Talent Acquisition Officer - 3 Months Contract at Nexio

ROLE PURPOSE

• This role will be responsible for delivering a comprehensive and value adding, start-to-end talent acquisition function for the Nexio business. The core function of the successful candidate is to ensure that only the best quality human capital is appointed based on the requirements of the business. The candidate will act as a Head-hunter.

ROLE REQUIREMENT

• To make use of various tools for your searches including but not limited to your own database, prior market research, your professional networks, contacts and social networks, social media (such us LinkedIn, Facebook) portals, internet, and any other approved methods by the company.
• Generate a list of potential candidates, screen candidates to identity and filter out those who are most suitable for the job, verify that their qualifications, background, and other information they have provided is correct.
• Select and propose the candidate who is most suitable for the job based on screening process.
• Successfully recruit employees of high calibre.
• Ensure that the headhunting process is carried out in a highly professional manner.
• Devise and carry out a targeted research strategy and implement the approved strategy to recruit the candidate profile being targeted.
• Develop and maintain national & international network of recruiters, contacts, and candidates via proactive use of social media (Facebook, LinkedIn, etc).
• Utilize a resume database for sourcing and tracking of all candidates.
• Building, developing, and maintaining in-house candidate database.
• Provide a comprehensive talent acquisition service.
• Design advertisements that appeal to a large audience
• Manage internal staff referral programme and other internal sourcing interventions.
• Preparation of job profiles and job descriptions in conjunction with the line manager for new vacancies.
• To understand the search requirements, timeliness, corporate culture, and organizational structure of the company, and use headhunting methods, tools, and approaches to find the best professional talent available.
• To carry out an analysis of the market and create a candidate specification that includes all details about the role, responsibilities, and opportunities presented by the job.
• Review applications received and profile accordingly for the various roles.
• Conduct telephonic interviews with shortlisted candidates.
• Test for various competencies.
• Schedule interviews.
• Ensure that detailed job specifications are in place for each position being recruited for.
• Every job spec to be approved by management prior to any agency and/or advert being issued.
• A complete database of all job specifications is to be maintained.
• Ensure that a database of specific questions for each position is prepared and regularly updated to ensure that the screening process is standardized and that only candidates that meet the requirement of the company are taken through the recruitment process;
• Write job advertisements and propose how and where jobs will be advertised.
• Find more creative solutions when standard techniques are not successful to fill a position.
• Identify appropriate recruitment websites to advertise selected positions.
• Identify appropriate print media for the advertising of selected positions.
• Campaigns - Design and deliver effective recruitment campaigns that meet the requirement of different business areas in line with statutory regulations.
• Provide input and propose design and content of print and electronic media advertisement.
• Arrange adverts, payments, and ensure that all costs are within budget and approved by management.
• Update candidate information on the recruitment database/ system.
• Records of all recruitment are saved on the Recruitment system/ Tracker.
• Confirmation of induction and start dates so candidates are aware of when they need to report for duty and what documents are required from them.
• Daily/weekly and monthly reports are completed timeously.
• Design application forms and prepare other recruitment material such as HR /recruitment specific brochures.
• Management support - Provide professional support and advice on recruitment to heads of departments and advise on best practice for recruitment and selection.
• Contributing to the efficient operations of the recruitment area by working cohesively and in consultation with relevant hiring/ line managers
• Ensure that there is sufficient excellent learners (Learnerships and Internships) and Graduates being recruited based on the company’s required strategy.
• Align recruitment with Employment Equity Plan to drive transformation.
• Review online applications, evaluate qualifications of both internal and external candidates, conduct pre-screen interviews to analyse candidate experience and fit, coordinate pre-employment tests as needed, and develop a short list of potential candidates.
• Present fully screened qualified candidates to hiring managers in a timely manner and coordinate interviews.
• Providing statistical analysis on recruitment trends across the organization and greater SA market and globally.
• Negotiate competitive rates with the external recruitment agencies.
• Manage recruitment in line with the budget given.
• Conduct regular follow up with agencies and management reporting.
• Develop and maintain relationship with external stakeholders (recruitment agencies, university placement staff etc.).
• Regularly review recruitment processes and best practices to ensure that the business is executing recruitment in the most effective and efficient manner possible.
• Ensure that candidate profiles received are reviewed and provide recommendation to the hiring manager and ensure that recommendations or instructions from the hiring managers are implemented.
• Document the selection criteria to be applied to each position.
• Document the selection process and ensure that Recruitment Policies remain up to date – periodic review of applicable HR policies.
• Screen application forms against the selection criteria.
• Ensure that recruitments are in line with the EE requirements.
• Promote equal opportunities and diversity in recruitment and practice.
• Communicate with candidates where additional information is required.
• Maintain a detailed database of all rejected candidates and the reasons for rejection.
• Shortlist applicants who meet the initial requirements of the position.
• Devise and implement selection processes.
• Prepare summary report on each candidate that meets the first level of screening.
• Schedule time with the relevant line manager for a daily review of candidate CV’s and obtaiN management feedback.
• Manage candidate interview results and selection decision with hiring manager.
• Complete reference check and background checks on selected candidates, as requested.
• Participate in the offer process including negotiating offers with candidates.
• Be proactive, think strategically, and network early in search of stellar candidates for all positions.
• Track applicant flow, maintain pipeline of qualified candidates for future consideration, help collect and analyse recruitment data.
• Build and maintain database of qualified professionals to rapidly respond to talent management needs.

KEY COMPETENCIES/PERFORMANCE DRIVERS

• Attention to detail - meticulous in finding errors; ensures accuracy by being thorough and checking details; produces high quality work by being detailed.
• Output driven – focused, productive.
• Deadline orientated - target focused and meets deadlines; is punctual and keeps to schedule; is reliable in finishing tasks.
• Analyse and processes information; asks probing questions; strives to find solutions to problems.
• Relationship Building / People Skills - enthusiastic; focused on interacting and networking with people.

TECHNICAL / PROFESSIONAL COMPETENCIES

• This person should be an experienced resourcing partner who has managed significant portfolios of complex recruitment for a demanding client base with a deep functional expertise across all areas of resourcing.
• Customer obsessed with experience of delivering a customer centric resourcing service and demonstrate innovation to problem solving and service delivery.

QUALIFICATIONS AND EXPERIENCE

• Bachelor’s degree in human resource management /Any relevant qualification
• Proven headhunting and recruitment experience
• Good computer literacy and MS Office proficiency
• 4-5 years’ experience gained in presenting recruitment solutions to business and in determining the appropriate action.
• Experience in dealing with tight deadlines in a fast-moving environment gained in an inhouse/on-site resourcing function dealing with complex roles and business areas.
• Proven track record in research, market mapping and people intelligence capability.
• Proven track record in stakeholder management.

LEADERSHIP COMEPTENCIES

• Good verbal and written communication skills
• Ability to work under pressure.
• Ability to work independently without supervision.
• Ability to develop and maintain good relationships.
• Honest and trustworthy
• A high performance and deadline-driven work ethic.
• Accountable and proactive
• People skills

Deadline:29th August,2025