Talent Acquisition Officer

DUTIES & RESPONSIBILITIES

Recruitment and Selection

• Manage end-to-end recruitment activities from requisition approval to onboarding.
• Develop and implement effective sourcing strategies to attract qualified candidates.
• Prepare and publish job advertisements on approved recruitment platforms.
• Screen applications and shortlist candidates based on job requirements.
• Conduct telephone virtual and physical interviews where applicable.
• Coordinate interview schedules with hiring managers and interview panel members.
• Facilitate candidate assessments aptitude tests and other selection exercises.
• Verify candidates credentials employment history and references where required.
• Prepare interview reports and recruitment recommendations.
• Issue offer letters and communicate recruitment decisions to successful and unsuccessful candidates.
• Coordinate pre-employment documentation and onboarding processes.

Talent Sourcing and Employer Branding

• Build and maintain a strong talent pipeline for current and future hiring needs.
• Establish relationships with universities professional bodies recruitment partners and other talent sources.
• Participate in career fairs recruitment events and employer branding initiatives.
• Promote the organizations Employee Value Proposition (EVP) across recruitment channels.
• Manage recruitment campaigns through social media and online job platforms.

Stakeholder Management

• Partner with hiring managers to understand manpower requirements and recruitment priorities.
• Provide recruitment advisory support on job descriptions selection methods and market trends.
• Maintain effective communication with candidates throughout the recruitment process to ensure a positive candidate experience.

Recruitment Administration

• Maintain accurate recruitment records and candidate databases.
• Update and manage the Applicant Tracking System (ATS).
• Prepare recruitment dashboards reports and key performance indicators.
• Ensure all recruitment documentation is properly filed and retained.

Compliance and Governance

• Ensure recruitment activities comply with organizational policies labour laws and regulatory requirements.
• Promote fairness diversity equity and transparency throughout the recruitment process.
• Maintain confidentiality of candidate and employee information.

Continuous Improvement

• Monitor recruitment metrics including time-to-fill cost-per-hire quality-of-hire offer acceptance rate and source effectiveness.
• Recommend process improvements to enhance recruitment efficiency and candidate experience.
• Stay informed about labour market trends recruitment technologies and industry best practices.