Recruitment Specialist / Talent Acquisition Officer (Hillcrest)

SUMMARY:
Our client is looking for a Recruitment Specialist / Talent Acquisition Officer to join their highly pressured retail sector.

The individual will be require to manage the full recruitment lifecycle for the organisation, attracting, screening, and onboarding top talent while promoting a positive employer brand and ensuring compliance with all relevant labour laws and company policies.

Location: Hillcrest

POSITION INFO:
Minimum Requirements:

• Proven experience in recruitment or talent acquisition, preferably in retail or FMCG sectors.
• Strong understanding of South African labour laws and employment practices.
• Excellent communication, interpersonal, and negotiation skills.
• Ability to work under pressure, manage multiple priorities, and meet deadlines.
• Proficiency with recruitment software and applicant tracking systems.
• Passion for employer branding and creating great candidate experiences.
• Commitment to diversity and inclusion.

1. Talent Acquisition

• Develop, post, and manage job advertisements across appropriate platforms.
• Source, screen, and shortlist candidates based on defined criteria.
• Coordinate and conduct initial interviews and assessments.
• Schedule interviews and liaise between candidates and hiring managers.
• Facilitate smooth and timely candidate communication throughout the recruitment process.

1. Employer Branding & Candidate Experience

• Promote the company as an employer of choice through social media, career fairs, and other channels.
• Ensure a positive and professional candidate experience from application to onboarding.
• Collect feedback from candidates and hiring managers to improve recruitment processes.

1. Workforce Planning & Talent Pipeline Management

• Collaborate with department heads to anticipate hiring needs and maintain talent pipelines.
• Manage a database of active and passive candidates for future hiring needs.

1. Recruitment Metrics & Reporting

• Track and report on key recruitment KPIs, including time-to-fill, cost-per-hire, and offer acceptance rates.
• Provide regular recruitment reports and insights to HR leadership and executive management.
• • Utilize recruitment software and applicant tracking systems efficiently.
    1. Diversity & Inclusion
    • Implement strategies to attract and hire diverse candidates.
    • Ensure recruitment practices are inclusive and free from bias.
    1. Onboarding Coordination & Performance Follow-Up
    • Work closely with HR Admin and Payroll to ensure new hires receive their uniforms and name badges promptly.
    • Ensure all new employees are properly inducted into the company, including safety and operational procedures.
    • Confirm that employment contracts, company policies, and payroll documents are signed and submitted before start dates.
    • Coordinate initial training schedules and verify that new hires complete required training programs.
    • Oversee that new employees pass any necessary assessments or probation evaluations as part of onboarding.
    • Monitor onboarding effectiveness and retention rates, providing feedback for continuous improvement.
    • Regularly check in with the new hire’s immediate line manager for performance feedback during the first 3 months, and inform the HR Department immediately about any issues or concerns to enable prompt support and resolution.
    1. Vendor & Agency Management
    • Manage relationships with recruitment agencies, job boards, and other external partners.
    • Evaluate and negotiate contracts and assess vendor performance.
    1. Compliance & Record-Keeping
    • Ensure all recruitment activities comply with labour laws and company policies.
    • Maintain accurate and confidential recruitment records and documentation.
    1. Technology & Innovation
    2. Stay updated on new sourcing tools and recruitment trends to continuously improve processes.