Job Description

Position Reports to: Recruitment Manager

Division: Enterprise Design - Enterprise

Location: Pretoria

Advert Closing Date: 23 August 2023

About the Position

The Talent Acquisition Consultant role is to support SARS recruitment efforts by identifying and attracting top talent to meet its staffing needs. This will be in line with the new strategic objectives towards SARS vision 2024 and beyond. There is xe2x80x9ca war for talentxe2x80x9d and it is important that the sourcing and hiring of the right people is done within shorter time frames to enable and support the organizational reinvention through agile, purpose and insight-driven approaches to talent sourcing, acquisition, and mobility.

The Talent Acquisition Consultant will work closely with hiring managers to understand the organization's hiring needs and to ensure that the right candidates are being sourced for each role. Build a diverse and talented workforce that supports the strategic goals.

Job Purpose

To provide expertise, advice and support to develop Recruitment and Selection operational implementation plans and / or associated service delivery processes, by coordinating and facilitating the end-to-end recruitment cycle for the allocated area of the organisation in order to attract the desired skills, to continuously enhance service delivery.

Education and Experience

Minimum Qualification & Experience Required

OR

Senior Certificate (NQF 4) AND 10 years' Talent Acquisition experience in a corporate or agency environment, of which 2-3 years at operational talent acquisition specialist level.

Job Outputs:

Process

• Use current sourcing trends, techniques, tools and technologies to build candidate pipelines and manage the candidate experience throughout the sourcing process for active and future vacancies.
• Assist in determining the type of external sourcing method to be used.
• Brief the recruitment agencies and post the advert on the social media platforms.
• Request the purchase order number, publish the advert on the SARS website and send adverts to Communications for the creation of Job Advert banners for publishing.
• Capture the interview ratings and conduct reference checks on candidates' profile.
• Responsible to shortlist applications, review and finalise and to perform the interview logistics.
• Participate in selection panels and provide interview coaching for hiring managers and panel members.
• Select the job profile linked to the role for advertising and post the advert on SAP Success Factors e-Recruitment after approval from the Hiring Manager.
• Build and maintain solid networks and credible relationships with relevant recruitment stakeholders including line managers and HRBPs to understand the scope of current and future vacancies, as well as to determine appropriate job posting requirements.
• Coordinate and facilitate the end-to-end recruitment which includes, preparing, sourcing, screening, selecting, hiring and on boarding activities.
• Accumulate information to review work progress that provides input to reporting, decision making and the identification of improvement opportunities.
• Apply practical and applied knowledge and act authoritatively on methods, systems and procedures to identify trends and potential risks.
• Communication of situational interpretation and judgement of work outputs and queries in area of specialisation.
• Correctly apply policies, practices, standards, procedures and legislation in the delivery of work outputs.
• Draw on own knowledge and experience to diagnose symptoms, causes and possible effects in order to solve emerging problems.
• Execute specialist input through investigation &opportunities within the product process including risk concern.
• Initiate process and procedural change, implement the change and provide guidelines and support related to new requirements as a result of the change.
• Plan for value-added process improvements, initiatives and services to deliver on operational strategy and objectives.
• Provide specialist input through the investigation of opportunities for operational and process product and risk optimisation.
• Daily update of Talent Attraction report.
• Close Recruitment process and ensure Records are loaded on Success Factors and the Shared Folder.

Governance

• Ensure that completed work adhere to relevant policies, procedures, governance and legislative requirements and report on deviations & discrepancies.
• Implement and provide input into the development of governance, compliance, integrity and ethics processes within area of specialisation

People

• Develop and maintain productive working relationships with peers and team members to achieve predefined objectives.
• Search for, integrate and share new knowledge attained through formal and informal learning opportunities in the execution of your job.

Finance

• Adhere to organisational policies and procedures to ensure cost effectiveness and reduction of financial costs.

Client

• Contribute to a culture of service excellence, which builds positive relationships and provides opportunity for feedback and exceptional service.
• Provide authoritative, specialist services, expertise and advice to internal and external stakeholders

Behavioural competencies

• Problem Solving and Analysis
• Analytical Thinking
• Accountability
• Conceptual Ability
• Relationship Management and Networking
• Honesty and Integrity
• Trust
• Respect
• Fairness and Transparency

Technical competencies

As a Talent Acquisition Consultant, it is important to have a strong technical skill set in order to effectively carry out your role. The following are some of the key technical competencies that a Talent Acquisition Consultant should possess:

• Recruitment software and tools: Knowledge of various recruitment software and tools, such as applicant tracking systems (ATS), candidate management systems, and job boards is essential for a Talent Acquisition Consultant.
• Sourcing techniques: The ability to source and attract top talent using various techniques, such as direct sourcing, social media recruiting, and employee referrals.
• Social media expertise: Knowledge of various social media platforms, such as LinkedIn, Twitter, and Facebook, and the ability to leverage them to recruit and engage with potential candidates is critical.
• Employment and labour law: Understanding of employment laws, regulations, and labour laws related to recruitment and hiring.
• Communication skills: Excellent communication skills, both verbal and written, are necessary in order to effectively interact with candidates, hiring managers, and other stakeholders involved in the recruitment process.
• Interviewing skills: The ability to conduct effective and consistent interviews, using behavioral-based and competency-based techniques.
• Assessment and selection: Knowledge of various assessment and selection tools, such as skills tests, psychometric assessments, and reference checks, and the ability to use them effectively, is important for ensuring the right fit between the candidate and the organization.
• Negotiation skills: The ability to effectively negotiate offers, salaries, and other terms and conditions with candidates.
• Data analysis and reporting: The ability to analyze recruitment data and provide insightful reports on key metrics, such as time-to-hire, cost-per-hire, and source-of-hire, is important for measuring the effectiveness of recruitment efforts and making data-driven decisions.
• Commitment to continuous learning: A strong commitment to continuous learning and staying up-to-date with best practices and new developments in the field of talent acquisition.

• Attention to Detail- The ability to take all relevant details into account to ensure that a task is completed to required standards.
• Organisational Awareness- Knowledge of the organisation, policies, procedures, services, products and business operating model.
• Building Sustainability- Redeploys and adjusts existing structures and resources to improve performance or to bring it up to standard and to address a short-term need.

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Compliance Competency

• GOC Confidential

Employment Equity

The Employment Equity policy of SARS will be considered as part of the recruitment and selection process and Persons with Disabilities are encouraged to apply. Successful candidates will be required to undertake an oath of secrecy, pre-employment screening, case study, pre-assessment, psychometric assessment and or vetting, and a declaration of private interest. The appointment is also subject to appropriate reference(s) and security clearance where applicable.

South African Revenue Service