SA - Gauteng, RandburgInternal Recruitment Officer Job Description
Randburg Based
R15 – R25 000 ctc Minimum requirements:
Job Description:
Sourcing, attracting, and hiring top talent to drive our company's growth and success. Collaborate closely with hiring managers and department heads to understand their staffing needs and develop effective recruitment strategies. This role requires a blend of strategic thinking, interpersonal skills, and a passion for finding the right people to join our team. Because you are part of the HR department and we focus on multi-skilled personnel, you will also, from time to time, be asked to perform other HR type of duties in collaboration with the HR Manager.
Responsibilities:
- Continuously evaluate and improve recruitment processes and strategies to enhance efficiency and effectiveness.
- Partner with hiring managers to understand their staffing needs and develop comprehensive job descriptions and recruitment strategies.
- Load job postings on job portals and ensure their availability for applicants.
- Source candidates through various channels, including job boards, social media, professional networks, and employee referrals.
- Screen resumes and applications to identify qualified candidates; conduct initial phone screens to assess candidate fit and interest.
- Coordinate and schedule interviews with hiring managers; facilitate candidate assessments and evaluations.
- Maintain clear and timely communication with candidates throughout the recruitment process, providing updates and feedback as appropriate.
- Collaborate with the HR team to ensure a smooth and efficient onboarding process for new hires.
- Add new appointees on relevant WhatsApp groups.
- Play a pivotal role in the induction process for new hires.
- Follow up on new hires at 1 week, 1 month, 2 months, 3 months, and 6 months intervals to ensure successful integration and address any concerns.
- Issue contracts to new appointees and handle the offer letter process.
- Conduct criminal and credit background checks for potential hires.
- Ensure references checks are completed on each new hire, and to document the reference checks.
- Load performance contracts for new hires and ensure job portals have sufficient credits available.
- Stay informed about industry trends and best practices in recruitment and talent acquisition.
- Traveling to different branches across South Africa from time to time to conduct interviews.
KPA’s
Placement Targets:
Aim to achieve a minimum of 3 placements per week to meet staffing needs effectively.
Three placements would consist out off
- 1 x (Top Management, Senior Management, Professionally Qualified, Skilled technical)
- 2 x (Semi-Skilled, Unskilled)
Implement strategies to increase placement rates, such as optimizing sourcing channels and streamlining the selection process.
Talent Acquisition Efficiency:
Measure the time taken to fill vacant positions.
Assess the quality of hires through performance evaluations.
Monitor the effectiveness of sourcing channels in attracting suitable candidates.
Ensure a high rate of successful placements.
Candidate Experience and Satisfaction:
Gather feedback from candidates regarding their recruitment experience.
Implement improvements based on candidate feedback to enhance the recruitment process.
Ensure clear and timely communication with candidates throughout the recruitment journey.
Compliance and Documentation:
Ensure compliance with legal and regulatory requirements in the recruitment process.
Maintain accurate records of recruitment activities, including applicant tracking and documentation of hiring decisions. For employment equity purposes.
Recruitment Process Improvement:
Identify bottlenecks and areas for improvement in the recruitment process.
Implement strategies to streamline processes and reduce time-to-hire.
Stay updated on industry trends and best practices to enhance recruitment effectiveness.
Stakeholder Management:
Foster strong relationships with hiring managers and department heads.
Solicit feedback from stakeholders to understand their evolving staffing needs.
Collaborate effectively with other HR team members to align recruitment efforts with broader HR strategies.
Onboarding and Integration:
Monitor the effectiveness of the onboarding process for new hires.
Ensure smooth integration of new employees into their roles and the organizational culture.
Track employee retention rates and identify opportunities to improve retention through effective onboarding.
Data Analysis and Reporting:
Generate recruitment metrics and reports to track key performance indicators.
Analyze recruitment data to identify trends, opportunities, and areas for improvement.
Present findings and recommendations to management to inform decision-making.
Training and Development:
Stay updated on recruitment tools, techniques, and best practices through continuous learning and professional development.
Cost Efficiency:
Monitor recruitment-related expenses and optimize recruitment budgets.
Evaluate the return on investment (ROI) of different recruitment strategies and channels.
Identify opportunities to reduce costs while maintaining or improving recruitment effectiveness.
Consultant: Dante Personnel Johannesburg
