Talent Acquisition Team Leader

**Talent Acquisition Specialist**

**Introduction**

Our client is a trusted Managed Solutions Provider and they require a dynamic Talent Acquisition Specialist from a similar environment to join their dynamic and very supportive team and culture.

The successful individual must be willing to function in a team lead capacity.

**Location of the role**:
You can be based either in Johannesburg or Stellenbosch and the role is mostly remote.

**Purpose of the role**

**Minimum Requirements**
- A minimum of 3-5 years proven experience as a Talent Acquisition Specialist or similar role
- A degree in Human Resources Management or relevant field
- Talent acquisition experience within an IT-related field or for a Microsoft Service Provider
- An understanding of the differences between various roles within an IT organisation
- Hands-on experience with full-cycle recruiting using various interview techniques and evaluation methods
- Hands-on experience with sourcing techniques on multiple channels (e.g. LinkedIn, PNet) and developing sourcing strategies
- Knowledge and experience working on an Applicant Tracking Systems
- Recruitment best practice
- Proven competency-based interview experience across a variety of roles and levels
- Proficiency in MS Office and web-based recruiting and sourcing tools
- Must enjoy working in a team and creating a team environment of collaboration.

**CORE COMPETENCIES**
- Advanced verbal and written communication skills
- Excellent interpersonal skills and demonstrated ability to work with all levels in the organisation and communicate effectively regarding sensitive and confidential matters.
- Advanced skills in building trust and relationships as well as fostering a collaborative working environment
- Advanced skills in professionalism, attention to detail, ability to prioritise and handle stress
- Intermediate skills in being innovative and willing to share ideas for new ways of working

**Responsibilities**:
**Strategic planning of recruitment initiatives**
- Collaborate with the hiring manager and People Operations team to analyse and identify business needs.
- Conduct a skills gap analysis to determine the gap between the skills required and the skills currently held by the employees.
- Forecast quarterly and annual hiring needs by department.
- Co-develop and implements an effective sourcing strategy for scarce talent.
- Conduct research and provide insight on competitors and peer organizations.
- Co-develop and implements an effective sourcing strategy for scarce talent.
- Develops and maintains a talent pool for current and future hiring needs.
- Keep key stakeholders informed about the status of the various roles.
- Analyse hiring metrics, compile reports, and provide insights into the recruitment lifecycle to guide and inform decision making.

**Setup and preparation of recruitment initiatives**
- Design job descriptions and interview questions that reflect each position’s requirements.
- Administration and configuration of recruiting software.
- Compile all recruiting related documentation in line with the Company’ standard recruitment process.
- Negotiate terms and consult with talent sourcing agencies.
- Create and post job advertisements on various platforms.

**Recruitment life cycle**
- Collaborate with the hiring manager and People Operations team to identify staffing needs, selection criteria and to manage sourcing and recruiting activities.
- Partner with hiring managers and colleagues to manage full recruitment life cycle using our Applicant Tracking System.
- Schedule screening calls, interviews and assessments.
- Provide psychometric feedback to hiring managers.
- Ensure that “best practice” recruitment guidelines are administered throughout the recruitment process

**Employee Value Proposition**
- Collaborate with the People Operations and Marketing teams to create a strong EVP.
- Launch interventions to make the Company an appealing brand to work for.

**Internal talent interventions**
- Collaborate with People Operations to train and advise hiring managers on competency-based interviewing techniques and other assessment methods.
- Job Grading and Salary Benchmarking.
- Contribute to succession planning of individuals to meet future business needs.