Talent Acquisition Specialist

Job Description

Implement the end-to-end talent acquisition processes and practices in the DBSA to attract candidates with the right

skills and capabilities in line with the workforce plans, succession plans, employment equity plans and delivery of the

organisation’s strategic objectives.

Key Responsibilities

Talent Acquisition

Collaborate with the business to execute on the DBSA talent acquisition strategy and approach.

Conduct consultations with hiring managers to understand the requirements of the role and formulate a recruitment plan, timelines and secure interview panel availability.

Plan and implement suitable talent acquisition approaches and methods for each segment, aligned to business requirements.

Schedule and conduct agency briefings (where the need arises) with the hiring manager to ensure understanding of the role and set an agreed timeline and budgets.

Review advertisements and coordinate the publishing of adverts through suitable advertising platforms both internally and externally.

Prepare pre-screening questions for the requirements of the role to enhance online screening capability.

Liaise with the hiring manager/recruitment panel to obtain interview questions to be included in the interview pack.

Screen applicants and compile a long list of candidates for hiring managers who must confirm the interview list.

Co-ordinate the interviewing process by finalising the interview packs and consolidating post-interview reports for the selection process.

Provide advice to the interview panel during the interviews and support the hiring managers in the decisionmaking process by providing meaningful insights and recommendations.

Review employment application and background check reports to ensure candidates meet the preemployment assessment criteria.

Facilitate requests to service providers for psychometric assessments and schedule feedback sessions to discuss outcomes and reports with the interview panel.

Compile recommendations based on inputs from the interview panel, interview minutes and assessments conducted and include in new hire packs.

Manage the process of gathering candidate information to prepare pre-hire documentation and request a remuneration offer for a successful candidate by liaising with the relevant HC Business Partner.

Present the offer to the candidate/agency, conduct negotiation process where required and advise key stakeholders on the outcome.

Administer and submit all hiring documents for new employees in compliance with the recruitment policy and process.

Prepare communication to unsuccessful candidates and ensure distribution of communication in line with the agreed timelines. All regrets must be made on the recruitment system.

Build and manage candidate pools to ensure qualified candidates remain engaged in current or future opportunities, where appropriate.

Build and maintain candidate pipelines and databases by using effective headhunting techniques.

Stakeholder Management and Reporting

Build and maintain relationships with key stakeholders and keep them informed on recruitment progress.

Provide advice to hiring managers on transformation targets in line with the approved employment equity plan.

Address recruitment queries and support businesses in drafting their recruitment plans to ensure vacancies are filled timeously and within budget.

Prepare and distribute monthly and quarterly resourcing progress reports, inter alia, but not limited to:-

o Number of vacancies per division

o Active vacancies tracked against the monthly vacancy report

o Time to fill per vacancy

o Number of closed vacancies

o Number of offers declined / reasons for declining offers

Prepare a recruitment dashboard and present recruitment progress against recruitment plans and targets, and recommend remedial action for recruitment challenges.

Monitor that all recruitment processes have been finalised.

Key Measurements of Outputs

Quality of reports and dashboards provided on talent acquisition.

Average time to hire/fill vacancies.

Quality of hires.

Offer acceptance rate.

Recruitment targets and plans met within the specified timeline.

Quality of the administrative processes for talent acquisition.

Budget management and cost optimisation targets achieved.

Expertise & Technical Competencies

Minimum Qualifications

A Bachelor’s Degree in Social Sciences or a relevant field.

Minimum Experience

A minimum of 5 years’ experience within the full recruitment cycle, using various interview techniques and evaluation methods in a medium to large enterprise in either banking and/or relevant development finance institutions and/or finance.

Proven success in managing high-volume recruitment or filling niche, hard-to-fill roles.

Demonstrated experience in working with a broad range of stakeholders, including senior human capital and business stakeholders.

Demonstrated knowledge of the various labour legislations, such as the basic conditions of employment, labour relations and employment equity.

Demonstrated experience in head-hunting/search and targeting highly skilled resources.

Experience in pipelining talent for critical roles for success planning a requirement.

Familiarity with advertising and sourcing channels such as databases and professional networks.

Knowledge of Applicant Tracking Systems.

Experience in using recruitment platforms to proactively source candidates.

A keen understanding of the requirements for each role in the organisation.

Demonstrated ability to work in a highly pressurised environment.

Desirable Requirements

Experience using SAP SuccessFactors (SSF).

Human Capital Business Partnering experience.

TECHNICAL COMPETENCIES:

a) Solutions Focused

Identifies complex problems based on a broad range of factors, many of which are ambiguous or difficult to define.

While remaining guided by organisational values, identifies optimal solutions, thinking firstin terms of approaches and flexibilities in the system vs. blind adherence to rules or procedures.

Evaluates the effectiveness and efficiency of solutions after they have been implemented and identifies needed changes.

b) Detail Orientation

Reviews all relevant information or aspects of a situation before acting or deciding.

Pays close attention to details that are important to others to make sure they are right.

Verifies that work has been completed according to the standards and procedures.

c) Negotiation Skills

Can state own case, leaving some room for negotiation.

Is well-versed in negotiation protocol and etiquette.

Can successfully conclude simple negotiations on a factual basis.

Knows when to seek advice/guidance during a negotiation.

d) Planning and Organising

Uses time management procedures effectively.

Can exercise independent judgement regarding all planning and organising issues.

Uses specialised software to plan and manage own time.

Plans and manages multiple priorities and deadlines.

e) Recruitment and Selection

Knowledge and understanding of DBSA's recruitment and selection policy and procedure, and ability to advise on selection methods.

Ability to take a lead role in supporting line managers in selection processes. May provide specialist input to selection decisions for critical roles, e.g., administering, interpreting and providing feedback on personality and other tests.

Ability to function as a source of advice and support across DBSA, on recruitment and selection issues, and answer more complex questions.

Required Personal Attributes

BEHAVIOURAL COMPETENCIES:

a) Customer Service Orientation

Tries to understand the underlying needs of customers and matches these needs to available or customized products and services.

Adapts processes