Senior Talent Acquisition Specialist (BET)

You Bring:

• Relevant degree or diploma in Human Resources, Industrial Psychology, Business Management, or a related field (advantageous).


• HR or Recruitment certification (advantageous).


• 5-8 years' Talent Acquisition experience, preferably within the IT/Software Development environment.


• Proven experience recruiting specialist, professional, and leadership talent.


• Strong sourcing, headhunting, and talent mapping expertise.


• Experience managing multiple recruitment projects and stakeholders across various business functions.

Key Skills & Competencies

• Talent sourcing, headhunting, candidate assessment, and recruitment reporting.


• Proficiency in recruitment systems and talent acquisition best practices.


• Strong stakeholder and relationship management skills.


• Sound business acumen, planning, and organisational ability.


• Problem-solving mindset with a customer-focused approach.


• Highly accountable, professional, adaptable, and resilient.


• Strong attention to detail, collaboration skills, and results-driven approach.
  
  
   

What You’ll Do:

Recruitment Delivery

• Manage the full recruitment lifecycle from requisition approval through to offer acceptance and onboarding. 
• Deliver recruitment services across assigned business units and functional areas. 
• Conduct vacancy briefing sessions with hiring managers. 
• Develop recruitment and sourcing strategies appropriate to each vacancy. 
• Ensure vacancies are managed within agreed service levels. 
• Maintain effective communication with stakeholders throughout the recruitment process. 
• Drive timely closure of vacancies while maintaining recruitment quality standards. 
• Effectively manage multiple concurrent vacancies across varying levels of complexity.

Talent Attraction and Sourcing

• Utilise a variety of sourcing channels to identify and attract suitable talent. 
• Conduct direct sourcing and headhunting activities for difficult-to-fill positions. 
• Build and maintain talent pools for recurring and strategic vacancies. 
• Utilise LinkedIn Recruiter, job boards, social recruiting, referrals, talent communities and networking platforms to identify suitable candidates. 
• Develop creative attraction approaches for scarce-skill recruitment. 
• Strengthen candidate pipelines within assigned portfolios.

Candidate Assessment and Selection

• Conduct candidate screening and competency-based interviews. 
• Assess candidate suitability against role requirements and organisational fit. 
• Coordinate selection processes and stakeholder interviews. 
• Facilitate psychometric assessments where applicable. 
• Prepare candidate summaries and recommendations for hiring managers. 
• Manage offer processes and negotiations within approved parameters.

Stakeholder Management

• Build strong relationships with hiring managers and People Business Partners. 
• Provide recruitment advice and guidance to business stakeholders. 
• Manage stakeholder expectations regarding talent availability, timelines, and market conditions. 
• Ensure hiring managers remain informed on vacancy status and recruitment progress. 
• Escalate recruitment risks and delays to the Lead Talent Acquisition Specialist where required. 
• Drive a customer-focused recruitment experience.

Talent Mapping and Market Intelligence

• Conduct talent mapping activities for critical and hard-to-fill roles. 
• Research competitor organisations and relevant talent markets. 
• Monitor recruitment trends and talent availability. 
• Provide market intelligence regarding salary expectations, candidate movements and recruitment challenges. 
• Share relevant recruitment insights with hiring managers and the Lead Talent Acquisition Specialist. 
• Identify potential talent risks impacting future hiring.
• Conduct competitor benchmarking and talent landscape analysis for critical skill areas. 
• Identify emerging talent trends, skills shortages, and hiring risks that may impact business growth. 
• Contribute talent market insights to workforce planning and future talent discussions. 
• Recommend alternative sourcing and attraction strategies based on market conditions.

Candidate Experience

• Deliver a positive and professional candidate experience throughout the recruitment process. 
• Maintain regular communication with candidates. 
• Manage candidate expectations regarding timelines and outcomes. 
• Ensure feedback is provided where appropriate. 
• Protect and promote the employer brand through all candidate interactions. 
• Encourage ongoing candidate engagement and pipeline development.

Employment Equity and Transformation

• Support the achievement of Employment Equity and transformation objectives. 
• Develop diverse candidate pools. 
• Apply fair and consistent recruitment practices.
• Ensure recruitment decisions are based on objective and role-related criteria. 
• Support inclusive recruitment practices throughout the employee lifecycle.
• Monitor diversity pipeline health and provide recommendations to support Employment Equity objectives. 
• Partner with hiring managers to identify opportunities to improve diverse talent attraction.

Recruitment Administration and Compliance

• Ensure recruitment records are maintained accurately. 
• Update recruitment systems with current and complete information. 
• Ensure adherence to recruitment policies and procedures. 
• Obtain required approvals and documentation during the recruitment process. 
• Maintain confidentiality of candidate and employee information. 
• Ensure compliance with internal governance requirements

Coaching and Mentoring

• Provide day-to-day coaching, guidance, and mentorship to Talent Acquisition Specialists, Junior Talent Acquisition Specialists and administrators.
• Support their development through job shadowing, constructive feedback, and guidance on complex vacancies.
• Escalate recurring development or performance concerns to the Lead Talent Acquisition Specialist.

Reporting and Recruitment Metrics

• Track vacancy progress and recruitment performance.
• Monitor:
• Time-to-fill
• Source effectiveness
• Offer acceptance rates
• Pipeline activity
• Candidate conversion rates
• Provide recruitment updates and vacancy status reports.
• Identify risks and recommend corrective actions where required.
• Maintain accurate recruitment data and reporting information.
  
   

Living the Spirt:

• Build strong relationships through collaboration, open communication, and a service-driven approach.
• Create an inclusive environment that values diverse perspectives and supports Employment Equity objectives.
• Deliver exceptional experiences for candidates, stakeholders, and Team Members through professionalism and accountability.
• Embrace continuous learning, adaptability, and feedback to drive personal and team growth.
• Share knowledge, support colleagues, and contribute to a culture of development and teamwork.
• Think innovatively and challenge traditional approaches to improve talent attraction and engagement.

The Company We Keep: 

At BET Software, we don't just recruit talent, we cultivate it. Our learning and development programmes, our various opportunities for growth, and our well-deserved incentives are what keep our All-Star Team the best amongst the rest.

Please note that only Team members who meet the stipulated minimum requirements will be considered.