Job Overview:

To take charge of planning and guiding talent sourcing needs and goals, specifically related to where and how we will source for talent we need to meet our acquisition needs and thereby contributing to overall business success. Create and execute on a sustainable talent attraction and acquisition tactical plan and process across Jumbo to appoint top talent and execute the end-to-end talent sourcing and attraction process.
Reporting Structure: Talent Acquisition Specialist will report directly to the National HR Manager

Minimum requirements:

Grade 12/ Matric
National Diploma or equivalent qualification in Human Resources Management
3 + years’ experience in the retail industry in a similar role or in a recruitment agency
Valid Driver’s License – Code 8 unendorsed (must be able willing to travel)
Computer Literate i.e. Microsoft Office package
Experience in various recruitment and selection techniques
Experience in job analysis, role profiling and competency-based interviews
Experience in the professional use of sourcing channels and platform e.g., LinkedIn, indeed, Ditto.HR

Key Responsibilities:

Recruitment Process and Policy:

Own and drive talent sourcing, selecting and acquisition process, which will include the building of local talent sourcing pipelines aligned to the company's Talent Management and Employment Equity plans
Assess current recruitment policies and processes and ensure compliance is adhered to, to minimize the company’s exposure to adverse outcome of complaints, litigation, audits, and inspections
Continuously improve and update recruitment templates and documentation
Introduce key assessment tools
Introduce standardised interview techniques and train line managers on recruitment process and interview techniques

Recruitment needs analysis:

Work closely with relevant business heads, to understand objectives and construct plans to improve recruitment performance and create and implement talent tactical plans
Execution and creation of relevant talent sourcing pools that meet the demanding needs of the organisation and ensuring a steady pipeline of ready talent into the business
Analyse the company's Talent Plans to assess internal versus external talent needs
Anticipating the company’s future talent need (future store openings/expansion) and working with managers to advise on sourcing, selection and acquisition tactics that will help to sustain success

Sourcing, attract and select:

Effective and efficient use of our recruitment management system
Re-assess all current adverts used and re-look job specifications with the HRBP
Provide a comprehensive recruitment and selection service to ensure Time to Fill is within company norms
Fulfil multiple roles that ensure consistent levels of workforce talent. This will include hands-on involvement, and acquisition of all top talent and diverse candidates across all levels of the organisation
The creation and improvement of the relevant workflows, the selection and management of relevant sourcing and acquisition platforms and partnering with internal and external stakeholders to deliver on the talent needs of the company will be vital
Communicating with external sources, i.e., peer organisations, service providers, talent sourcing originator to ensure the most appropriate solutions to enable the business

Brand Ambassador:

Enhance the company’s external brand through job portals, social media and by attending, organising, and facilitating career fairs and other events
Partner with stakeholders to create, and market the company as an attractive employer brand across the territories in which we operate and ensure the placement of a successful pool of candidates that meets the business needs and fits the culture of the business
Drive word-of-mouth employer brand awareness building
Continuously update and maintain website, online career portals etc.

Reporting:

Compile regular weekly, monthly and ad hoc acquisition and project reports on recruitment and social media activities
Report on recruitment trends in the retail industry
Determine metrics to track and monitor the effectiveness and efficiency of the recruitment function
Conduct effective workforce forecasting, and reporting as is relevant and requested

Key Skills and Competencies: