Specialist: Talent Sourcing

SUMMARY:
We are seeking a Senior Talent Specialist to join our team in JHB. Onsite, 12-month contract.

POSITION INFO:

We are seeking a Senior Talent Specialist to join our team in JHB. Onsite, 12-month contract.

Leverage deep talent acquisition and sourcing knowledge & expertise to design and implement innovative recruitment strategies, labour market and channel intelligence, and research expertise to identify and attract enterprise wide senior, specialist passive and active talent for current and futures opportunities, enabling best-in-class talent pipelining (ahead of demand), attraction and acquisition that provides the talent delivery (right talent, right capabilities, right costs, right time) to the business and at the same time enables our business transformation objectives.

Key Responsibilities:

Partner with TA specialists, leveraging specialist talent sourcing skills and business (commercial) knowledge to provide an expert,
differentiated candidate identification and attraction service to an allocated client segments within the group.
• Develop efficient and effective talent sourcing strategies and methodologies customised to the available role and market segment,
and based on your deep knowledge of both the business strategy and the internal and external labour markets.
• Implement a workforce experience-led sourcing practice in defined client segments that positions us as a differentiator.
• Proactively gather, curate and share labour market insights and competitive intelligence, influencing talent attraction, hiring and retention strategies, and establishing the organisation’s Talent Attraction practice as a critical strategic partner to the business.
• Build robust, engaged talent pipelines, ahead of demand, aligned to the business talent strategies and requirements.
• Take 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 etc.
• Contribute, as a Talent Sourcing SME, to the development of talent sourcing capability in the wider Talent Attraction & Acquisition team, creating opportunities for engagement and knowledge sharing.
• Upskill and educate HR and senior line managers regarding the talent sourcing function, the process and methodologies used, the SLAs, as well as the responsibilities of the various stakeholders in the process.
• Continually assess current talent sourcing channels, using data to determine efficacy and fitness for purpose, proposing continuous improvements and innovations for sourcing across the enterprise.
• Identify and assess new talent sourcing channels and technologies on an ongoing basis to ensure access to fresh talent pools to meet business demand for future and emerging skills.
• Effectively sell the organisation and employer brand, the employee value proposition, the business area, and the position.
• Create talent pipelines and accessible talent pools for critical roles and ensure these are communicated appropriately to the relevant businesses – keeping candidates engaged and ensuring effective end to end TA engagement that enables a great candidate or prospective candidate experience.
• Understand candidate attraction drivers and leverage these for proactive talent sourcing
• Gather and share feedback from candidate engagements to help Marketing optimise the employer brand.
• Ensure data, digital and diversity are at the heart of delivery.
• Contribute, as a Talent Sourcing SME, to the organisation and classification of data in the ATS (SuccessFactors) to optimise usage of this vital talent pool and expedite TA service delivery.
• Contribute data and insights to inform and enable investment in effective talent sourcing channels.
• Take responsibility and accountability for the integrity of critical people data.
• Proactively identify technical problems that arise that may affect data and/or delivery and suggest possible solutions to address these.
• Report on key talent sourcing metrics, including, but not limited to time to source, quality of hire, diversity etc. and show continuous improvement against best practice metrics.
• Generate monthly updates for business leadership about talent sourcing initiatives, showing progress and impact.
• Build sustainable and mutually beneficial relationships with the business and HR partners through the provision of top talent and .talent intelligence
• Build effective, collaborative partnerships with TA Specialists, and share responsibility for the efficient delivery of diverse, qualified, and capable talent to support the future growth and transformation of the organisation.
• Engage with Talent Attraction & Acquisition peers to share best practice and elevate the practice as a whole.

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