Job Description

Job Summary

Recruitment Specialist, Centurion- Johannesburg will implement the end-to-end recruitment and selection process and practices to attract candidates with the right skills and capabilities in line with the workforce plans, Employment Equity plans and delivery of the organisationxe2x80x99s strategic objectives.

KEY PERFORMANCE AREAS

• Recruitment and Selection

• Implement recruitment plans and strategies that enable the identification, attraction and sourcing of appropriate candidates and recommend sourcing channels/mediums, best practices and processes.

• Conduct consultations with hiring managers to understand the requirements of the role and formulate a recruitment plan, timelines, and secure interview panel availability.

• Schedule and conduct agency briefings with the hiring manager to ensure understanding of the role and set agreed timeline and budgets.

• Prepare advertisements and coordinate the publishing of adverts through suitable advertising mediums both internally and externally.

• Screen applicants and compile long and short-list of candidates for hiring managers.

• Conduct interviews and provide advice to the interview panel during the interviews and support the hiring managers in the decision-making process by providing meaningful insights and recommendations.

• Recruitment Systems & Administration Management

• Process all internal and external recruitment through the clients recruitment system.

• Administer and submit all hiring documents for new employees in compliance with the recruitment policy and process.

• Prepare, process and coordinate the following:

o Required documentation to initiate the recruitment process

o Co-ordination of the interviewing process by scheduling interviews, preparing interview packs and consolidating post interview reports for selection process.

o Reviewing of employment application and background check reports to ensure candidates meet the pre-employment assessment criteria.

o Gathering of candidate information to prepare pre-hire documentation and request remuneration offer for successful candidate.

o Ensuring pre-appointment checks are completed, amongst others, psychometric assessments, reference checks, qualifications, declaration of interest and PEP checks.

o Preparation of offer letters, employment contracts and dashboards as per the delegated approval levels

o Facilitation of requests to service providers for psychometric assessments and schedule feedback sessions to discuss outcomes and reports with the interview panel.

o Compilation of recommendations based on inputs from the interview panel, interview minutes and assessments conducted and include in new hire packs.

o Presenting the offer to the candidate/agency, conduct negotiation process where required and advise key stakeholders on outcome.

o Communicating to unsuccessful candidates and ensure that the communication is in line with the agreed timelines.

• Any other duties as assigned.

Recruitment Specialist

Stakeholder Management and Reporting

• Build and maintain relationships with hiring managers and keep them informed on recruitment progress and amendments to policies and procedures.

• Prepare a recruitment dashboard for areas of responsibility and present recruitment progress against recruitment plans and targets and recommend remedial action for recruitment challenges.

• Attend to recruitment queries and support business draft their recruitment plans to ensure vacancies are filled timeously and within budget.

• Design and implement a relevant recruitment dashboard to track and measure key performance areas.

• Support the management of third- party relationships and monitor performance on service level agreements.

• Prepare and distribute recruitment progress reports per the agreement to the Head: HCBP and the Group Executive: Human Capital.

Key measurements of outputs

• Vacancies filled within the agreed timelines

• Quality of the recruitment administration processes xe2x80x93 pre and post hire

• Quality of progress reports prepared and distributed as per the agreed timeframes, inter alia, but not limited to:

o Number of vacancies filled

o Active vacancies tracked against the monthly vacancy report

o Time to fill per vacancy

o Number of closed vacancies

o Number of offers declined / reasons for declining offers

o Adherence and meeting of recruitment targets and plans

KEY INTERNAL LIAISON RELATIONSHIPS

1. Group Executives & Heads

2. Human Capital Units

3. Hiring Managers

4. Agencies and Stakeholders

KEY EXTERNAL LIAISON RELATIONSHIPS

1. Recruitment Agencies

2. Assessments Service Providers

3. Risk Assessment Service Providers

4. Recruitment System Stakeholders

Recruitment Specialist

QUALIFICATIONS & EXPERIENCE

1. Bachelorxe2x80x99s degree in Human Resources/ Industrial Psychology or equivalent

2. A minimum of 7 to 10 yearsxe2x80x99 experience as a recruitment specialist with full-cycle recruiting, using various interview techniques and evaluation methods

3. Demonstrated experience with regards to working with a broad range of stakeholders including Senior Human Capital, Executive: Human Capital and Management.

4. Demonstrated knowledge of the various labour legislations such as the basic conditions of employment, labour relations and employment equity.

5. Demonstrated experience in head hunting and targeting highly skilled resources.

6. Familiarity with social media, C.V. databases, and professional networks

7. Knowledge of Applicant Tracking Systems

8. Experience in using LinkedIn Talent Solutions to proactively source candidates

9. Demonstrated ability to work in highly pressurized environment

Advantageous Experience:

Experience using Graylink (Neptune) as a sourcing tool will be an advantage

COMPETENCIES

1. TECHNICAL COMPETENCIES

a) Solutions Focused

• Identifies complex problems based on a broad range of factors, many of which are ambiguous or difficult to define.

• While remaining guided by organisational values, identifies optimal solutions, thinking first in terms of possible approaches and flexibilities in the system vs. blind adherence to rules or procedures.

• Evaluates the effectiveness and efficiency of solutions after they have been implemented and identifies needed changes.

b) Detail Orientation

• Reviews all relevant information or aspects of a situation before taking action or making a decision.

• Pays close attention to details that are important to others to make sure they are right.

• Verifies that work has been completed according to the standards and procedures.

c) Negotiations Skills

• Is able to state own case, leaving some room for negotiation.

• Is well-versed with negotiation protocol and etiquette.

• Is able to successfully conclude simple negotiations on a factual basis.

• Knows when to seek advice/guidance during a negotiation.

d) Planning and Organizing

• Uses time management procedures effectively.

• Can exercise independent judgement regarding all planning and organising issues.

Recruitment Specialist

• Uses specialised software to plan and manage own time.

• Plans and manages multiple priorities and deadlines.

e) Recruitment and Selection

• Knowledge and understanding of recruitment and selection policy and procedure, and ability to advise on selection methods.

• Ability to take a lead role in supporting line managers in selection processes. May provide specialist input to selection decisions for critical roles, e.g., administering, interpreting and providing feedback on personality and other tests.

• Ability to act as a source of advice and support across, on recruitment and selection issues, and answer more complex questions.

2. BEHAVIOURAL COMPETENCIES

a) Teamwork and cooperation

• Promotes a friendly climate and good morale, and resolves conflicts

• Creates opportunities for cross-functional working.

• Encourages others to network outside of their own team/department and learn from their experience.

b) Decisiveness

• Makes timely decisions about complex issues even when some information is missing

• Makes decisions and stands by them even when they are controversial or unpopular

• Grasps critical business opportunities when they arise by making timely decisions

c) Driving delivery of results

• Identifies and implements a business opportunity that will have long term impact on the business

• Monitors progress and adapts plans if necessary to ensure optimal benefit to the programme

• Makes decisions, sets priorities, or chooses goals on the basis of inputs and outputs: makes explicit considerations of potential profit, return on investment, or cost benefit analysis.

• Based on cost benefit analysis, makes decisions of entrepreneurial risk nature

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