Job Description

Job Summary

PURPOSE OF THE JOB

The Talent Acquisition manager partners with the recruitment team together with the Hiring managers to oversee the sourcing, interviewing, evaluation and successful placement of top talent within the organisation both in the contact centre and support environment.

Key Responsibilities

People Management

• Responsible for the day-day management of the recruitment team
• Deal with all disciplinary issues arising within the department
• Leave authorisation & attendance management
• Performance Review and monthly 1-1 to be conducted
• Conduct regular team meetings with staff to update them on what is required by the business
• Sit in on meeting conducted by the recruitment team to provide support and direction where needed
• Provide guidance and support to the team when required
• Allocation of work to the team and management of output

Capacity Management

• Manage capacity planning activities in line with the budget
• Work with marketing to define advertising requirements
• Monitor the effectiveness of the advertising
• Implement staff referral program
• Analysis of best sources of candidates and build strategy to maximise attraction opportunity
• Conduct regular workshops on recruitment techniques with Hiring managers
• Ongoing profiling exercise
• Proactively source and engage candidates through use of social media and other online tools, measuring effectiveness of each
• Partner with the various sales managers to understand the departments recruitment needs and individual portfolios
• Sit in on interviews
• Conduct collaboration sessions with the hiring manager and recruitment officers to ensure alignment
• Sit in and contribute to senior level interviews
• Deliver on key initiatives including Inclusion, Diversity and Equity
• Liaise with required service providers to ensure effective delivery (MIE, Agencies , Payspace, Pnet, etc)
• Sign off on all adverts before it goes live

Reporting

• Provide insights on effectiveness of recruitment activities
• Daily reporting on progress against capacity plan
• Monthly reporting against set metrics specifically around time to fill, cost per hire, month 1 performance, CT
• Evaluate current recruitment practices and build a culture of continuous improvement
• Work with Learning to consolidate data and better understand throughput rates to best forecast recruitment needs

Requirement Tools and Technlogy

• Work with marketing to create positive brand awareness to aid talent attraction posted on the various platforms
• Review recruitment tools used are best fit for purpose
• Work with Hiring managers to define recruitment guide and score cards prior to the second interview
• Host regular open day events both on site and virtual events
• Breezy HR system is used for all applicant tracking with no relevance on other external documents
• The Breezy system is regularly updated and pipelines reviewed to ensure it is a reflection of the company
• Candidate must use the Breezy system to input their information at the point of recruitment creating a paperless environment
• Candidate experience is articulated in business processes
• Communication touchpoints are defined with clear messaging, keeping the candidate information
• Candidates are contacted timeously
• Candidates have easy access to the recruitment team
• Candidates are well aware of the process and are prepped for the interview with the Hiring managers
• Any assessments that are conducted are communicated and arrangements for feedback are made where appropriate
• All candidate information is appropriately stored and access controlled

Ad-hoc Requirements

• Special projects
• Run bespoke training workshops when required
• Ensure the induction experience for a new starter is aligned to the company's values

Pre-Assessment

• Create a batch of assessment pre - interview to give insight on current level of skill
• Assess candidates based on predefined criteria
• Conduct various assessment days when required in line with business requirement
• Ensure proper records of all learners attending the assessment centre

Knowledge, Skills & Experience

• Experience in managing a team
• Ability to work with different levels and to motivate
• Coaching approach
• Understanding of company performance management processes
• Ability to develop the team and maintain high levels of motivation
• Resource planning
• Contact centre environment
• Advertising
• Data analytics
• Planning and organising work schedules
• Facilitation / presentation
• Excel
• Build relationships with people easily
• Presentation ability
• Understanding of current industry/market conditions
• Sound understanding of the Assessment principles
• Understanding of the updated legislation
• Proper understanding of FAIS requirements
• Record keeping and understanding the FSB requirements
• Systems thinking methodology
• Understand the operational environment
• Understand the coaching techniques
• Understand different personality types
• Ability to translate request into a workable project
• Critical thinking
• Project management
• Process orientated
• Interview skills
• Training and development
• Understanding the sales environment
• Understanding different personalities

Behaviours / Competencies

• Approachable
• Consistent
• Teamwork
• Persuasive
• Impact and influence
• Partners with stakeholders
• Detail orientated
• Quick to action
• Detail conscious
• Analytical
• Logical
• Communication skills
• Self-confident
• Negotiating skills
• Logical
• Analytical
• Developmental
• Communication
• Flexible
• Conflict handling
• Developmental
• Approachable
• Motivational
• Honest and open
• Inspirational
• Creative
• Passionate
• Flexible
• Good stress management
• Organised
• Listening
• Attention to detail.
• Good
• Communication

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