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.

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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.

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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.

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Requirements

Minimum Requirements

Qualification

• Diploma or Degree in Human Resources, or a related field.

Experience

• Approximately 3–5 years' end-to-end recruitment experience.
• Experience recruiting within a retail or similarly high volume environment would be advantageous.
• Demonstrated experience managing multiple vacancies simultaneously.
• Experience with proactive candidate sourcing and talent pipeline development.
• Strong recruitment reporting and analytical capability.
• Experience using an ATS/HRIS and online recruitment platforms.

Key Competencies

• Strong sourcing and interviewing capability
• Excellent interpersonal and stakeholder management skills
• Strong planning and organisational ability
• Ability to work at pace and manage competing priorities
• Data driven and comfortable working with recruitment metrics
• Sound judgement and decision making
• Strong written and verbal communication
• High attention to detail
• Candidate and customer service orientation
• Initiative and problem solving ability
• Alignment with organisational values and culture
• Knowledge of South African labour legislation