Talent Acquisition Officer

1. Recruitment & Selection

• Manage the full recruitment lifecycle from approved requisition through to appointment.
• Obtain a clear understanding of the hiring manager's requirements, operational environment and technical competencies required.
• Develop accurate job specifications and recruitment advertisements.
• Source suitable candidates through LinkedIn, job portals, databases, referrals, networking and direct headhunting.
• Screen CVs and conduct preliminary interviews.
• Shortlist candidates against agreed competency and qualification requirements.
• Coordinate interviews with hiring managers and interview panels.
• Facilitate assessments, reference checks and pre-employment requirements.
• Prepare candidate packs and recommendations for management approval.
• Coordinate offers and assist with the onboarding process.

• Recruit for specialised and operational positions, including where required:
• Mining management and supervisory positions
• Manufacturing and Production
• Finance, HR, IT and other corporate functions

• Proactively identify passive candidates for scarce and critical positions.
• Build and maintain talent pools for recurring and difficult-to-fill roles.
• Develop industry networks within the mining, manufacturing, engineering and logistics sectors.
• Conduct targeted LinkedIn searches and direct approaches.
• Maintain relationships with previously interviewed and high-potential candidates.
• Develop talent pipelines for future business requirements.

• Partner with hiring managers to understand vacancies and recruitment priorities.
• Provide regular recruitment updates and pipeline reports.
• Manage expectations regarding candidate availability and recruitment timelines.
• Advise managers on sourcing challenges and market conditions.
• Ensure hiring managers provide timely interview feedback.
• Maintain professional relationships with candidates throughout the recruitment process.

• Ensure all recruitment documentation is complete and accurately maintained.
• Maintain accurate applicant tracking and recruitment records.
• Ensure recruitment processes comply with company policies and applicable legislation.
• Maintain confidentiality of candidate and employee information.
• Monitor recruitment turnaround times and outstanding actions.
• Ensure approved vacancies are correctly captured and tracked.

• KPA
• Key Measure
• Recruitment Delivery
• Vacancies filled within agreed SLA
• Candidate Quality
• Suitable candidates shortlisted and appointed
• Sourcing
• Effective sourcing of scarce and technical skills
• Turnaround Time
• Reduced time-to-shortlist and time-to-fill
• Stakeholder Service
• Hiring manager satisfaction
• Candidate Experience
• Professional and consistent candidate communication
• Talent Pools
• Active pipelines for critical positions
• Recruitment Reporting
• Accurate and timely recruitment reports
• Compliance
• Recruitment processes and documentation compliant
• Cost Management
• Effective use of internal sourcing channels and agencies

• Education
• Grade 12 / Matric
• Relevant tertiary qualification
• Experience
• 5+ years' experience in recruitment / talent acquisition
• Experience recruiting within mining, manufacturing, engineering, construction or other technical environments highly advantageous.
• Experience with technical and operational recruitment.
• Experience with LinkedIn and online recruitment platforms.
• Experience managing multiple vacancies simultaneously.
• Knowledge & Skills
• End-to-end recruitment
• Candidate sourcing and headhunting
• Interviewing and screening
• Competency-based recruitment
• LinkedIn Recruiter / LinkedIn sourcing
• Placement Partner/Pnet
• Recruitment reporting and Excel

• Strong sourcing ability
• Excellent communication skills
• High attention to detail
• Results driven
• Strong organisational and planning skills
• Ability to work under pressure
• Ability to manage multiple urgent vacancies
• Strong networking ability
• Good judgement and candidate assessment skills
• Professional and confidential
• Strong follow-up and stakeholder management
• Proactive rather than purely reactive recruitment approach

• The successful candidate should be a hands-on recruiter and strong hunter, capable of finding candidates rather than relying solely on applications.
• They must be comfortable working in a fast-paced environment where multiple vacancies may be urgent and must be able to build relationships with both candidates and operational managers.
• The role requires someone who can pick up a difficult vacancy, understand the technical requirement, find the right talent and drive the process through to appointment.