Fresh Jobs at Flash Group

Description
Responsibilities:

• Growing the Flash footprint in the area through all Sales Channels assigned to the sales team
• To increase the growth of Flash device sales into the market - in turn growing the turnover in the region. Increase overall turnover of all devices and payment channels in line with the department’s strategy and targets.
• To increase the aqquiting base and turnover by maintaining a high adoption rate when placing Flash devices.
• Ensure training of all flash products are done at the stores during every visit
• Deliver and manage the sim card business within your area by merchandising Flash sim stock
• Manage relationships and maintaining a 90% Red Flag completed calls within the sector to decrease churn.
• Supporting Kiosk Environment in line with agreed upon structures set in place. Maintaining the necessary relationships with all Kiosk Stakeholders in your region.
• Map and Geo locate your Trader database to ensure database accuracy.

Requirements
Minimum Requirements:

• 2 to 3 years sales experience or field operation experience
• Grade 12
• Read, speak and write in English
• Fully computer literate (Teams and Excel)
• Driver’s license required

Skills and Attributes:

• Ability to multi-task
• Ability to travel long distances
• Target Driven
• Ability to work without supervision
• Attention to Detail
• Ability to build customer loyalty
• Negotiation Skills
• Passion
• Planning & Organizing Skills
• Problem Solving Skills
• Proactive
• Customer relationship management
• Exceptional service
• Branding and merchandising
• Area and diary management
• Stock on hand management
• Feedback and reporting
   

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Description

• This role is integral to our mission of attracting, hiring, and retaining the best talent while ensuring a seamless experience for candidates and hiring teams.
• As a Senior Talent Acquisition Partner, you will partner with hiring managers, leadership teams, and stakeholders to understand their hiring needs and deliver tailored recruitment strategies. You’ll need to balance being a strategic advisor with hands-on execution, particularly when working with strong-minded, results-driven stakeholders.

RESPONSIBILITIES:

• Business Partnering:
• Build and maintain trusted relationships with hiring managers and stakeholders to understand their business goals and workforce planning needs.
• Act as a talent advisor, providing insights on market trends, candidate availability, and recruitment methods / processes.
• Effectively influence and manage expectations of strong-minded stakeholders, navigating competing priorities with tact and professionalism.
• Candidate Sourcing & Engagement:
• Develop creative sourcing strategies to attract top-tier talent, leveraging platforms like LinkedIn, job boards, social media, and direct outreach.
• Build a network of talent pipelines for current and future hiring needs through ongoing relationship management.
• Proactively identify and engage passive candidates, understanding their career motivations and aligning them with the company’s goals.
• Relationship Building and Mentorship:
• Foster strong relationships with candidates, ensuring they have a positive and personalized recruitment experience.
• Serve as a consistent point of contact for stakeholders, maintaining open and transparent communication throughout the hiring process.
• Mediate and resolve conflicts or differences in hiring expectations, aligning teams to achieve the best outcomes.
• Train and mentor our Talent Coordinators/Juniors in the team, to foster growth for them while providing you with support with end to end recruitment tasks 
• End-to-End Recruitment Management:
• Oversee the full recruitment lifecycle, from role scoping to onboarding.
• Conduct interviews to assess technical skills, cultural fit, and candidate motivations.
• Deliver comprehensive feedback to candidates and hiring teams, ensuring alignment at every stage of the process.
• Drive a data-driven approach to recruitment, providing regular updates and insights to stakeholders.
• Process Optimization:
• Continuously improve recruitment processes to enhance efficiency, stakeholder satisfaction, and candidate experience.
• Champion the use of recruitment tools and systems to streamline workflows and ensure accurate data management.
• Participate in special projects and employer branding initiatives aimed at improving the overall talent acquisition function.      

Requirements
MINIMUM REQUIREMENTS:

• 5+ years experience in Talent Acquisition (ideally internal), preferably in a fast-paced dynamic environment.
• Experience in sourcing and engaging passive talent using platforms like LinkedIn, job boards, and recruitment systems. Proven success in filling hard-to-fill and senior to executive level roles.
• Experience managing complex recruitment processes from end to end (360 degree recruitment)
• Experience in employer branding initiatives and enhancing candidate experience.

KNOWLEDGE & TECHNICAL SKILLS

Required:

• Knowledge of ATS systems
• Knowledge of the LinkedIn Recruiter platform
• Proficient in MS Office (Word, Excel, Outlook, PowerPoint).

Advantageous:

• Data analytics skills or exposure to data analytics
• Exposure to AI tools such as ChatGPT or Copilot

COMPETNCIES & ATTRIBUTES:

• Relationship Building:
• Strong interpersonal skills with a proven ability to develop meaningful, long-term relationships with both internal stakeholders and external candidates.
• Exceptional communication and influencing skills, particularly with strong-minded stakeholders to make the right decisions.
• High emotional intelligence, with the ability to navigate challenging conversations and drive consensus.
• Strong mentoring skills or exposure to leadership will be an advantage

Resilience & Adaptability:

• Ability to be brave and have tough conversations with senior leaders when there is a difference in opinion on a hiring decision.
• Thrive in high-pressure environments with competing demands, remaining composed and solution-focused.
• Ability to pivot and adapt to changing priorities while maintaining focus on long-term goals.

Forward Thinking:

• Holistic understanding of talent acquisition and its impact on organizational goals.
• Proactive problem solver with the ability to anticipate challenges and propose innovative solutions.

Detail-Oriented Execution:

• Strong attention to detail with an emphasis on delivering quality while balancing this with a high sense of urgency, at every stage of the recruitment process.
• Ability to manage multiple roles and priorities simultaneously, meeting tight deadlines without compromising standards.