Talent Acquisition Specialist at AFMS Group

Talent Acquisition

• Act 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 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 attracts the best-qualified candidates and keeps in line 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 to include 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 organisation
• Identify and implement improvements to the recruitment process.
• Build and maintain talent pipelines specific to the forward market and organizational goals.
• Partner with organisations 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 Development

• Develop unique training programs to fulfil employees specific needs to maintain or improve job skills
• Create, organise, 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 partnership 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 Branding

• Develop and implement employment branding strategies that enhance the company 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 Development

• Manage 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 training
• Align learning and development with the Employment Equity and Workplace Skill Plan goals 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 implement 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 accomplishment 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 Equity

• Monitor recruitment, promotion, learning and development processes in terms of achieving Employment Equity objectives
• Partner with line management to ensure company EE plan is consistently practised, supported and adopted in line with management principals, policies, processes and procedures
• Support 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 Management

• Upskill 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 to career development plans
• Consult with and manage external recruitment agencies and ensure SLA’s are in place with the company
• Ensure teams are kept up to date of 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 to all AFMS Human Resource and Labour Relations recruitment and talent management policies in line with legislation and codes of good practice

Qualification and Experience Requirements

• Grade 12
• Bachelor’s degree (or equivalent) in human resources management or 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 Requirements

• Proficiency 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)