Description:
The Talent Acquisition Specialist is responsible for managing the end-to-end recruitment process to attract, assess, and hire high-quality candidates who align with the companys goals and culture. This role focuses on building strong talent pipelines for current and future hiring needs, collaborating with hiring managers to identify role requirements, and leveraging creative sourcing techniques to reach top talent. The Talent Acquisition Specialist also ensures a seamless candidate experience throughout the interview and onboarding processes.
AREAS OF RESPONSIBILITY.
Recruitment and Sourcing
Manage the full recruitment lifecycle for assigned positions, from job posting to onboarding. Execute sourcing strategies to attract both active and passive candidates through various channels (e.g., job boards, social media, networking). Headhunting of key positions in line with the critical skills gap of the company. Conduct initial candidate screenings to assess qualifications, cultural fit, and interest level. Maintain a talent pool for critical positions to ensure an ongoing pipeline of qualified candidates.Collaboration with Hiring Managers
Partner with hiring managers to define job requirements, craft compelling job descriptions, and set expectations for the hiring process. Provide hiring managers with guidance on recruitment best practices, interview techniques, and assessment methods. Coordinate and schedule interviews and gather feedback from hiring managers to guide candidate selection.Candidate Experience
Ensure a positive candidate experience by providing timely communication and support throughout the hiring process. Act as the primary point of contact for candidates, addressing inquiries and providing updates. Manage the pre-employment and onboarding processes to create a smooth transition for new hires.Employer Branding and Networking
Promote the companys employer brand by crafting job ads that reflect the companys culture and values. Participate in networking events, career fairs, and industry conferences to represent the organization and attract potential candidates. Collaborate with the marketing team to share recruitment-related content on social media and company platforms.Data Management and Reporting
Track and analyse recruitment metrics (e.g., time-to-fill, source of hire, retention) to measure effectiveness and identify areas for improvement. Maintain accurate and up-to-date candidate records in the Applicant Tracking System (ATS). Generate recruitment reports and provide data-driven insights to HR leadership on hiring trends and progress. Provide feedback on exiting employees to assess possibility of retention a
16 Apr 2025;
from:
gumtree.co.za