Recruitment Specialist

Job
Purpose:The Recruitment Specialist is responsible for
managing the end-to-end recruitment process across the business, ensuring
vacancies are filled efficiently with suitably qualified candidates who align
with the organisation’s values and culture. The role works closely with hiring
managers to understand their talent requirements, proactively build talent
pipelines, improve recruitment effectiveness and deliver a positive candidate
experience.

Key
Performance Areas

1.
End-to-End Recruitment

• Manage the full recruitment
  lifecycle from vacancy approval through to appointment.
  
• Partner with hiring managers
  to understand role requirements, skills and candidate profiles.
  
• Draft and post compelling job
  advertisements across appropriate recruitment platforms.
  
• Source candidates proactively
  through job portals, professional networks, referrals and other sourcing
  channels.
  
• Screen applications, conduct
  initial interviews and coordinate subsequent interviews with hiring
  managers.
  
• Facilitate assessments,
  reference checks and other pre-employment checks where required.
  
• Prepare offers and ensure all
  required documentation is completed prior to onboarding.
  
• Maintain regular communication
  with candidates and hiring managers throughout the recruitment process.
  

2.
Talent Sourcing & Pipeline Development

• Build and maintain talent
  pipelines for critical, high-volume and difficult-to-fill positions.
  
• Develop proactive sourcing
  strategies to reduce reliance on reactive recruitment.
  
• Identify alternative talent
  pools and sourcing channels, particularly for retail and specialist roles.
  
• Establish and maintain
  relationships with tertiary institutions, training providers and other
  potential talent partners.
  
• Support graduate, internship,
  work-integrated learning and seasonal recruitment initiatives.
  

3.
Recruitment Reporting & Analytics

• Maintain accurate and
  up-to-date recruitment data.
  
• Track and report on key
  recruitment metrics, including time-to-fill, vacancy levels, source of
  hire, recruitment costs and offer acceptance rates.
  
• Analyse recruitment trends and
  identify areas requiring intervention.
  
• Provide regular recruitment
  dashboards and vacancy updates to HR and operational stakeholders.
  
• Use recruitment data to
  evaluate sourcing effectiveness and recommend improvements.
  

4.
Hiring Manager Partnership

• Act as the primary recruitment
  contact for hiring managers.
  
• Provide guidance on
  recruitment processes, candidate selection and market availability.
  
• Ensure hiring managers receive
  regular and proactive updates on vacancy progress.
  
• Support managers in developing
  effective interview and selection approaches.
  
• Manage recruitment
  expectations and escalate challenges or risks where appropriate.
  

5.
Candidate Experience & Employer Brand

• Ensure candidates receive a
  professional, consistent and positive experience throughout the
  recruitment process.
  
• Promote the organisation as an
  employer of choice through candidate interactions and recruitment
  activities.
  
• Support employer branding and
  recruitment-marketing initiatives.
  
• Ensure unsuccessful candidates
  receive appropriate and timely communication.
  
• Identify opportunities to
  continuously improve the candidate journey.
  

6.
Recruitment Governance & Compliance

• Ensure recruitment practices
  comply with relevant South African employment legislation, including the
  Employment Equity Act and applicable labour legislation.
  
• Support the organisation’s
  Employment Equity objectives through appropriate recruitment and sourcing
  strategies.
  
• Ensure recruitment decisions
  and documentation are fair, consistent and appropriately recorded.
  
• Maintain confidentiality of
  candidate and employee information and ensure compliance with POPIA
  requirements.
  
• Ensure recruitment agencies
  and external providers operate within agreed terms and processes.
  

Key
Performance Indicators

Performance
could be measured against time to fill, vacancy rate, quality of hire, offer
acceptance rate, recruitment cost, sourcing effectiveness, hiring manager
satisfaction, candidate experience, recruitment reporting accuracy and
achievement of Employment Equity recruitment objectives.