Talent Acquisition Specialist

Talent AcquisitionAct as a talent advisor with key stakeholders to identify innovative recruitment strategies.Create and implement end-to-end hiring processes to ensure a positive experience for candidates.Form close relationships with hiring managers to ensure clear expectations for candidates and interviewers.Manage day-to-day implementation of the recruitment process, from conceptualization through to the completion of the offer of employment.Oversee the creation and management of requisitions, including sourcing, screening, and interviewing qualified candidates.Implement recruitment best practices, ensuring that the process attracts the best-qualified candidates and aligns with industry trends.Conduct company needs analysis to identify scarce and critical skills required.Create job descriptions and interview questions that reflect the requirements for each position.Source applicants through online channels, such as LinkedIn and other professional networks, including referrals, passive recruiting, job boards, campus events, Internet mining, and networking events.Check candidates' references and credentials, verifying experience and backgrounds.Screen and vet candidates, including salary negotiations, serving as subject matter expert and point of contact.Oversee the onboarding process to ensure new hires are integrated smoothly and effectively into the organization.Identify and implement improvements to the recruitment process.Build and maintain talent pipelines specific to the forward market and organizational goals.Partner with organizations such as universities, professional bodies, and industry groups to access a broader talent pool.Stay updated on industry trends and best practices in all aspects of talent acquisition.Maintain records of all materials used for recruitment, including interview notes and related paperwork, to share with key stakeholders.Talent DevelopmentDevelop unique training programs to fulfill employees' specific needs to maintain or improve job skills.Create, organize, plan, and present various forms of skills development for employees.Assess training and development needs through surveys, interviews, and communication with managers.Develop collaborative employee development partnerships with department leadership and HR support teams.Conduct regular analysis of the organization's staffing needs and feedback received from employee off-boarding, in relation to its strategic objectives.Use data to identify external training opportunities and/or develop and conduct presentations and training to improve skills, create competencies, and build knowledge of the staff.Provide ongoing program reviews and update existing tools and resources to remain current.Maintain accurate and up-to-date career development records and reports.Employment BrandingDevelop and implement employment branding strategies that enhance the company's reputation as an employer of choice.Devise and implement sourcing strategies to build pipelines for potential applicants.Build a strong employer brand by promoting the Company value proposition to potential candidates and by showcasing the company culture, values, and benefits.Reinforce the company brand through creating and implementing the end-to-end hiring process to ensure a positive employment experience for candidates.Seek opportunities to participate in job fairs, recruitment events, facilities management networking events, etc.Learning and DevelopmentManage and administrate learnerships, mentorship, or any other formal training deemed necessary for the development of the Company L&D strategy.Collaborate with Training Authorities, Skills Development Functions and Services, Industry Bodies, and external Service Providers to ensure that learnership programmes are managed efficiently.Manage and monitor that Learnerships are effectively implemented, and the learner competency and retention rate is high.Manage and oversee learnership induction trainingAlign learning and development with the Employment Equity and Workplace Skill Plan goals and targets.Integrate Skills Development strategy with the National Skills Act and SETA scarce skills needs.Ensure training needs identified by EE Committee are addressed and implemented in consultation and in line with L&D strategy.Provide relevant Learning and Development input for Company BBBEE statistics.Analyse, prepare, and present reports as required for the Business Leadership, outlining objectives and accomplishments of outcomes, and recommend best practices.Submit Workplace Skills Plans (WSP) and Annual Training Reports to SETA as required.Conduct follow-up studies of completed training to evaluate and measure results.Employment EquityMonitor recruitment, promotion, learning, and development processes in terms of achieving Employment Equity objectives.Partner with line management to ensure company EE plan is consistently practiced, supported, and adopted in line with management principles, policies, processes, and procedures.Support the EE committee with all employment equity recruitment and training interventions.Report to relevant Management on the status of employment equity and highlight discrepancies, concerns, and opportunities to overcome barriers for achievement.People ManagementUpskill and coach hiring managers across business units on interview skills, job profile design, hiring practices, and talent management.Coach and support leadership in methods to determine training needs, personal development plans, assessment methods, and measurement systems.Conduct regular meetings with management leaders to ensure compliance with career development plans.Consult with and manage external recruitment agencies and ensure SLAs are in place with the company.Ensure teams are kept up to date on company recruitment initiatives, changes, and any new policies, etc.Oversee, coach, and manage the talent acquisition team in the full process of recruitment, from conceptualization through to the completion of the offer of employment.Ensure staff adherence and full compliance with all AFMS Human Resource and Labour Relations recruitment and talent management policies in line with legislation and codes of good practice.Qualification and Experience RequirementsGrade 12Bachelor's degree (or equivalent) in human resources management or a similar field.At least 4 years of experience in a talent acquisition or similar role.Experience in full-cycle recruiting, using various interview techniques and evaluation methods.Experience in using LinkedIn Talent Solutions to proactively source candidates.Professional Registration Body.Professional credential, such as HR Certification Institute.Minimum Knowledge RequirementsProficiency with social media, CV databases, and professional networks.Knowledge of applicant tracking systems.Proficiency in documenting processes and keeping up with industry trends.Strong knowledge of appropriate Acts (LRA, BCEA, EEA).Functional CompetenciesLeading and Supervising: Provides others with a clear direction on best hiring practices; motivates and empowers hiring managers; recruits staff of high calibre; provides staff with development opportunities and coaching; sets appropriate standards of behavior.Oral Communication: The ability to express oneself clearly in interviews, conversations, and interactions with others.Interpersonal Awareness: The ability to notice, interpret, and anticipate others' concerns and feelings, and to communicate this awareness empathetically to others.Formulating Strategies and Concepts: Works strategically to realize AFMS's learning and development goals; sets and develops strategies; identifies and develops positive and compelling visions of the organization's future potential; takes account of a wide range of issues across, and related to, AFMS.Entrepreneurial Orientation: Branding: The ability to look for and seize profitable Talent Acquisition opportunities; willingness to take calculated risks to achieve business goals.Thoroughness: Ensuring that one's own and others' work and information are complete and accurate; carefully preparing development programmes; following up with others to ensure that agreements and commitments have been fulfilled.Diagnostic Information Gathering: The ability to identify the information needed to clarify a situation, seek that information from appropriate sources, and use skillful questioning to draw out the information.Applying Technical Expertise: Applies specialist employee acquisition and talent management expertise; develops job knowledge expertise (theoretical and practical) through continual professional development; demonstrates an understanding of different divisional departments, job functions, and skill requirements.Additional Responsibilities and SkillsHave the ability to take on additional responsibilities. Incorporate the current and additional clients into existing processes and make effective decisions at strategic, technical, and operational levels as and when that may be required.Key Result AreasUnderstand the role of reporting to the business and client.Understand interworking with various teams to ensure client financial compliance.Understanding that feedback and communication is critical to success.As a proudly South African brand, AFMS Group (Pty) Ltd will consider our commitment to transformation and employment equity goals for this position.
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