Noemi Mseven

• Reviewed hiring criteria to detect and eliminate bias.
• Trained hiring managers on the selection, management, and retention of diverse staff.
• Disbursed advice, guidance, and support on equality and inclusion issues.
• Designed and implemented policies to address challenges faced by minority groups.
• Employed data and metrics to inform diversity and inclusion policy development.
• Liaised with stakeholders in promote equality, inclusion, and diversity programs within organisations.
• Liaised with community groups and organisations to organise diversity campaigns and events.
• Organised events and campaigns to raise awareness and celebrate diversity.
• Mentored and trained staff on equality and inclusion issues, tools, and practices.
• Revised and updated communication to remove discriminatory language or statements.
• Measured and forecasted diversity metrics for planning and budgeting purposes.

AFRIKA KOMMT! brings together the most visionary young leaders from Africa and leading German companies. Companies benefit from the expertise, knowledge, local network, and unique African perspective of the young professionals. The African fellows dive deep into German corporate specifics, German business spirit, and German culture.

• Identified skills and knowledge gaps, organising succession planning to meet organisational needs.
• Worked closely with hiring managers to prepare the outlined roles to launch the recruitment process.
• Tracked long-term metrics to measure the recruitment process, monitoring the quality of hires, time to hire, and cost.
• Conducted initial first screen interviews for a high volume of candidates within target timeframes for a fast-paced recruitment process.
• Increased efficiency of recruitment processes by using ATS capabilities to automate CV screening.
• Showcase a strong and accessible employer brand on social media to attract potential candidates and promote a positive company culture.
• Recommended possible improvements to the recruitment process, helping to reduce applicant drop-off rates.
• Coordinated reference and background checks for compliance with right-to-work guidelines.

• Maintained high suitability standards through diligent screening, interview, and assessment processes.
• Registered new candidates, developing a wide-ranging database to meet client recruitment needs.
• Attracted top candidates using social media networking.
• Monitored numerous job applications consecutively, qualifying and shortlisting responses to improve workflow efficiency.
• Coached candidates through the interview process to secure top roles.
• Developed a strong understanding of client companies' values, work culture, and environment.
• Facilitated background checks and applicant screenings for vet candidates.
• Worked towards exceeding targets agreed on with clients regarding the number of candidates placed.
• Advised on contract and salary obligations to meet business and employee requirements.

• Engaged in job fairs and career events to increase visibility.
• Collaborated with HR professionals and universities to build networks and establish professional relationships.
• Met with managers to discuss vacancies, applicant qualifications, and the characteristics of high-performing candidates.
• Provided guidelines and interviewing techniques to hiring managers to streamline the process.
• Facilitated a new hire on-boarding programme by scheduling training initiatives, resolving issues, and processing paperwork.
• Created succession plans and promotion paths for staff.

The Passport to Employment project was a USAID-funded project under Feed the Future Tanzania, where I worked as a project lead with two universities in Zanzibar. The main aims of the P2E project were to establish a career development center, improve transformative learning experiences at the two Zanzibar universities, and empower 350 youth as they transition out of education. As part of my role, I participated in capacity building by providing employability skills in order for the students to become thriving professionals in the local and global community, with a goal of creating 75 formal jobs, apprenticeships, and internships for young people by matching them with local employers.

• Registered new candidates, developing wide-ranging database to meet client recruitment needs.
• Handled end-to-end recruitment processes, ensuring smooth and swift transactions from initial advert to job offer.
• Coached candidates through interview process to secure top roles.
• Used sales and marketing techniques to attract business from client companies.
• Established positive relationships with prospective candidates through networking and regular communications.