Recruitment Specialist / Talent Acquisition Officer (Hillcrest)

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.

Key Responsibilities:

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 hires 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.