Job Description - DFA

1 Job Description Job Description 1 Job title Recruitment Officer Department Support Human Resources Reporting structures DIRECTLY 1ST LEVEL EXECUTIVE: HUMAN RESOURCES REPORTING 2ND LEVEL CFO NUMBER & TYPE OF JOBS REPORTING DIRECTLY (1ST LEVEL) Recruitment Coordinator; Recruitment Administrator NUMBER & TYPE OF JOBS REPORTING INDIRECTLY (2ND LEVEL) None Main purpose To oversee the recruitment and selection process to ensure that the organisation attracts and recruits the best suitable applicants for identified vacancies. ACCOUNTABILITIES & RESPONSIBILITIES (KEY PERFORMANCE AREAS & TASKS) KEY PERFORMANCE INDICATORS 1. Recruitment Manage the performance of the recruitment function based on HR strategies, plans and service level agreements. Compile recruitment strategy for new financial year (how to attract the right people, head hunting, etc.)

2 Maintain up-to-date and accurate recruitment plan in order to be able to prioritize staffing needs. Ensure alignment of recruitment plan with EE targets as identified by the B-BBEE Officer Goals on Scorecards: Recruitment plan compiled for budget as per regional needs Actual vs plan monthly measure & reporting Compile recruitment plan based on recruitment process & timelines On time and accurate status on the recruitment plan Advertise vacant positions and replacements in time to start as per approved start date and as per recruitment timelines. Candidates headhunted or selected according to job requirements Job Description 2 ACCOUNTABILITIES & RESPONSIBILITIES (KEY PERFORMANCE AREAS & TASKS) KEY PERFORMANCE INDICATORS Communicate recruitment plan to the relevant managers and build good relationships with internal customers Sign off recruitment plan with line managers Implement recruitment plan based on org structure changes, company restructuring or new vacancies Handle all recruitment enquiries and approvals from EXCO Compile monthly recruitment reports as per HR Dashboard, Board Packs, OPS Dashboard, etc.

3 Conduct regular follow-up meetings with managers to determine the effectiveness of recruiting implementation Compile recruitment budget Monitor HR budget monthly on IDU to highlight any concerns with actuals vs planned budgets. Communicate and discuss recruitment plan with recruitment agents. Plan according to our SLA, appointment dates and which agents sources which vacancies. Setup recurring meetings with recruiters, recruitment agents to plan 2 months ahead, identify any obstacles, etc. Keep up to date with the latest developments in the field of recruitment and selection. Develop, maintain and ensure compliance of all recruitment & recruitment administration policies and procedures. Keep track of recruitment costs, as well as savings from referrals and head-hunting done internally and externally, where agency fees were incurred.

4 Perform quarterly review and feedback of preferred agencies progress. Ensure that the recruitment time to fill a vacancy never exceeds 60 days from requisition to start date, in line with the structured recruitment process Provide business with monthly and quarterly reporting of new hires and candidate pipeline. Brief agencies on vacant positions and maintain relationship with preferred recruitment agencies. Co-ordinate approval of non-HDI appointments All interview administration and documentation in place on time Compile a QA checklist to audit regions on following the correct policies and procedures interview packs always available, up to date and interview specific interview questions on time and designed to be position related All required forms or documents available, up to date and linked to the recruitment policy and process (such as resource requisition form, interview panel, etc.)

5 Approval of non-HDI appointments on time and kept on record CV database up to date on the system Job Description 3 ACCOUNTABILITIES & RESPONSIBILITIES (KEY PERFORMANCE AREAS & TASKS) KEY PERFORMANCE INDICATORS Oversee all administrative arrangements relating to the recruitment and selection process such as: o Prepare interview packs o Arrange tests (such as pre-employment checks) and criminal checks o Arrange psychometric assessments with candidates successful after the first round of interviews. o Arrange psychometric feedback with recruiting Line Managers, as part of the recruitment process o Provide suitable arrangements for applicants with special needs o Send out rejection letters based on interview panel findings and line manager to give candidate proper feedback regarding growth opportunities and gaps o Sift/Screen Shortlist applications according to job requirements o Forward all shortlisted applications to Line Managers for further shortlisting o interview the selected candidates following the recruitment process to shortlist for interview 2 Graduate / Intern Hires o Coordinate, drive and implement graduate / internship recruitment programme with Business Communicate with the HR Team around letter (s)

6 Of appointment, start date, induction etc. Meet with new starters on their first day Conduct stay- interview after completion if probation period. 1. Policies and Procedures o Develop and oversee the implementation of all required policies and procedures to ensure that the recruitment and selection process operates effectively and according to legislation such as BCEA, EE Act and Department of Labour. o Keep up to date with the latest developments in the field of recruitment and selection Goals on Scorecards: Recruitment policy and procedure up to date timeously and accurately and available on DFA intranet Recruitment process align with business strategy and business recruitment needs Job Description 4 2. Miscellaneous Attend to any other relevant and reasonable tasks as may be required from time to time Competencies and Minimum Requirements: Knowledge, skills, and qualifications Grade 12/ NQF Level 4 qualification HR related qualification At least 5-7 years corporate recruitment experience Knowledge of SAGE HR systems such as VIP Premier HR / SAP Effective communication skills both verbally and in writing Customer focus.

7 Team work. Self-development Analytical and problem-solving skills Computer literate Administrative skills and experience Good human relations skills for excellent internal customer service Ability to prioritize and work cooperatively and independently with limited supervision Good knowledge of employment law Negotiation skills Personal attributes Ability to maintain appropriate level of confidentiality with employee sensitive data Ability to meet strict deadlines. Numerical accuracy. High methodical working methods are required. Attention to details. Ability to liaise professionally with personnel at all levels. Ability to work without supervision and under pressure Self-Starter and Independent Willingness to work outside normal business hours Possess valid driver s license and own car Willingness to travel when required Job Description 5 Approvals APPROVED NAME SIGNATURE DATE Analyst Job Holder Line Manager HR Manager