Recruitment Officer

MINIMUM REQUIREMENTS

NQF Level 7 qualification in Human Resources Management or equivalent

5 years minimum of experience in recruitment and HR Generalist. Experience in mass recruitment projects is essential

Candidate must have worked with SAP Success Factors or equivalent.

SABPP Registration

• Strong knowledge of recruitment practices and employment legislature
• Knowledge of leading recruitment trends in the market
• Ability to match role specification to applicant competencies
• Ability to work under pressure
• Proactively establishes and maintains relationships. Engenders trust, respect and the building of meaningful relationships across a variety of contexts
• Ability to influence towards common viewpoint where agreement is reached
• The ability to demonstrate attention to detail
• Excellent communication skills (written and verbal).

Partnering with HR Team Leader to determine staffing needs

Manage day-to-day recruitment processes ensuring that recruitment needs meet business objectives.

Ensure standardised recruitment processes and compliance to HR policy and associated recruitment regulatory framework, codes of good practice in recruitment, talent pipelining and workforce planning, across all organisation's offices.

Ensure that recruitment procedure and selection documentation, including online process flow, is completed from commencement of recruitment process to completion by relevant parties, leveraging the HR Professionals (HRP) where required

Serve as primary liaison with recruitment providers

Manage entire recruitment process for respective area.

Provide input for offer and agreement of employment in consultation with HRP and/or HR Team Leader.

Submit role specifications on Organistion's applicable external and internal job advertising platforms.

Draft regret letters and send them to unsuccessful candidates.

Ensure all HR records in relation to recruitment processes are maintained

Network and understand industry relevant talent forums and communities and actively engage these communities to ensure active pipelining

Hoist and support proactive Talent engagement sessions and forums

Provide staff analytics and forecasts in terms of recruitment needs for respective area versus appointments made and report on findings.

Present key HR metrics and initiatives to the HR Team at staff meetings.

Strive for continuous improvement of HR processes.

Provide input into workforce plan quarterly to support the business objectives.

Provide input for the quarterly reporting and update of the workforce plan including budget information (actuals vs forecast), track progress in attaining employment equity plan through recruitment exercise.

Provide analysis on third party spend versus success of placements

Tactical project management of talent management service providers

Upload/advertise vacancies on relevant portals

Screen CVs according to job requirements

Arranging interviews with panel members and candidates

Send out interview confirmation correspondence

Booking boardrooms for interviews

Preparation and printing of interview packs

Liaison with candidates

Oversee all necessary employment screening within respective area in line with organisation's recruitment policy.

Carefully scrutinise feedback received from external screening company to ensure that employment reference outcome and other background screening feedback is satisfactory prior to extending interview invitations to shortlisted candidates.

Notify HR Team Leader of any issues of concern arising from background screening outcome.

Manage job seekers response handling for respective area .