Talent Acquisition Specialist

Job Overview:

To take charge of planning and guiding talent sourcing needs and goals, specifically related to where and how we will source for talent we need to meet our acquisition needs and thereby contributing to overall business success. Create and execute on a sustainable talent attraction and acquisition tactical plan and process across Jumbo to appoint top talent and execute the end-to-end talent sourcing and attraction process.

Reporting Structure: Talent Acquisition Specialist will report directly to the National HR Manager

Minimum requirements:

Grade 12/ Matric

National Diploma or equivalent qualification in Human Resources Management

3 + years’ experience in the retail industry in a similar role or in a recruitment agency

Valid Driver’s License – Code 8 unendorsed (must be able willing to travel)

Computer Literate i.e. Microsoft Office package

Experience in various recruitment and selection techniques

Experience in job analysis, role profiling and competency-based interviews

Experience in the professional use of sourcing channels and platform e.g., LinkedIn, indeed, Ditto.HR

Key Responsibilities:

Recruitment Process and Policy:

Own and drive talent sourcing, selecting and acquisition process, which will include the building of local talent sourcing pipelines aligned to the company's Talent Management and Employment Equity plans

Assess current recruitment policies and processes and ensure compliance is adhered to, to minimize the company’s exposure to adverse outcome of complaints, litigation, audits, and inspections

Continuously improve and update recruitment templates and documentation

Introduce key assessment tools

Introduce standardised interview techniques and train line managers on recruitment process and interview techniques

Recruitment needs analysis:

Work closely with relevant business heads, to understand objectives and construct plans to improve recruitment performance and create and implement talent tactical plans

Execution and creation of relevant talent sourcing pools that meet the demanding needs of the organisation and ensuring a steady pipeline of ready talent into the business

Analyse the company's Talent Plans to assess internal versus external talent needs

Anticipating the company’s future talent need (future store openings/expansion) and working with managers to advise on sourcing, selection and acquisition tactics that will help to sustain success

Sourcing, attract and select:

Effective and efficient use of our recruitment management system

Re-assess all current adverts used and re-look job specifications with the HRBP

Provide a comprehensive recruitment and selection service to ensure Time to Fill is within company norms

Fulfil multiple roles that ensure consistent levels of workforce talent. This will include hands-on involvement, and acquisition of all top talent and diverse candidates across all levels of the organisation

The creation and improvement of the relevant workflows, the selection and management of relevant sourcing and acquisition platforms and partnering with internal and external stakeholders to deliver on the talent needs of the company will be vital

Communicating with external sources, i.e., peer organisations, service providers, talent sourcing originator to ensure the most appropriate solutions to enable the business

Brand Ambassador:

Enhance the company’s external brand through job portals, social media and by attending, organising, and facilitating career fairs and other events

Partner with stakeholders to create, and market the company as an attractive employer brand across the territories in which we operate and ensure the placement of a successful pool of candidates that meets the business needs and fits the culture of the business

Drive word-of-mouth employer brand awareness building

Continuously update and maintain website, online career portals etc.

Reporting:

Compile regular weekly, monthly and ad hoc acquisition and project reports on recruitment and social media activities

Report on recruitment trends in the retail industry

Determine metrics to track and monitor the effectiveness and efficiency of the recruitment function

Conduct effective workforce forecasting, and reporting as is relevant and requested

Key Skills and Competencies:

Ability and Adaptable when working under pressure

Ability to use own initiative and make decisions

Creative and Forward Thinking

Good attention to detail

Good communication Skills on all levels

Customer insight and focus

Team Player

Accuracy and good eye for detail

Willingness to learn

Excellent communication and people skills

Organized and Driven

Problem-solving ability

Market Research Skills