Senior Talent Acquisition Specialist (BET)

Recruitment

Leadership

Job responsibilities:

• Actively source current and potential future talent in the market against BETs talent needs.
• Use Social and Professional Networking sites to identify and source candidates. 
• Network with industry contacts and association memberships to source the best quality candidate. 
• Aid Public Relations in establishing BET as a recognizable “Employer of Choice”. 
• Build long-term relationships with past and potential candidates.
• Serve as brand ambassador at various events (career fairs or professional conferences and recruiting events).
• Represent the company internally and externally at events with the goal of networking and relationship building with potential candidate communities.
• Draft internal and external advertisements for vacancies in conjunction with Talent and Marketing Manager. 
• Conduct pre-screening interviews against job spec and eliminate unsuitable candidates early in the recruitment process. Collate and present CVs to the line manager for consideration. 
• Coordinate and facilitate interviews to ensure the best candidates are selected.
• Ensure competency-based interview questions are used as part of the targeted selection process.
• Draft offer letters for candidates after the package is approved.
• Maintain all pertinent applicant and interview data. Ensure that interview notes, guides and reference checks are uploaded onto the HRIS.
• Ensure all candidates receive feedback on their applications. Ensure all candidates who do not meet the requirements are advised by way of rejection letters or emails. Ensure agencies receive feedback. 
• Ensure thorough pre-employment checks for new hires and the necessary paperwork is completed promptly and accurately.
• Ensure a smooth onboarding and integration process for new hires.
• Coordinate and facilitate psychometric assessments as and when required. 
• Provide all necessary and required reports in addition to attending the weekly recruitment reporting meetings.
• Manage respective candidate pools to ensure qualified candidates remain engaged in current or future opportunities.
• Be actively involved in discussions regarding the Recruitment brand in the market and participate in recruitment marketing strategy discussions.
• Create and maintain a talent pool pipeline for technical roles and specific core roles within BET.
• Build a database of suitable candidates.
• Assist in creating/updating recruitment policies, talent benchmarking, talent assessments and interviewing techniques. 
• Work closely with management on all diversity initiatives involving recruitment to ensure fairness in hiring practices.
• Actively work toward building a diverse and qualified team to support the organization.
• Work closely with the marketing department to develop creative ways for addressing talent acquisition challenges.
• Proactively seek market intelligence to gain a competitive advantage in attraction, assessment and sourcing methodologies.
• Research talent acquisition trends in the staffing industry.
• Identify and lead the resolution of recruitment challenges.
• Suggest new ideas for improving talent acquisition activities. 
• Lead approved initiatives to ensure the Talent team places top talent through effective and efficient methods.
• Any ad hoc tasks that may arise.
• Recruitment and KPI targets to be met.

Job specification:

• HR degree or equivalent qualification.
• 6+ years of recruitment experience preferably in the IT industry.
• Knowledge and understanding of technical roles within the Infrastructure and Software industry.
• Proven track record of strategic sourcing solutions and implementation thereof.
• Previous experience seeking talent recruitment and assisting with onboarding processes.
• Interpersonal skills and ability to communicate professionally
• Experience in the continual development of talent pipelines and sourcing potential candidates.
• Ability to speak knowledgeably about the company and answer any questions a potential hire may have.
• Firm understanding and implementation of recruiting metrics to drive decision-making is strongly preferred.
• Proficient in using company software and databases to connect with and reach out to potential candidates.
• Previous experience developing and executing recruiting marketing and branding strategies.
• Previous exposure to managing stakeholder relationships, with key business objectives in mind.

Living the Spirit:

1. Continuously innovate and explore new recruitment strategies to attract exceptional candidates in line with BET Software’s culture and Values.. 
2. Prioritise efficiency in the recruitment process to ensure vacancies are filled promptly. Streamline processes, optimise communication channels, and collaborate closely with hiring managers to expedite candidate selection and onboarding.
3. Cultivate strong partnerships with line managers, understanding their hiring needs and preferences. Regularly communicate updates, provide guidance on best practices, and solicit feedback to enhance collaboration and mutual understanding.
4. Forge productive relationships with external recruitment agencies and suppliers, leveraging their expertise and networks when necessary. Ensure clear communication regarding expectations, timelines, and candidate quality standards.
5. Take ownership of recruitment initiatives and challenges, demonstrating accountability and initiative in finding solutions.
6. Approach recruitment with a sense of enthusiasm, embracing new opportunities and experiences.
7. Foster an inclusive and authentic recruitment environment where candidates feel valued and respected for who they are.
8. Collaborate closely with colleagues across departments, recognising the collective effort required to achieve recruitment goals.
9. Ensure a positive and memorable experience for candidates throughout the recruitment process. Provide timely communication, personalised interactions, and constructive feedback to uphold the company's reputation as an employer of choice.
10. Regularly evaluate recruitment metrics and outcomes to identify areas for improvement. Gather feedback from stakeholders and implement actionable insights to enhance effectiveness.