Recruitment Specialist II

Overview

Job Overview

The Recruitment Specialist II plays a critical role in supporting the organization’s talent acquisition strategy by managing non-volume (leadership recruitment) requirements. Working closely with the Recruitment leadership team, Business Partners, and operational leaders, the Recruitment Specialist ensures the attraction, selection, and retention of top-tier talent aligned with the company’s culture and strategic objectives.

Qualifications

Qualifications and Experience

• Matric / Equivalent qualification (Essential).
• Minimum of 3-5 years’ experience in non-volume recruitment, ideally within the BPO, shared services, or fast-paced corporate environment.
• Proven track record managing full-cycle recruitment processes.
• Minimum of 1-year administrative experience supporting recruitment or HR operations.

Technical Skills & Competencies

• Proficiency in Applicant Tracking Systems (ATS) and HR databases.
• Strong sourcing skills using LinkedIn Recruiter, job boards, and social media tools.
• Analytical mindset with the ability to interpret and present recruitment metrics.
• Excellent communication, interpersonal, and negotiation skills.
• High attention to detail and ability to manage multiple priorities.
• Professional discretion in handling confidential information.

Core Attributes

• Strong sense of ownership and accountability.
• Resilient, results-driven, and adaptable in a fast-paced environment.
• Collaborative team player with strong relationship-building capability.
• Passionate about talent acquisition, people, and driving organizational success.

Responsibilities

This position requires a proactive, data-driven recruitment professional with strong stakeholder management skills and the ability to deliver end-to-end hiring solutions across multiple business areas.

Key Responsibilities & Accountabilities

Talent Acquisition & Delivery

• Manage the full recruitment lifecycle from requisition through onboarding for assigned portfolios.
• Screen, interview, and assess candidates using competency-based techniques and structured evaluation tools.
• Develop and maintain up-to-date job descriptions and specifications aligned with evolving business needs.
• Proactively source talent through job boards, social media, professional networks, and referrals.
• Conduct background checks and reference verifications to ensure hiring quality and compliance.
• Create competency-based interview guides tailored to role requirements and leadership expectations.
• Ensure adherence to established Standard Operating Procedures (SOPs) and recruitment policies.
• Maintain consistent daily updates to the Senior Recruiter/Recruitment Manager on progress, challenges, and key priorities.

Stakeholder Engagement & Partnership

• Collaborate with business leaders to understand workforce planning needs and align recruitment strategies.
• Act as a trusted advisor to hiring managers, guiding them on interview best practices and selection decisions.
• Build strong, professional relationships with candidates, ensuring a seamless and positive recruitment experience.
• Promote the company’s brand and culture as an employer of choice throughout all interactions.
• Demonstrates flexibility and adaptability to different time zones to effectively support international hiring initiatives.

Onboarding & Employee Integration

• Partner with the onboarding team to ensure a seamless and professional integration experience for all new employees.
• Coordinate with HR, IT, and Facilities to ensure all systems access, equipment, and workspace assets are prepared prior to each employee’s start date.
• Obtain, verify, and manage all onboarding documentation, including contracts, compliance forms, identification, and payroll details, ensuring accuracy and adherence to company and legal standards.
• Issue welcome letters and coordinate all pre-joining communication to provide a clear and engaging candidate-to-employee transition.
• Ensure full compliance adherence during onboarding, maintaining proper record-keeping and audit readiness.

Process Optimization & Compliance

• Uphold recruitment standards and ensure all processes comply with company policies and labor laws.
• Prepare and analyze recruitment reports and metrics to measure efficiency and hiring quality.
• Contribute to the improvement of recruitment tools, systems, and best practices.
• Support onboarding processes to ensure smooth integration of new hires.

Employer Branding & Candidate Experience

• Promote the company’s reputation as an employer of choice.
• Represent the brand professionally at all candidate touchpoints.
• Participate in recruitment marketing initiatives, open days, and networking events to attract top talent.