Shoprite Graduate & Youth Recruitment Consultant
Taken As It Is From Shoprite
| Purpose of the Job | The purpose of the Graduate & Youth Recruitment Consultant role is to deliver on Recruitment Service delivery to the specific business/divisional portfolio being serviced. Using the Acquisition framework developed in the Group Talent Solutions space, the role ensures the attraction, selection, and contracting of candidates to achieve business objectives. The role establishes business recruitment briefing inputs and works closely with the OE Solutions team to create suitable role profile inputs in conjunction with People Partners and business. This role achieves success by driving an effective, professional, and proficient recruitment experience within their specific business/divisional portfolio for permanent and non-permanent staff members engaging in individual role specific recruitment activities and from time-to-time specific targeted recruitment (graduate, intern or youth) and/or bulk recruitment as required within their respective business/divisional portfolios. |
| Job Advert Details | |
| Job Category | Human Resources |
| Job Objectives | Employee Centric Delivery
Delivering the end-to-end recruitment service as relevant within the respective business/divisional portfolio. People (Self, Team & Organisational) Financial, Reporting & BI Governance & Compliance Future-Fit |
| Qualifications | Diploma in HR, Recruitment and Administration or equivalent – (beneficial). Grade 12, National Senior Certificate – (essential). |
| Experience | +1 year in a recruitment consulting role rendering a recruitment service to a business portfolio and/or providing recruitment services within an agency environment – (essential). Experience within the FMCG, retail sector or similar – (preferred). Experience in graduate recruitment (preferred) |
| Knowledge and Skills | Connecting & Initiating – Works cooperatively with others and effectively manages disagreements. Works as part of a team and collaborates with others. Invites input and suggestions from colleagues. Shares information that may be useful to others. Handles conflict situations in a constructive way. Makes proactive decisions but refers to others when necessary. Takes responsibility for own work or projects. Gets involved in projects without being prompted and takes on additional responsibilities. Takes initiative to update own knowledge base and skillset. Executing & achieving – Identifies what needs to be achieved. Establishes priorities and manages time effectively. Creates clear action plans including tasks and timelines. Takes account of possible changing circumstances. Monitors own progress to ensure the accurate and timely completion of work. Sets realistic goals for themselves. Clarifies task requirements and expectations for delivery. Monitors activity to measure progress against set timelines. Ensures tasks have been completed in line with expectations. Responding & adapting – Remains productive and maintains high levels of performance in a pressurised environment. Remains calm and composed in stressful situations. Is able to maintain focus in pressurised environments. Maintains a positive outlook believing challenges can be overcome. Perseveres despite setbacks, not giving up prematurely. The ability to embrace uncertainty and adapt swiftly to changing situations. Is comfortable working with ambiguity. Adapts to new information and changing conditions. Demonstrates a willingness to change ideas or perceptions based on new information or contrary evidence. Analysing & Innovating – Works through the relevant details and facts. Makes connections in information identifying how different aspects of a problem are related and possible causes within the context of their role and function. Recognises the need for additional information and works to obtain it. Develops alternative approaches to the prevailing processes. Modifies and adapts current methods and approaches to better meet needs. Displays curiosity and an openness to new ideas. Takes accountability for embracing new processes, methods or systems that are introduced. Performance & output alignment – Interprets individual performance data to identify areas of poor performance. Co-creates individual performance improvement plans. Aligns functional activities and outputs to the broader People team. Seeks to continuously improve. Human Capital administration, policies & procedures – Understands the HC administrative processes to process employee data. Generates People orientated documentation in support of HC processes. Understands the regulatory and policy requirements to maintain and keep employee files and records. Understands the importance of maintaining confidentiality when working with employee information. Recruitment – Applies recruitment processes within established recruitment frameworks, policies, procedures and templates. Able to integrate the execution of recruitment and selection with other HC and operational practices. Conducts interviews and completes all relevant administrative requirements. Processing – Uses the required system within this process. Knows the company process requirements with regard to keeping relevant logs, files and records up-to-date and accurate. Knows the requirements for accurate reporting on process outputs. Knows how to maintain compliance with policy and process requirements. Governance & ethical behaviour – Applies the Governance Policy, Code of Conduct and ethical behaviour. Addresses non-compliance and implements suitable corrections.To Apply Click HEREAlso Available
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