to the current job market and
recruitment needs, thus helping them to build their dream team.
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3. Job Analysis
Job
description
Profile
Specifications
Worked with 53
managers and
directors defining
what the jobs entail
Helped to write over
100 job descriptions
and define candidate
specifications
Internal
assessment
Advertise Search
Sources:
- LinkedIn
- Personal Network
- Job Boards
- Referrals
- Cold Calls
- Facebook/Twitter
Pre-selection
• Use advanced methods to validate if the candidates
fulfil the business needs (Keyword research,
Qualification validation, etc.)
• electronically and hard copy sift/filter CVs
Outreach
• Contact passive candidates
• Assess candidates’ requirements (Salary, Benefits,
etc.)
Selection
• Present candidates to hiring managers
• Invite for interviews
• Adjust sourcing based on hiring managers’
feedback
My High Level Approach
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4. My Search Strategy
Dissect Job
Descriptions
• Create a set of keywords including synonyms and frequently misspelt words
• Create a list of related job titles
• Create list of companies that employ similar candidates
• Use Wikipedia and other sources to identify the synonymous professional terminology
• Build the Boolean criteria string from keywords
Candidate
Identification
• Use my extensive LinkedIn network to search for candidates (over 30000 active connections)
• Access various job boards and run keyword and job title searches
• Use various professional forums and groups to identify candidates (Member over 100 specialist groups)
• Diversify the search; use other keywords, replacing target keywords; See a typical/benchmark profile for the keyword
synonyms
• See who the candidates work for; What School/College/University they went to gain a certain qualification required
• FACEBOOK/TWITTER approaches: Semantic search; Intended meaning; Using sentences; Search for phrases and
keywords
Candidate
Assessment
• Match full JD with retrievable candidate profile
• Define an ideal candidate and job description
• Design questions to filter out unfit candidates early on
• Use work trial questionnaire to test candidates on work they would be doing on a day-to-day basis
• Shortlist candidates, reducing them to only the most qualified
• Assess cultural fit with questions designed to reflect employer values and company culture
• Conduct interviews over the telephone and face-to-face as per the Company /Department guidelines
Engagement • Passive candidate engagement through targeted emails, LinkedIn InMails and/or pitching over the phone
• Assess candidate’s needs and willingness to work with the client
• Validate candidate’s skills and experience for the required roles
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5. Relevant Manufacturing and Production Facilities
Recruitment Experience
 DUBAL (Asset Managers; Technical Managers/Engineers; Refurbishment Managers/Engineers; Shift
Managers/Engineers, Maintenance Managers/Engineers, etc.)
 Trojan Holding (aluminum extrusion engineers; fabrication engineers; Electrical & Instrumentation
Engineers)
 Exeed Building Materials Industries
 Xtramix Group of Companies (erection engineers; QC engineers; maintenance engineers; detailers;
draftsmen)
 Gulf Precast Concrete Co. LLC.
 Ascorp Holdings PSC (Abu Dhabi Precast)
 CB&I Fabrication and Manufacturing
 Prestige Engineering Industries LLC. (fabrication engineers; production line engineers; shift engineers)
 Al Kharafi National Fabrication (Infrastructure project developers; waste water treatment engineers;
district cooling engineers; solid waste management engineers)
 NIMR (Designer; Powertrain engineer; QC engineer; configuration engineer, etc.)
 INKAS (Military Vehicle Design Engineers)
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C-Level and Mid- to Senior Technical/Engineering and Functional positions

6. Why to Hire Natalie Lewes
 Over 10 years experience in the recruitment industry
 10th year in the UAE
 Emirisation Experience
 Proven capability of sourcing C-Level and Mid- to Senior Technical/Engineering
and Functional positions
 Extensive Oil and Gas, Civil Construction, Real Estate, Manufacturing and
Production Facilities Recruitment Experience
 Hired over 500 experts in their fields
 Fluent in English and Russian and some Arabic
 REC Diploma in Recruitment Practice
 A Trained Headhunter by Korn/Ferry
 Both in-house and agency headhunting/recruitment experience
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7. Further Details
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The following slides will cover:
 Past Recruitment and Headhunting Experience
 UAE Work Experience Snapshot
 Achievements
 Education
My detailed search and recruitment strategies:
 Headhunting/Sourcing Principles
 Engaging Passive Candidates
 Outreach
 X-ray Search
 LinkedIn Implicit Search
 Sourcing on Twitter
 Sourcing on Facebook

8. Past Recruitment and Headhunting Experience
C-Level and Mid- to Senior Technical/Engineering and Functional positions
Oil and Gas Industry Real Estate Construction and
Development
 ADNOC (ADCO, ADMA-OPCO, ADGAS, GASCO)
(Petroleum Engineers, Mechanical Engineers,
Electrical Engineers; On-The-Job Trainers; Electrical
& Instrumentation Engineers)
 TOTAL SBK (various types and grades of Oil Rigs
Repair and Maintenance Engineers)
 SBM
 Dolphin Energy
 JGC
 SATORP
 etc.
 Manazel Real Estate (GM Mall; COO FM;
Construction Projects Director; Project
Managers/Engineers; Maintenance Engineers;
Emiratisation: IT Manager, Legal Manager, Security
Supervisors; etc.)
 Fibrex Construction Group
 Dhabi Contracting
 Al Fara’a Contracting Group
 Ginco General Contracting
 Western Bainoona Group (CEO; Civil Infrastructure
Engineers)
 Tamas Project
 Drake&Scull Iternational PJSC (oil and gas
infrastructure construction civil engineers)
 etc.

9. UAE Work Experience Snapshot
Years Employer/City Job Title Technical Roles
Headhunting/Talent Acquisition/Recruitment
Related Activity as a Part of the Total Scope
2016-
2017
Al Qabas
Employment
Services/Abu Dhabi
Human Resources
Manager
Maintenance Engineers; Facilities Management Engineers;
Surveyors; Estimators; etc.
2016-
2016
Manazel Real
Estate/Abu Dhabi
Recruitment Specialist GM Mall; COO FM; Construction Projects Director; Project
Managers/Engineers; Maintenance Engineers; Emiratisation: IT
Manager, Legal Manager, Security Supervisors; etc.
2015-
2015
Al Qabas
Employment
Services/Abu Dhabi
Human Capital
Manager
CEO civil infrastructure; Civil engineers; Electrical Engineers;
Mechanical Engineers, Electrical & Instrumentation Engineers;
fabrication engineers; production line engineers; shift engineers; etc.
2011-
2014
MAJ General Trading
LLC / Al Ain
Human Resources
Manager
Logistics managers; Warehousing Managers; Maintenance
engineers; Electrical engineers; Sales Engineers; Estimation
Engineers; etc.
2010-
2011
SPIE O&G Services
ME LLC / Abu Dhabi
Recruitment Manager Petroleum Engineers, Mechanical Engineers, Electrical Engineers;
On-The-Job Trainers; Electrical & Instrumentation Engineers; various
types and grades of Oil Rigs Repair and Maintenance Engineers; etc.
2008-
2010
ADECCO ME LLC /
Dubai
Recruitment
Consultant
Asset Managers; Technical Managers/Engineers; Refurbishment
Managers/Engineers; Shift Managers/Engineers, Maintenance
Managers/Engineers, etc.)

10. Achievements
 Natalie had worked at corporations and privately held firms in London, the UK since the year 1998:
• encountered the first ten years of her career in London, UK in various professional capacities, such as an executive search consultant / a
headhunter for the oil and gas industry; a recruitment and research consultancy partner; a petrochemical industry news editor; and a
conference producer for the Energy industry, where she had luck of engaging with some high-ranking government officials from Russia
and Nigeria and gaining their trust.
• was professionally trained as a technical field headhunter/recruiter for the executive search industry in London (UK) during her
employment with the FutureStep Korn/Ferry firm in the years 2005-2006.
 Natalie has been working in the UAE since the year 2008:
• held a post of a Regional Recruitment Consultant at Adecco Middle East based in Dubai, UAE until June 2010, developing new business
within the Oil and Gas, Power and Engineering industries on behalf of her employer and expanding the Company’s business to Abu
Dhabi.
• held a post of a Regional Recruitment Manager at SPIE Oil and Gas Services Middle East based in Abu Dhabi, UAE until November 2011.
She was in charge of five recruitment officers: three - at the Abu Dhabi Regional HQ; one - in Qatar; one - in Kazakhstan; and two
administrative personnel for the CV formatting and database maintenance. In addition to her day-to-day responsibilities as a
recruitment manager, Natalie conducted staff meetings, annual staff appraisals, made departmental progress presentations at the Board
of Directors meetings and organized training/coaching workshops in conjunction with the SPIE OGS HQ in France.
• held a post of a Human Resources Manager at Mohammed Al Jassasi General Trading LLC based in Al Ain, UAE since December 2011 until
December 2014, managing personnel for the large privately-owned avionics spare parts, CCTV equipment, HD security IP camera
equipment and IT hardware supply and logistics business. Natalie was in charge of ten staff members of the HR team: two Recruitment
Officers; one HR coordinator; two HR Officers; three Admin Executives; and two PRO.
• held a post of a Human Capital Manager at Al Qabas Employment Services based in Abu Dhabi, UAE since January 2015 until December
2015. She was responsible for the overall management of HR function, including recruitment, employee relations, manpower planning,
compensation and benefits, HR operations and other related activities; Business Development Management and Client Management;
Headhunting the C-level and Mid- to Senior-level candidates for both functional and technical posts; A Skilled and Unskilled Labor force
procurement and supply from Subcontinent and Asia.
• held a post of a Recruitment Specialist at Manazel Real Estate based in Abu Dhabi, UAE since January 2016 until June 2016. She was
solely responsible for the Search and Selection; Headhunting the C-level and Mid- to Senior-level candidates for both functional and
technical posts; Emiratisation Recruitment; Technical/Engineering Recruitment.
• Held a post of a Human Resources Manager at Al Qabas Employment Services based in Abu Dhabi, UAE since June 2016 until August
2017. She was responsible for the hire of technical and functional personnel for the real estate investment and retail wholesale
businesses of the Group.
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11. Education
English - Fluent Russian - Fluent Arabic - Essential
Languages:
Year
obtained
Institution Degree/Qualification Country
2007 Recruitment and Employment
Confederation
Diploma in Recruitment Practice UK
1999 London Metropolitan University
(formerly known as the University of
North London)
Master Of Arts in International
Business
UK
1998 Kazan State Technological University Diploma of Specialist in Management Russia
1998 Kazan State Technological University Diploma of Specialist in Translation of
English Language
Russia

12. Headhunting/Sourcing Principles
 To understand the job specification; to build the keywords;
 To research synonyms: see similar/benchmark/current employees profiles;
 To use Wikipedia and other sources to identify the synonymous professional
terminology;
 To build the Boolean criteria string from keywords;
 To think more like a candidate when searching on the LinkedIn and know what
keywords to use; To add/use misspelt job titles;
 To communicate with the in-house/internal client to understand the ideal profile
job description better; to search for competitive businesses/corporations;
 To see who the candidates work for; What School/College/University they went
to gain a certain qualification required;
 Filter the searches; Prioritise the results;
 Get familiar with e-mail patterns of target employees; find Corporate addresses
Ex. “email * * edic.ae” UAE
 Use MailTester.com for the email address verification
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13. Engaging Passive Candidates
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Contacting Prospects:
Pitch:
 Passive candidate response to e-mails and InMails - an estimated response rate is 20-25%;
 The best day of the week to send an e-mail to be read and responded is Sunday evening;
 The best time of a day to send an e-mail to be read and responded between Monday and Friday is first thing
in the morning at 6 am;
 Do not take longer than one day to chase up someone who has not responded to you in the first 24 hours –
the estimated response rate after 24 hours is only 1%.
 The purpose of the pitch is not to receive a CV! – the objective is to offer something so compelling that it
starts a conversation, brings the other person in as a participant and eventually arrives at an outcome that
appeals to both of you.
4 Secrets of the Perfect Pitch E-mail:
 The Subject Line
• Less or equal to 3 words; Short subject lines work better;
• Utility, Curiosity, Specificity
 Hyper-Personalized Opener
• 2+ Unique details about the person; research the candidate’s background
 What in it for them? (WIIFT)
• Mastery, Autonomy, Purpose
• You, Your, Yours – get people to think about themselves in the proposed role and make them actively
engage into a lofty idea of working for a new employer.
 The Presumptive close
• Time specific call to action; Easy off-ramp: ask them a question about their availability for a follow-up call,
which is easy to answer – propose your own time for a call

14. Engaging Passive Candidates
The Scientific Method:
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Ask a Question
Address A Problem
Research Hypothesis
Conclusion
(and make a
placement)
Analysis Experiment

15. Outreach
Get Introduced; Connect; InMail; Send Message; Phone; Email; Tweet
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Finding Anyone’s Contact Details:
 Finding Phone Numbers on Google Maps
Maps.google.com
• Company Name; City/County/Country; Actual main-line number is registered
 Using your ATS and/or Email account
• Nearly all Corporates have consistent Patterns
• Search your ATS for other Employees
• Search your Email for the Web Domain (Company.com)
 Searching your Social Connections
• Connectedhq.com – Aggregates all Social connections into one, personal CRM
• Search on Cinnectedhq.com by Company, Location, Title and view aggregated contact details
 Finding Emails on Corporate Websites
• Investor relations
• Media Relations
Ex. Google the following string: (“media contact” OR “media contacts” OR “press release”) “company name”
 Finding Email patterns using Boolean
Ex.“email * * domain.com”
• Use Mailtester.com to test the correctness of an assumed e-mail address
 Testing variants using Rapportive
• Use Rapportive.com that works with Gmail only and doesn’t work with the Internet Explorer
 Auto email variants generation tool & LinkedIn
• Use bit.ly/email-variants to find possible contact email options and paste special in Excel
• Download the spreadsheet www.linkedin.com/uploadContacts

16. X-ray Search
Examples of advanced Boolean operator strings:
Attendees filetype:xlsx AND IDEX
Exhibitors filetype:xlsx AND IDEX
Exhibitors filetype:pdf AND Ammunition
Filetype:sql (participant OR delegate OR attendee OR visitor) (Ammunition OR Military OR Defense OR IDEX)
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Any web source should be searched, not just the LinkedIn:
Charters; Directories; Industry publications; Articles; Corporate Employee Profiles;
Conference delegate lists; News sites, etc.
Basic Boolean Operators:
AND
OR
NOT
( )
* for a blank name
Advanced Boolean Operators:
Site:
Searches only from specific websites
Intitle:
Searches for keywords in the title of a webpage;
finding a pattern
Inurl:
Searches for keywords in the URL web address
Filetype:
Searches for types of files hosted on the web
Using NOT with Advanced Search Operators:
-site: - intitle: -inurl: -filetype:

17. LinkedIn Implicit Search
Text Rich CVs Text Poor CVs
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Variations/Synonyms of keywords folded into the search strings:
 Utilise current title, but avoid using Phrases; most job titles have two parts: Research Synonyms for
both; Use LinkedIn Skills and Wiki for synonyms;
 Understand the mentality of the people you are looking for: some professionals do use typical
keywords; People purposely are leaving out the specific/important keywords in order not to be
approached by recruiters;
 Diversify the search; use other keywords, replacing target keywords; See a typical/benchmark profile for
the keyword synonyms;
 Some people don’t have their profiles published in English;
Ex. Use translated job titles and keywords to search for profiles in German, French or Spanish for the
Ammunition or Military Vehicles Manufacturing Industry.
 Build the Search Strings in Notepad
Advanced Boolean Search on LinkedIn:
 Only 5 Operators and Modifiers are supported;
 You cannot use Wildcards * $ %
 You must group multiple OR terms with ( )
 You must open and close parenthesis

18. Sourcing on Twitter
 Twitter Stats
• 200 million active users; 1 billion Tweets are sent every 2.5 days; Check Alexa.com for top websites used by
country
 Terminology
• Microblogging – post that has maximum of 160 characters
• @Handle – user name on Twitter
• Tweet – message, status update
• #Hashtag – a way of organizing the information on Twitter; the main point of the Tweet
• Mention – referencing someone else
• DM – direct message
• RT – re-tweet ; MORT – modified re-tweet
• Private/Public accounts; Private – no public sharing;
• Follower Ratio – you can follow maximum 2000 people
• Username Position
 Tweeting your jobs
• Add hashtags
Ex. #jobs #engineeringjobs #ammunitionjobs #automotivejobs #UAEjobs #graduatejobs
• Hashtag location and key skills
• Automate – either through BullhornReach or BufferApp.com, it will keep on re-posting via your connected
social media every certain number of hours or days
 Limitations
• Bios are maximum 160 characters
• Location is free text
 Use Followerwonk.com to search for Twitter bios
• Use space between words, instead of Boolean
 Mix Personal and Professional Tweets on your Twitter account to Promote Trust
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19. Sourcing on Facebook
Facebook technically does not support Boolean or complex synonym strings…
…instead:
 Semantic search; Intended meaning; Using sentences
Ex. People who work at Mubadala
Recruiters who work at Aldar
Engineers who work at EDIC and live in Abu Dhabi
Recruiters who are from London, United Kingdom and speak Russian
 Search for phrases and keywords
Ex. Just graduated
People who graduated from Harvard University
People who graduated from Oxford University after 2016
 Build your search in targeted levels
 Add locations, job titles, graduated from dates, languages, etc.
Ex. Mechanical Engineers who live in Abu Dhabi and graduated from HCT in 2012
 Contacting people on the Facebook
• Friends of Friends
• Find on Facebook, contact them elsewhere
• Email/Telephone
• Other Social Network
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20. Thank you!
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