12 Recruitment Agencies jobs in Gauteng

The Talent Acquisition Specialist (TAS) plays a critical role in driving SolarAfrica's hiring strategy by proactively headhunting and securing top talent across specialised, technical, and business roles. This position drives the full recruitment lifecycle, from sourcing and engagement to onboarding coordination, talent assessment, and continuous improvement of hiring practices.

Position of the job in the Company:

The TAS will report directly to the Chief People Officer.

Principal responsibilities:

1. Manage Talent Identification & Headhunting:

2. Proactively source and engage top talent through direct headhunting, LinkedIn

3. Recruiter, Boolean search, referrals, and talent mapping.
4. Build and maintain robust candidate pipelines for current and future business needs.
5. Partner with hiring managers to understand role requirements, critical skills, and cultural fit.

6. Drive market mapping and strategic sourcing initiatives to stay ahead of hiring needs.

7. Recruitment Process Ownership

8. Manage the end-to-end recruitment process from role briefing to offer acceptance.

9. Draft job descriptions, place adverts, manage candidate communication, and ensure a high-touch candidate experience.
10. Ensure processes are fair, consistent, and aligned with compliance standards.

11. Partner with People Ops to ensure accurate offers and contracts.

12. Onboarding Coordination & Management:

13. Coordinate onboarding logistics to ensure a seamless new joiner experience.

14. Collaborate with People Ops to deliver onboarding sessions.

15. Gather feedback to continuously improve onboarding.

16. Talent Assessment & Evaluation:

17. Manage structured interview processes, including technical and cultural interviews.

18. Coordinate candidate assessments and verification processes.

19. Partner with managers to evaluate candidate quality and hiring outcomes.

20. Continuous Improvement & Market Insights:

21. Track and report on key recruitment metrics (time-to-hire, cost savings, quality of hire).

22. Analyse market insights, salary benchmarks, and sourcing trends.

23. Recommend and implement improvements to enhance efficiency and experience.

24. Any other job duties associated with this role.

Experience & Skills

• 3–5 years' experience in recruitment or talent acquisition, ideally within renewable energy, technical, or engineering industries.
• Proven track record in headhunting, including leadership/C-suite roles.
• Experience managing the full recruitment lifecycle and onboarding processes.
• Familiarity with compliance and best practices in recruitment.

Attributes

• Excellent communication and relationship-building skills.
• Highly proactive, target-driven, and detail-oriented.
• Comfortable managing multiple roles simultaneously.
• Skilled in using ATS systems (e.g., BambooHR, LinkedIn Recruiter).
• Passion for creating a positive candidate and manager experience.

Desirable

• Experience recruiting in the renewable energy, engineering, or infrastructure sectors.

What Does Success Look Like?

By Month 3:

• You are fully up to speed on our recruitment processes, ATS (BambooHR), and sourcing tools.
• You've successfully run end-to-end recruitment for at least one role, including sourcing, interviewing, and offer coordination.
• You've begun building strong talent pipelines for critical and hard-to-fill positions.
• You have established effective working relationships with hiring managers and People Ops.

By Month 6:

• You are confidently managing multiple vacancies simultaneously and consistently meeting a time-to-hire of 30 days.
• You've demonstrated strong headhunting capability by sourcing quality candidates directly for both technical and senior roles, including leadership positions where required.
• Hiring managers view you as a trusted recruitment partner, and your pipelines reflect top talent.
• You're actively improving candidate experience through clear communication, structured assessments, and cultural fit evaluation.

By Month 12:

• You are driving talent acquisition strategy proactively, anticipating business needs, advising managers, and continuously improving processes.
• You've contributed to measurable cost savings in recruitment fees through effective direct sourcing and pipeline building.
• You've implemented market insights and recruitment data to support strategic workforce planning.
• You are seen as a subject matter expert in talent acquisition, consistently attracting and hiring high-calibre talent aligned with SolarAfrica's culture and values.
• Your work directly impacts the company's ability to scale through high-quality, timely hires across all levels, including critical leadership roles.

Core Values:

We hire, reward, and recognise our team against these values. It is imperative that you believe in these values and demonstrate them consistently.

• We are passionate and proud of what we do.
• We communicate candidly, especially when it is difficult.
• We take the initiative, share our mistakes, and grow together.
• We are dependable and take accountability.
• No one person is bigger than the solution - no egos.

Talent Acquisition Specialist
Location: Midrand
Contract duration: 3 months
Scope of the role:

• Responsible for leading and driving talent resourcing initiatives
• Collaborate with respective business stakeholders to understand their talent needs and align resourcing strategies to meet the people plans.
• Ensure customer obsession and adopt the best recruitment approaches to drive a seamless candidate experience.

Key accountabilities and decision ownership
:

• Collaborate with business to develop and cultivate excellent working relationships to build in-depth understanding of requirements in order to plan sourcing strategies
• Build talent pipelines for future needs.
• Lead and coordinate end-to-end talent acquisition services including being accountable for proactively communicating and updating key stakeholders
• Consult with the business to support targeted attraction strategies for relevant business area based on the business drivers/strategy, research and analysis.
• Pro-active sourcing of candidates via internal databases, alternate sourcing channels, referrals, talent days and talent mapping exercises in order to meet client requirements.
• Provide market trends and analysis on a regular basis, utilising these insights to influence recruitment plans.
• Engage with preferred suppliers where necessary and build working relationships to deliver the right talent for the business.
• Accountable for resourcing reporting, including analysis of performance against KPIs and insights to shape the business area to further shape the business area specific resourcing strategy.
• Provide an exceptional candidate experience throughout the recruitment process.
• Assist with the alignment and achievement of Business Area Transformation targets through targeted sourcing and shortlisting.

Core competencies, knowledge and experience:

• Experienced talent acquisition specialist who has managed significant portfolios of complex recruitment for a demanding client base with a deep functional expertise
• Customer obsessed with experience of delivering a customer centric resourcing service and demonstrate innovation to problem solving as well as service delivery.
• Ability to work in a fast paced and changing environment.
• An effective and persuasive communicator who seeks insight into the business needs and acts as a knowledgeable advisor, as well as liaise and influence at senior level
• Strong networker, who adapts well to changing priorities, demonstrates resilience, flexibility and energy.
• Ability to analyse recruitment data and trends and to implement corrective actions.
• Commercial Acumen
• Experience in dealing with tight deadlines in a fast moving environment and dealing with complex roles and business areas

Must have technical / professional qualifications
:

• Matric / Grade 12 or SAQA Accredited Equivalent*
• Minimum of a B Degree with HR specialization or SAQA Accredited Equivalent*
• 5-8 years' experience in recruitment industry
• Experience in developing and delivering recruitment strategies and processes to improve outcomes.
• Experience in research, market mapping, and stakeholder management

Core competencies, knowledge and experience:

• Experienced talent acquisition specialist who has managed significant portfolios of complex recruitment for a demanding client base with a deep functional expertise
• Customer obsessed with experience of delivering a customer centric resourcing service and demonstrate innovation to problem solving as well as service delivery.
• Ability to work in a fast paced and changing environment.
• An effective and persuasive communicator who seeks insight into the business needs and acts as a knowledgeable advisor, as well as liaise and influence at senior level.
• Strong networker, who adapts well to changing priorities, demonstrates resilience, flexibility and energy.
• Ability to analyse recruitment data and trends and to implement corrective actions.
• Commercial Acumen

A bit about us

We're a world-leading smart mobility SaaS tech company with over 2,000,000 subscribers across 27 countries. Cartrack is a leading global provider of telematics, fleet management, and intelligent mobility solutions. We are driven by innovation, data, and technology that empower businesses and individuals to move smarter. Our teams consist of passionate professionals who thrive in a fast-paced, performance-driven environment.

Are you curious, innovative and passionate?

Do you take ownership, embrace challenges, and love problem-solving?

The Talent Acquisition Specialist will support the full recruitment lifecycle for technical roles within Cartrack's Technology division. This role requires someone who is proactive, detail-oriented, and passionate about sourcing and engaging top IT talent to meet business needs.

Key Responsibilities

• Manage the full recruitment cycle for assigned technical positions.
• Source for niche and hard-to-fill roles using multiple channels and platforms.
• Understand departmental needs and hiring requirements to align recruitment strategies.
• Conduct relevant assessments and initial screening to ensure strong candidate alignment.
• Maintain a robust and active pipeline for critical and recurring technical roles.
• Be proactive in identifying and engaging high-quality candidates in the market.
• Support recruitment reporting, analytics, and process improvements within the Talent Acquisition function.
• Contribute to employer branding initiatives targeting the IT and tech community.

Key Skills & Competencies

• Strong understanding of technical roles, tools, and terminology.
• Skilled in sourcing and engaging passive candidates.
• Excellent communication and coordination skills.
• Organized and able to manage multiple vacancies effectively.
• Data-driven mindset with strong attention to detail.
• Collaborative, proactive, and results-focused approach.

You have

• Diploma or Degree in Human Resources, Industrial Psychology, or Information Technology.
• 2–4 years' full-cycle recruitment experience, with a strong focus on IT and technical positions.
• Proven ability to source and engage candidates for niche roles
• Experience in managing multiple vacancies simultaneously within a fast-paced, high-volume environment.
• Comfortable working with hiring managers and technical teams to understand role requirements and align recruitment strategies.
• Solid understanding of technical skills, tools, and frameworks to conduct relevant screenings and assessments.
• Proficiency in using LinkedIn Recruiter, ATS platforms, and Boolean search methods.
• Exposure to data-driven recruitment practices, including reporting, analytics, and process improvements.
• Awareness of market trends and best practices in IT talent acquisition.

Job Type: Full-time

Language:

• English (Preferred)

Work Location: In person

Lovisa is fast-fashion Retail

Lovisa is global, and its growth is infectiously energetic

Develop your internal capabilities, with an eye to the next career role

See us at

German Language required to assist Germany (and other parts of Europe and Africa)

The role:

• Lovisa has 400 stores in Europe and Africa and a Global Support Centre in Johannesburg.
• This role is part of the EMEA Talent Acquisition team
• Perform full-cycle recruitment for our Africa HQ in Johannesburg (on average four hires per month)
• Facilitate the smooth operation of self-service Retail Store recruitment for Southern Africa and Germany (on average 50 hires per month)
• Role reports to Head of TA for EMEA, in Europe
• Develop and implement agile recruiting plans for different situations in different countries for different roles. Sometimes Indeed works, sometimes local job-boards, sometimes Linked-in. Sometimes the shopping centre job-board. Sometimes internal referrals, or a store-window advertisement. Sometimes you may do a proactive LinkedIn search. Sometimes we may get too many applicants that need to be brought back to manageable numbers. You work out what's our best supply channels and screening for each area
• Hiring Managers assess and interview store candidates, there are too many stores for you to do it – your job is to make sure they have quality supply
• Social Media recruitment – maximize the channels at our disposal
• Engage and manage agencies if we've shown its required
• Master the ATS, and the reporting insights it gives us
• You will be working with top-notch recruitment and HR leadership in Africa and Europe. You should expect high exposure to best-practice thinking in recruitment, and we welcome your input and ideas.

You:

• You will speak German professionally
• You will not focus on what cannot be done, you will be discover what can be done. Internal recruitment cannot leave a problem unsolved
• Urgency. It's retail, after all. Everything is needed now
• English required, but any other languages would be useful
• Having been in recruitment before would be helpful. Not absolutely necessary if you are bright, engaging, positive and absorb training like a sponge, but having done some recruitment – or worked in a retail store environment – would give you a head start
• We are a 5-days in the office company. Culturally retail staff go every day to their place of work, and the Support Centre culture is the same
• You will not be someone who changes job every year. We expect to invest time and training into you, which will be safer if you have a stable track record
• You will have your own energy. We will help direct you, but not push you

Benefits to you

• Work for a cool brand
• Get exposure to Africa and Europe, you will make new friends in different countries
• Learn everything everywhere about supply of retail people
• Spend time with leaders in HR and Recruitment, develop and test your own theories on how to do the job better
• You will be encouraged to embrace digital
• You will be trained as an expert in a fresh, new ATS
• Oh, and you will have fun. Our people are nice.

Reach out, have a conversation with us. We would love to talk with you about this role.

We believe in supporting diverse cultures and harnessing the unique knowledge and experience of our team. We celebrate our global presence, by supporting our culturally diverse team around the world.

As an Internal Talent Acquisition Specialist at SAAT, you'll play a key role in driving high-volume recruitment across our technical and operational teams. Based at our Kempton Park office, you'll manage the full recruitment lifecycle—from sourcing and screening to stakeholder engagement and offer coordination. This is a fixed-term role for 4 months, ideal for someone who thrives in a fast-paced, structured environment and is passionate about connecting the right people to the right roles.

As an Internal Talent Acquisition Specialist at SAAT, you'll play a key role in driving high-volume recruitment across our technical and operational teams. Based at our Kempton Park office, you'll manage the full recruitment lifecycle—from sourcing and screening to stakeholder engagement and offer coordination. This is a fixed-term role for 4 months, ideal for someone who thrives in a fast-paced, structured environment and is passionate about connecting the right people to the right roles.

Manage end-to-end recruitment for internal vacancies across SAAT

Partner with hiring managers to understand role requirements and workforce planning needs

Conduct interviews, shortlist candidates, and facilitate selection processes

Coordinate internal mobility and ensure fair, transparent hiring practices

Maintain accurate records and update recruitment systems

Support onboarding processes and handovers to HR operations

Assist with recruitment reporting and compliance tracking

Matric or equivalent - essential

Relevant degree or diploma - advantageous

Minimum 3 years' experience in recruitment, with a focus on internal hiring

Strong interviewing and candidate assessment skills

Experience in stakeholder engagement and recruitment coordination

Proficiency in MS Office and recruitment platforms

Knowledge of labour regulations and internal hiring policies is advantageous

Internal Recruitment Processes - Advanced

ATS & Recruitment Systems Intermediate

Communication & Organisation - Advanced

Stakeholder Engagement - Advanced

Interviewing Techniques - Advanced

Labour Regulations - Intermediate

Professional, approachable, and confident

Able to work independently and manage high volumes

Interpersonal Skills - Advanced

Committed to fairness, transparency, and candidate experience

Resilient and adaptable in a dynamic environment

Self-motivated and customer-focused

Able to work under pressure and maintain confidentiality

Detail-oriented with strong analytical thinking

Business writing

Proven experience in internal recruitment, ideally within a technical or operational environment

Strong stakeholder management skills and the ability to influence and collaborate across departments

Excellent interviewing and assessment capabilities

Comfort working in a high-volume recruitment setting with tight deadlines and shifting priorities

Ability to manage multiple requisitions and priorities simultaneously

Confident communicator with strong interpersonal skills

Skilled in behavioural and competency-based interviewing

Familiarity with ATS systems and recruitment reporting

A proactive, solutions-focused mindset with a commitment to candidate experience

Experience working in unionised or regulated environments is a plus

Position Purpose

The Talent Acquisition Specialist is responsible to lead the strategic recruitment efforts across multiple business units, with a focus on sourcing, attracting and hiring top talent to support our organisation's objectives. Oversee the entire recruitment lifecycle while partnering with leadership to drive workforce planning, employer branding and talent pipeline development.

With a strong understanding of healthcare sector, recruitment best practices, and a proven ability to manage the full recruitment lifecycle, you will be responsible for:

• Strategic workforce planning - partner with business unit heads and line mangers to assess current and future hiring needs and develop tailoredrecruitment strategies that align to the organisation's goals.
• Develop innovative sourcing strategies - utilize a wide range of sourcing strategies including executive search, networking,

Accountabilities

Position Specific Outputs

Key responsibilities:

• Full Recruitment process – manage the end-to-end recruitment process from strategic planning, sourcing candidates (through using various sourcing techniques like job boards, social media, networking, referrals to attract the right candidates) attracting, screening and interviewing (conduct through screening and interviews to assess candidate's qualifications, experience and cultural fit within the organisation), offers and onboarding of new hires.
• Relationship building – develop and maintain strong relationship with hiring managers, Business Unit heads and other stakeholders to understand and proactively manage resourcing needs by creating fit-for-purpose recruitment strategies.
• Talent pools – proactively build a talent pipeline for critical and hard-to-fill roles, ensuring a pool of qualified candidates is readily available.
• Compliance – ensure all recruiting processes comply with company policies and procedures, including handling sensitive candidate data in accordance with applicable legislation.
• Employer branding – promote the company's brand within the talent market by attending industry events, job fairs, and through online platforms.
• Metrics and reporting – track and repot on key recruitment metrics (time-to-hire, source of hire, retention rates) and provide insights for continuous improvement.

Accountabilities

Continuous improvement:

• Implement practical solutions that use the specialist and departmental systems and processes
• Provide specialist input and recommendations to improve the efficiency, compliance and quality objectives related to the area of specialisation
• Identify problems and develop and propose solutions to present to appropriate leader or stakeholders
• Ensure day to day operational support required from area of specialisation is provided to enhance performance

Cost containment:

• ·Support the identification, development and implementation of cost-effective processes to increase efficiency and reduce cost drivers related to area of specialisation
• Continuously review cost / benefit and Return on Investment within area of specialisation

Drive customer-centricity:

• Maintain a high level of impact on other departments to support improved delivery
• Continually increase understanding of client and stakeholder needs, satisfaction and service delivery

Knowledge management:

• Ensure that adequate knowledge regarding specialisation is shared as required and maintained within the research library
• Provide advice and / or training as required
• Maintain, develop and implement specialist knowledge within the day to day operations of the organisation

Maintain expertise level:

• Be a member of related professional bodies
• Ensure CPD (continual professional development) or similar accreditation requirements are met annually to ensure maintained specialist accreditation

Network key relationships:

• Engage with and provide support to the established network of internal and external expert resources and partners

Specialist support to projects:

• Provide Specialist expertise and ensure best practice related to specialisation is implemented in projects, when required
• Conform to project management disciplines when participating in projects
• Represent department or project on appropriate committees related to area of specialisation

What will make you successful in this role
?

• Excellent team-work skills and an ability to manage and mentor staff.
• An ability to provide operational input to the broader organization which beneficially impacts the organization is critical.
• Outstanding customer service orientated approach; understanding and meeting the needs of all CCMDD stakeholders.
• Good presentation skills.
• Computing skills; advanced application of MS Word, MS Powerpoint, MS Excel.
• Fluency in English (read, write and understand).
• Flexibility in terms of availability/working hours and travel.
• Full comprehension of policies and procedures.
• Good understanding of NDOH_CCMDD processes and procedures will be advantageous.

Qualification and Experience

Qualifications

• Bachelor's degree in business, Human Resources, Business Administration or related field. Postgrad qualification - advantageous

Experience

• Minimum of 5 – 7 years' experience in strategic talent acquisition experience, with at least 2 years in a lead role.
• Experience of recruiting healthcare professionals, advantageous.
• Proven experience recruiting a wide range of roles – senior level and highly specialized roles across different industries or sectors.

Knowledge and Skills

Knowledge:

• Strong knowledge of advanced recruitment strategies and tools, including executive search, talent mapping and networking.
• Strong understanding of employment law and recruitment best practices.
• Knowledge and understanding of relevant acts
• Knowledge of Talent management methodology
• Knowledge, application and improvement of policies and procedures
• Knowledge of the industry and market

Skill:

• Relationship building skills
• Time Management Skills
• Data gathering and analysis
• Attention to Accuracy and Detail
• Networking Skills
• Business Acumen
• Communication Skills
• Ability to effectively prioritize and execute tasks in high-pressure environment
• Excellent communication and interpersonal skills
• Proficient in applicant tracking systems and recruitment platforms
• Ability to manage multiple vacancies and priorities within a fast-paced environment

Turnaround Time

The shortlisting process will only start once the application due date has been reached. The time taken to complete this process will depend on how far you progress and the availability of line managers.

Should you not receive feedback within a month of applying, please consider your application unsuccessful

What will you do?

Position Purpose

The Talent Acquisition Specialist is responsible to lead the strategic recruitment efforts across multiple business units, with a focus on sourcing, attracting and hiring top talent to support our organisation's objectives. Oversee the entire recruitment lifecycle while partnering with leadership to drive workforce planning, employer branding and talent pipeline development.

With a strong understanding of healthcare sector, recruitment best practices, and a proven ability to manage the full recruitment lifecycle, you will be responsible for:

• Strategic workforce planning - partner with business unit heads and line mangers to assess current and future hiring needs and develop tailored recruitment strategies that align to the organisation's goals.
• Develop innovative sourcing strategies - utilize a wide range of sourcing strategies including executive search, networking,

Accountabilities

Position Specific Outputs

Key responsibilities:

• Full Recruitment process – manage the end-to-end recruitment process from strategic planning, sourcing candidates (through using various sourcing techniques like job boards, social media, networking, referrals to attract the right candidates) attracting, screening and interviewing (conduct through screening and interviews to assess candidate's qualifications, experience and cultural fit within the organisation), offers and onboarding of new hires.
• Relationship building – develop and maintain strong relationship with hiring managers, Business Unit heads and other stakeholders to understand and proactively manage resourcing needs by creating fit-for-purpose recruitment strategies.
• Talent pools – proactively build a talent pipeline for critical and hard-to-fill roles, ensuring a pool of qualified candidates is readily available.
• Compliance – ensure all recruiting processes comply with company policies and procedures, including handling sensitive candidate data in accordance with applicable legislation.
• Employer branding – promote the company's brand within the talent market by attending industry events, job fairs, and through online platforms.
• Metrics and reporting – track and repot on key recruitment metrics (time-to-hire, source of hire, retention rates) and provide insights for continuous improvement.

Accountabilities

Continuous improvement:

• Implement practical solutions that use the specialist and departmental systems and processes
• Provide specialist input and recommendations to improve the efficiency, compliance and quality objectives related to the area of specialisation
• Identify problems and develop and propose solutions to present to appropriate leader or stakeholders
• Ensure day to day operational support required from area of specialisation is provided to enhance performance

Cost containment:

• ·Support the identification, development and implementation of cost-effective processes to increase efficiency and reduce cost drivers related to area of specialisation
• Continuously review cost / benefit and Return on Investment within area of specialisation

Drive customer-centricity:

• Maintain a high level of impact on other departments to support improved delivery
• Continually increase understanding of client and stakeholder needs, satisfaction and service delivery

Knowledge management:

• Ensure that adequate knowledge regarding specialisation is shared as required and maintained within the research library
• Provide advice and / or training as required
• Maintain, develop and implement specialist knowledge within the day to day operations of the organisation

Maintain expertise level:

• Be a member of related professional bodies
• Ensure CPD (continual professional development) or similar accreditation requirements are met annually to ensure maintained specialist accreditation

Network key relationships:

• Engage with and provide support to the established network of internal and external expert resources and partners

Specialist support to projects:

• Provide Specialist expertise and ensure best practice related to specialisation is implemented in projects, when required
• Conform to project management disciplines when participating in projects
• Represent department or project on appropriate committees related to area of specialisation

What will make you successful in this role?

• Excellent team-work skills and an ability to manage and mentor staff.
• An ability to provide operational input to the broader organization which beneficially impacts the organization is critical.
• Outstanding customer service orientated approach; understanding and meeting the needs of all CCMDD stakeholders.
• Good presentation skills.
• Computing skills; advanced application of MS Word, MS Powerpoint, MS Excel.
• Fluency in English (read, write and understand).
• Flexibility in terms of availability/working hours and travel.
• Full comprehension of policies and procedures.
• Good understanding of NDOH_CCMDD processes and procedures will be advantageous.

Qualification and Experience

Qualifications

• Bachelor's degree in business, Human Resources, Business Administration or related field. Postgrad qualification - advantageous

Experience

• Minimum of 5 – 7 years' experience in strategic talent acquisition experience, with at least 2 years in a lead role.
• Experience of recruiting healthcare professionals, advantageous.
• Proven experience recruiting a wide range of roles – senior level and highly specialized roles across different industries or sectors.

Knowledge and Skills

Knowledge:

• Strong knowledge of advanced recruitment strategies and tools, including executive search, talent mapping and networking.
• Strong understanding of employment law and recruitment best practices.
• Knowledge and understanding of relevant acts
• Knowledge of Talent management methodology
• Knowledge, application and improvement of policies and procedures
• Knowledge of the industry and market

Skill:

• Relationship building skills
• Time Management Skills
• Data gathering and analysis
• Attention to Accuracy and Detail
• Networking Skills
• Business Acumen
• Communication Skills
• Ability to effectively prioritize and execute tasks in high-pressure environment
• Excellent communication and interpersonal skills
• Proficient in applicant tracking systems and recruitment platforms
• Ability to manage multiple vacancies and priorities within a fast-paced environment

Turnaround Time

The shortlisting process will only start once the application due date has been reached. The time taken to complete this process will depend on how far you progress and the availability of line managers.

Our Commitment to Transformation

AfroCentric is committed to transformation and embracing diversity. Our Employment Equity plan and targets will be considered as part of the recruitment process. This commitment is what drives us to achieve a diverse workplace with employment equity as a key goal to create an inclusive workforce, representative of the demographics of our society as well as people with disabilities.

Should you not hear from us within a month of applying, consider your application unsuccessful.

visit ,co,za for more information on Application

Closing Date :

Job Description

Optimi has an opportunity for a proactive and detail-oriented Junior Talent Acquisition Consultant to join our Human Resources team. You will play a key role in supporting junior and bulk recruitment activities, ensuring a seamless process for candidates and hiring managers.

REQUIREMENTS

• Grade 12
• Human Resources qualification
• 1–2 years' experience in recruitment
• Microsoft Office Suite, Microsoft Teams, LinkedIn, PNet, Simplify.HR
• Familiarity with Applicant Tracking Systems (ATS)
• Fluent in English (written and verbal)
• MIE Certified Agent (Advantageous)

DUTIES

• Manage junior and bulk temporary recruitment processes from request to placement.
• Facilitate recruitment request forms and load ATRs for approval.
• Screen and shortlist candidates.
• Conduct interviews and coordinate assessments.
• Perform reference, criminal, and qualification checks.
• Provide timely feedback to candidates.
• Maintain and update the social media recruitment report regularly.
• Ensure that all job adverts are copy checked and approved by relevant managers.
• Send approved adverts to the marketing team for posting on the company's website and social media platforms.
• Prepare purchase requisitions (PRs) promptly upon receipt.
• Ensure that PRs are signed off by relevant managers and department heads.
• Submit PRs to finance and follow up on payment status.
• Ensure POPI compliance in all recruitment activities.
• Stay updated on recruitment trends and best practices.
• Deliver an excellent candidate and stakeholder experience.
• Promote collaboration within the HR team.
• Assist the HR team with recruitment-related tasks or projects.
• Support other administrative duties as required.

This position is based in Centurion.

Should you not receive a call from us within 14 days, please consider your application unsuccessful.