Talent Acquisition Specialist

Boxer Superstores; Durban; On-site; ZAR 30 000 - 60 000; Full time

Job summary

An established industry player seeks a dynamic Talent Acquisition Specialist to enhance their recruitment processes. This role focuses on attracting top talent through innovative strategies, including AI-driven tools, while managing both high-volume and specialized recruitment efforts. You will partner with hiring managers to ensure a seamless candidate experience and compliance with industry regulations. If you are passionate about recruitment and eager to make a significant impact in a fast-paced environment, this opportunity is perfect for you. Join a forward-thinking team dedicated to building a diverse and talented workforce.

Qualifications

• 8-10 years in recruitment, focusing on bulk recruitment and headhunting.
• Strong knowledge of employment legislation and reference checking.

Responsibilities

• Manage full-cycle recruitment for various roles and lead bulk campaigns.
• Engage with line managers to understand hiring needs and define requirements.

Skills

Bulk Recruitment

Headhunting

Stakeholder Engagement

AI Recruitment Tools

Analytical Thinking

Communication Skills

Education

National Diploma in Human Resources

Bachelor’s Degree in Human Resources

Tools

ATS Platforms

LinkedIn Recruiter

Excel

Job description

Job Title: Talent Acquisition Specialist

Department: Human Resources

Location: Westville, Durban

Reporting to: Group Talent Manager

Job Purpose:

To attract, source, and recruit top talent through both strategic and high-volume (bulk) recruitment efforts, including specialist headhunting. This role partners closely with line managers to deliver efficient, compliant, and high-quality hiring outcomes aligned to the organisation’s talent strategy.

The incumbent will also be expected to embrace and leverage AI-driven recruitment tools and platforms to enhance sourcing, improve hiring efficiency, and support data-led decision making in talent acquisition.

Key Responsibilities:

1. End-to-End Recruitment Management:

• Execute full-cycle recruitment for a variety of roles, including general, technical, and management vacancies.
• Lead and manage bulk recruitment campaigns (e.g., graduate intakes, store openings, peak trading), including scheduling, logistics, and candidate management.
• Draft and post job adverts across internal and external platforms.
• Integrate AI-based screening and workflow tools to improve accuracy and reduce time-to-fill.

2. Talent Sourcing & Headhunting:

• Proactively headhunt passive candidates for scarce and specialist roles using platforms like LinkedIn Recruiter, Boolean search, and AI-sourcing algorithms.
• Build and manage talent pipelines for key roles aligned to workforce planning.
• Stay current on industry trends, competitor movements, and talent availability.

3. Stakeholder & Hiring Manager Engagement:

• Work closely with line managers to understand hiring needs and define role requirements.
• Provide expert guidance on interview techniques, market conditions, and recruitment best practices.
• Schedule and support interviews and assessments.

4. Candidate Experience & Selection:

• Manage all touch points of the candidate journey with professionalism and care.
• Conduct pre-employment checks including reference checks, criminal checks, and qualifications verifications where applicable.
• Ensure timely communication and feedback to all candidates.

5. Compliance & Reporting:

• Ensure all recruitment activities comply with company policies, POPIA, EE targets, and relevant labour legislation.
• Maintain accurate and up-to-date recruitment records, including interview notes and reference check documentation.
• Generate regular recruitment reports including time-to-fill, source of hire, cost-per-hire, and diversity data.
• Utilize AI-driven dashboards and analytics to improve recruitment outcomes and workforce planning.

6. Graduate Programme Recruitment:

• Design, coordinate, and execute the full graduate recruitment cycle to attract high-potential talent across various disciplines.
• Build and maintain relationships with external institutions such as SETAs, universities, and colleges to support talent sourcing.
• Manage the end-to-end application process including advertising, screening, assessments, interviews, and onboarding.
• Drive employer brand awareness through digital platforms and targeted graduate marketing campaigns.
• Align graduate placement with long-term workforce planning, succession goals, and business area talent needs.
• Act as a key liaison and support structure between graduates and business stakeholders to ensure graduates receive appropriate training, feel supported, and are set up for success.
• Monitor graduate progress and satisfaction, resolving issues proactively and escalating concerns when necessary to enhance retention and development outcomes.

Minimum Requirements:

• National Diploma or Bachelor’s Degree in Human Resources, Industrial Psychology, or a related field.
• Minimum of 8–10 years’ experience in a recruitment environment, with proven exposure to both bulk recruitment and headhunting.
• Strong working knowledge of ATS platforms, LinkedIn Recruiter, and Excel.
• Experience using or implementing AI-powered recruitment tools is highly advantageous.
• Solid understanding of employment legislation and reference checking protocols.
• Previous experience recruiting in FMCG, retail, or other high-volume industries is preferred.

Key Competencies:

• Strong bulk recruitment project coordination
• Advanced headhunting and sourcing techniques
• Ability to work under pressure and manage multiple vacancies
• Excellent verbal and written communication skills
• Analytical thinking and recruitment metrics orientation
• Strong stakeholder relationship-building
• High attention to detail and compliance accuracy
• Technologically curious and open to digitally enhancing hiring processes

Performance Indicators:

• Time-to-fill and vacancy turnaround metrics
• Volume and quality of hires in bulk campaigns
• Placement success rate of headhunted candidates
• Accuracy and timeliness of reference checks
• Hiring manager satisfaction scores
• Retention rate of new hires at 3, 6, and 12 months
• Compliance with recruitment records and audit readiness
• Adoption and impact of AI and recruitment automation tools