Talent Acquisition Specialist

• Act as a talent advisor with key stakeholders to identify innovative recruitment strategies.
  
• Create and implement endtoend hiring processes to ensure a positive experience for candidates
  
• Form close relationships with hiring managers to ensure clear expectations for candidates and interviewers
  
• Manage daytoday implementation recruitment process from conceptualization through to the completion of the offer of employment
  
• Oversee the creation and management of requisitions including sourcing screening and interviewing qualified candidates.
  
• Implement recruitment best practices ensuring that attracts the bestqualified candidates and keeps in line with industry trends.
  
• Conduct company needs analysis to identify scarce and critical skills required
  
• Create job descriptions and interview questions that reflect the requirements for each position
  
• Source applicants through online channels such as LinkedIn and other professional networks including referrals passive recruiting job boards campus events Internet mining and networking events.
  
• Check candidates references and credentials verifying experience and backgrounds
  
• Screen and vet candidates to include salary negotiations serving as subject matter expert and point of contact.
  
• Oversee the onboarding process to ensure new hires are integrated smoothly and effectively into the organisation
  
• Identify and implement improvements to the recruitment process.
  
• Build and maintain talent pipelines specific to the forward market and organizational goals.
  
• Partner with organisations such as universities professional bodies and industry groups to access a broader talent pool
  
• Stay updated on industry trends and best practices in all aspects of talent acquisition
  
• Maintain records of all materials used for recruitment including interview notes and related paperwork to share with key stakeholders
  

• Develop unique training programs to fulfil employees specific needs to maintain or improve job skills
  
• Create organise plan and present various forms of skills development for employees
  
• Assess training and development needs through surveys interviews and communication with managers
  
• Develop collaborative employee development partnership with department leadership and HR support teams
  
• Conduct regular analysis of the organization s staffing needs and feedback received from employee offboarding in relation to its strategic objectives
  
• Use data to identify external training opportunities and/or develop and conduct presentations and training to improve skills create competencies and build knowledge of the staff
  
• Provide ongoing program reviews and update existing tools and resources to remain current
  
• Maintain accurate and uptodate career development records and reports.
  

• Develop and implement employment branding strategies that enhance the company reputation as an employer of choice
  
• Devise and implement sourcing strategies to build pipelines for potential applicants
  
• Build a strong employer brand by promoting the Company value proposition to potential candidates and by showcasing the company culture values and benefits
  
• Reinforce the company brand through creating and implementing the endtoend hiring process to ensure a positive employment experience for candidates
  
• Seek opportunities to participate in job fairs recruitment events facilities management networking events etc
  

• Manage and administrate learnerships mentorship or any other formal training deemed necessary for the development of the Company L&D strategy
  
• Collaborate with Training Authorities/ Skills Development Functions and Services. Industry Bodies and external Service Providers to ensure that learnership programmes are managed efficiently
  
• Manage and monitor that Learnerships are effectively implemented and the learner competency and retention rate is high
  
• Manage and oversee learnership induction training
  
• Align learning and development with the Employment Equity and Workplace Skill Plan goals targets
  
• Integrate Skills Development strategy with the National Skills Act and SETA scarce skills needs
  
• Ensure training needs identified by EE Committee are addressed and implement in consultation and in line with L&D strategy.
  
• Provide relevant Learning and Development input for Company BBBEE statistics.
  
• Analyse prepare and present reports as required for the Business Leadership outlining objectives and accomplishment of outcomes. And recommend best practices
  
• Submit Workplace Skills Plans (WSP) and Annual Training Reports to SETA as required
  
• Conduct followup studies of completed training to evaluate and measure results
  

• Monitor recruitment promotion learning and development processes in terms of achieving Employment Equity objectives
  
• Partner with line management to ensure company EE plan is consistently practised supported and adopted in line with management principals policies processes and procedures
  
• Support EE committee with all employment equity recruitment and training interventions
  
• Report to relevant Management on the status of employment equity and highlight discrepancies concerns and opportunities to overcome barriers for achievement
  

• Upskill and coach hiring managers across busines units on interview skills job profile design hiring practices and talent management
  
• Coach and support leadership in methods to determine training needs personal development plans assessment methods and measurement systems
  
• Conduct regular meetings with management leaders to ensure compliance to career development plans
  
• Consult with and manage external recruitment agencies and ensure SLA s are in place with the company
  
• Ensure teams are kept up to date of company recruitment initiatives changes and any new policies etc
  
• Oversee coach and manage the talent acquisition team in the full process of recruitment from conceptualization through to the completion of the offer of employment
  
• Ensure staff adherence and full compliance to all Human Resource and Labour Relations recruitment and talent management policies in line with legislation and codes of good practice
  

Requirements

• Grade 12
  
• Bachelor s degree (or equivalent) in human resources management or similar field
  
• At least 4 years of experience in a talent acquisition or similar role
  
• Experience in fullcycle recruiting using various interview techniques and evaluation methods
  
• Experience in using LinkedIn Talent Solutions to proactively source candidates
  
• Professional credential such as HR Certification Institute Minimum Knowledge Requirements
  
• Proficiency with social media CV databases and professional networks
  
• Knowledge of applicant tracking systems
  
• Proficiency in documenting processes and keeping up with industry trends
  
• Strong knowledge of appropriate Acts (LRA BCEA EEA)