Talent Acquisition Specialist

4 days ago

Cape Town, Western Cape, South Africa Red Ember Recruitment Full time

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)
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