Location: Bellville, Cape Town

Reporting to: HR Executive

Role purpose

The Talent Acquisition Specialist is responsible for the recruitment process. Screening and testing procedures applied within company policies. Responsible for all administration and management related to the recruitment and onboarding process. May have supervisory responsibilities.

Specific areas include, but not limited to:

Talent Acquisition Specialist job description should contain the following duties and responsibilities (but not limited to):


Strategic Focus:

• Plan and implement company talent acquisition strategy


• Develop company's policy for talent benchmarking, talent assessment and interviewing


• Perform analysis of organizational development and anticipate future employment needs

Act as partner:

• Partnering with the business on talent acquisition for the business. (Specific emphasis to Project space and Operations department)


• Management and creation of key stakeholders and partners for this role to ensure strong internal and external work ethos
  
  
  
  • Key stakeholder relations within the project space
  
  
  • Key stakeholder relations within the Ops space
  
  
  
  

Vendor Management

• Creation of a sound relationship with recruitment vendors for the business with specific emphasis to specialised skills for the project space (reference EOH, etc etc)


• This includes managing and negotiating the fees for talent before they come to Curo


• Increase the vendor database for the organisation thereby creating new ones that will help the business in talent sourcing

Recruitment

• HR as the main source for talent acquisition


• Ensure that the Head of talent acquisition is the main source and a go to person on any matters regarding talent sourcing within Curo, this includes consultants, Fixed term contractors and permanent employees


• Create and manage an active database for the organisation


• Creation of heat maps and ensure that the heat maps are kept engage


• Produce an SLA that specify clear turnaround times


• Provide a clear road map as to how talent acquisition within Curo is done (process mapping for talent acquisition based on levels)


• Management of an active career portal for the organisation and ensure its effectiveness when sourcing applicants


• Talent acquisition tools
  
  
  
  • Ensure that the organisation has active tools to acquire talent, relevant tool befitting the virtual status of our organisation, ensuring the use of specialised tools which are relevant to the market today
  
  
  
  


• Graduate Recruitment and Bursary Scheme placement for the business.


• Designing and manage recruitment and selection processes (resume screening, screening calls, interviews etc.)


• Reviews employment applications and background check reports


• Serve as brand ambassador at various events, like career fairs or on-campus recruiting events


• Represent company internally and externally at events with a goal of networking and relationship building with potential candidate communities


• Build long-term relationships with past and potential candidates


• Manage respective candidate pools to ensure qualified candidates remain engaged in current or future opportunities


• Administer and submit all hiring paperwork for new employees


• Generate monthly updates for company's leadership about upcoming talent acquisition initiatives

Reporting and Communication:

• Create monthly reports on key talent acquisition metrics


• Communicate regularly with HR department to get a clear view of company's hiring needs and organizational goals


• Work closely with marketing department to develop creative ways for addressing talent acquisition challenges

Onboarding and Offboarding

• Counsel the candidate on corporate benefits, salary, and corporate environment


• Creation of an onboarding platform which will enable a virtual status of our organisation.


• This is broad as not only onboarding for new starters will be the only requirement, Curo should have a process map that ensures that employees are engaged before they come to our organisation.


• This means a liaison with the OD Specialist to ensure that assessment links are sent to individuals before they start.


• Employee pictures are received before employees start.


• Curo handbook or specific items on the Curo handbook are sent before employees start

Job Profiling

• Ensure that all roles within the organisation are signed off, this will be dependant on the business readiness on the system REMProfile and REMeasure.

Competencies: Experience, Skills and Behavioural Attributes

• Previous working experience preferably as a Talent Acquisition Specialist for 3-5 year(s)


• Relevant qualification in Human resources or similar relevant field


• In-depth knowledge of candidates selection methods


• Excellent understanding of full cycle recruitment processes


• Outstanding communications and interpersonal skills


• Impactful presentation style


• Excellent organizational and time management skills


• Ability to multitask and prioritize daily workload


• Creative thinker and proactive problem solver


• A positive, "can do" attitude