Talent Acquisition Specialist

Description

Leverage strong TA & Specialist business knowledge to research, develop and implement innovative, differentiated and data-driven recruitment strategies, aligned with business need, to attract, assess, secure and retain diverse, qualified, and capable talent to support the future growth and transformation for a client organisation. This includes end to end ownership of the talent acquisition process and candidate experience: Vacancy Approval, Candidate Attraction, Screening, Assessment & Selection, Offer Management, Onboarding and related business impact / talent metrics.

Key Responsibilities

• Service & Candidate Experience Delivery
• Leverage specialist talent acquisition and business (commercial) knowledge and skill to provide an end-to-end specialist talent acquisition and onboarding service to an allocated client segment (functional area) within a business unit
• Leverage the business strategy, strategic workforce plans and data driven insights to proactively plan for talent attraction in the defined business unit area
• Take accountability and ownership of all vacancies in the business area and build talent pipelines ahead of demand aligned to the business talent strategies and requirements
• Take full accountability for the achievement of critical business success measures for the areas you support including but not limited to: quality of hire, time to hire, talent availability, cost of hire
• Develop, facilitate, and execute all phases of the talent acquisition process and hold one stop shop accountability for the candidate experience
• Take accountability for the planning, execution and stakeholder engagement for various talent acquisition projects and processes.
• Strategically partner and consult with the business on their business needs pre, during and post vacancy approvals
• Coach and guide line managers on appropriate talent acquisition approaches and their role in the attraction and acquisition of top talent
• Provide supporting tools and advisory to line managers to proactively lead the talent acquisition process with positive talent outcomes
• Identify and implement efficient and effective talent acquisition methods and strategies customised to the role and market segment, and based on your deep knowledge of both the business strategy and the internal and external labour markets
• Develop a sourcing strategy per role, with consideration to DE&I, seniority, urgency, scarcity of skill, available sourcing channels etc.
• Execute sourcing strategies aimed at generating candidate flow to meet overall talent acquisition goals and build candidate pipelines (current and future)
• Through talent intelligence and strategic initiatives, strategically and proactively identify and build relationships with targeted talent pools ahead of demand
• Contribute data and insights to inform and enable investment in effective sourcing channels
• Effectively sell the organisation and employer brand, the employee value proposition, the business area, and the position
• Understand the candidate’s attraction drivers and influence / provide input into broader talent management strategies as a result of this insight
• Use talent acquisition expertise to engage, assess and attract suitable passive and active candidates,
• Ensure DE&I priorities are considered at all stages of the attraction and screening process
• Provide advisory and oversight on the assessment, selection and screening approaches ensuring a phenomenal candidate experience throughout the talent acquisition journey
• Be accountable for the successful, consistent and business aligned application of assessment and selection tools E.g. interviews, gamification, assessments, PIMS, Screening, candidate communication (pre, during, post)
• Leverage your expert knowledge of the specialist area, the market and the business as a whole to provide talent acquisition expertise and advisory throughout the selection and calibration processes
• Leverage effective stakeholder engagement across the talent value chain (reward, shared services, etc.) to ensure an effective offer management process in alignment with our finance, risk, people and governance policies and processes.
• Manage the offer at point of interaction with our prospective hires and the subsequent onboarding processes (document management, completion, welcome, day 1, 30, 60, 90 and year one)
• Leverage onboarding insights to consistently improve the talent acquisition process for our stakeholders
• Stay ahead of trend on the business, the market, future skills and talent acquisition processes and approaches to consistently innovate for the benefit of the business (Talent available at the right time, cost, skill, ahead of demand)
• Stakeholder Relationship Management
• Build sustainable and mutually beneficial relationships with the suppliers, the business, Line Leaders and HR partners through the provision of top talent and talent intelligence
• Engage with Talent Attraction & Acquisition peers to share best practice and elevate the practice as a whole
• Engage with wider Talent Attraction & Acquisition practice, HR and business projects and initiatives to fully understand the organisation’s context and priorities
• Engage with the business and HR to co-create business demand/workforce plans
• Provide relevant labour market insights to support business transformation and workforce considerations
• Actively engage with internal partners to gain insight, elevate processes, and collaborate to deliver results, e.g., Talent Management, Reward, Diversity, Equity and Inclusion, HR Partners etc.
• Talent Attraction Technologies, Data, Insights & Reporting
• Be accountable for accurate talent acquisition data and insights through effective use of talent acquisition technologies and tools
• Leverage talent acquisition data and insights to improve talent acquisition process and to inform future hiring strategies with quality hires as an outcome
• Provide regular (monthly, annually, quarterly) data driven insight and dashboards (time to hire, quality of hire, diversity) to the business that drive business decision making and improve value chain accountability and success in the hiring process (ongoing improvement of hiring metrics)
• Gather, document, and share competitive intelligence, talent traffic and candidate behaviour trends gained during the talent acquisition process
• Work as a member of an agile delivery execution team/s to deliver and contribute to priority talent acquisition / integrated talent projects
• Lead the talent acquisition process through effective delivery management routines and processes including deliberate data management, tracking and process management
• Provide talent acquisition subject matter expertise to ensure the effective attraction, assessment, selection, onboarding and retention of critical talent
• Align to and actively participate in agile working practices within the delivery execution teams you’re assigned to (e.g. retro’s, pi planning etc.)
• Deliver on time, on quality and on budget always!

Qualifications & Experience Required

• Bachelor’s degree in Human Resources or related field
• At least five years managing all phases of the talent acquisition and hiring process
• Strong internal stakeholder relationship management skills
• Strong 3rd party management capability (for contingent recruitment leaders)
• Positive track record and at least 2 -3 year’s experience in high volume recruitment - leveraging technology to proactively recruit and pipeline talent at scale (for high volume recruitment leaders)
• Experience using Applicant Tracking/ CRM system for talent acquisition
• Experience using various sourcing tools and platforms for advertising of roles, searching for candidates, networking (e.g., LinkedIn, job boards etc.)
• Effective use of search engines and Boolean strings to x-ray sites and find passive talent
• Experience developing project plans and managing project execution in a talent acquisition environment
• Experience with best practice competency-based interview techniques
• Up to date with best practice trends in talent acquisition as they relate to data privacy and employment legislation
• Familiarity with Social Media recruiting
• Familiarity with Recruitment Marketing
• Labour market expertise
• Talent supply chain expertise
• General understanding of the basic conditions of employment and POPIA
• Domain knowledge & expertise across the talent acquisition value chain. Including but not limited to:
• o Strategic workforce planning
• o Talent Pipelining & Networking
• o Stakeholder management/ Business partnering
• o Sourcing and Social Sourcing
• o Recruitment Marketing
• o Labour market supply and demand
• o Competitor intelligence
• o Competency-based interviewing
• o Assessments
• o Offer negotiation

Required Skills

• Data-Driven Recruitment
• Stakeholder Engagement
• Talent Pipelining
• Diversity and Inclusion
• Competency-Based Interviewing
• Talent Acquisition Strategy
• Candidate Experience
• Onboarding Process
• Sourcing Strategies
• Project Management

About the Company

Cyan Digital