Talent Acquisition

Red Ember Recruitment; Cape Town; On-site; ZAR 300 000 - 600 000; Full time

Job summary

A forward-thinking company is seeking a dedicated Talent Acquisition Specialist to enhance their recruitment efforts in Cape Town. This role involves creating innovative hiring processes, building strong relationships with hiring managers, and ensuring a seamless onboarding experience for new hires. The ideal candidate will have a solid background in talent acquisition, with a focus on developing effective recruitment strategies and fostering a positive employer brand. Join a dynamic team where your expertise will contribute to shaping the workforce and driving organizational success.

Qualifications

• At least 4 years of experience in talent acquisition or similar role.
• Proficiency in using LinkedIn Talent Solutions for sourcing candidates.

Responsibilities

• Manage end-to-end recruitment processes and improve candidate experience.
• Develop and implement employment branding strategies to attract talent.

Skills

Talent Acquisition

Recruitment Strategies

Interview Techniques

Relationship Management

Onboarding

Employment Branding

Training and Development

Employment Equity

Data Analysis

Compliance Knowledge

Education

Grade 12

Bachelor’s degree in Human Resources

Tools

LinkedIn Talent Solutions

Applicant Tracking Systems

Social Media Platforms

Job description

Red Ember Recruitment is looking for a Talent Acquisition Specialist to join their dynamic team in Cape Town.

POSITION INFO:

Please see the job description below:

Talent Acquisition:

• Act as a talent advisor with key stakeholders to identify innovative recruitment strategies.
• Create and implement end-to-end hiring processes to ensure a positive experience for candidates.
• Form close relationships with hiring managers to ensure clear expectations for candidates and interviewers.
• Manage day-to-day 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 attract the best-qualified candidates and keep 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 organization.
• Identify and implement improvements to the recruitment process.
• Build and maintain talent pipelines specific to the forward market and organizational goals.
• Partner with organizations 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.

Talent Development:

• Develop unique training programs to fulfill employees' specific needs to maintain or improve job skills.
• Create, organize, 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 partnerships with department leadership and HR support teams.
• Conduct regular analysis of the organization’s staffing needs, and feedback received from employee off-boarding, about 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 up-to-date career development records and reports.

Employment Branding:

• Develop and implement employment branding strategies that enhance the company's 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 by creating and implementing the end-to-end hiring process to ensure a positive employment experience for candidates.
• Seek opportunities to participate in job fairs, recruitment events, facilities management networking events, etc.

Learning and Development:

• Manage and administrate learnerships, mentorship, or any other formal training deemed necessary for the development of the company's L&D strategy.
• Collaborate with training authorities/skills development functions and services. Industry bodies and external service providers ensure that learnership programs are managed efficiently.
• Manage and monitor that learnerships are effectively implemented, and the learner competency and retention rate are 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 the EE committee are addressed and implemented in consultation and in line with the 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 and annual training reports to SETA as required.
• Conduct follow-up studies of completed training to evaluate and measure results.

Employment Equity:

• Monitor recruitment, promotion, learning, and development processes in terms of achieving employment equity objectives.
• Partner with line management to ensure the company EE plan is consistently practiced, supported, and adopted in line with management principles, 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 to achievement.

People Management:

• Upskill and coach hiring managers across business 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 with career development plans.
• Consult with and manage external recruitment agencies and ensure SLAs are in place with the company.
• Ensure teams are updated on company recruitment initiatives, changes, 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 full-cycle 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)