Youth Talent Acquisition Officer

Description

• Translate approved youth-programme requirements into detailed recruitment and sourcing plans.
• Confirm programme criteria, intake volumes, occupational requirements, geographic needs, transformation objectives and delivery timelines.
• Develop campaign schedules aligned with programme commencement dates and operational requirements.
• Identify sourcing risks, scarce candidate segments, geographic constraints and potential pipeline gaps.
• Recommend appropriate sourcing channels and recruitment approaches for each programme.
• Coordinate recruitment activity across multiple programmes, locations and stakeholder groups.
• Monitor recruitment readiness and elevate risks that may affect intake or programme delivery.
• Maintain alignment between recruitment plans, approved programme requirements and available placement opportunities.
• Develop and load advertisements, source, screen and shortlist candidates against programme requirements.
• Coordinate interviews, assessments and selection activities with relevant stakeholders.
• Coordinate pre-employment screening and vetting, including MIE, polygraph, qualification verification, fingerprints and other required checks.
• Consolidate selection outcomes and coordinate offer letters for successful candidates.
• Handover successful candidates to HR for onboarding.

Recruitment & Selection for Learning Initiatives

• Translate approved youth-programme requirements into detailed recruitment and sourcing plans.
• Confirm programme criteria, intake volumes, occupational requirements, geographic needs, transformation objectives and delivery timelines.
• Develop campaign schedules aligned with programme commencement dates and operational requirements.
• Identify sourcing risks, scarce candidate segments, geographic constraints and potential pipeline gaps.
• Recommend appropriate sourcing channels and recruitment approaches for each programme.
• Coordinate recruitment activity across multiple programmes, locations and stakeholder groups.
• Monitor recruitment readiness and elevate risks that may affect intake or programme delivery.
• Maintain alignment between recruitment plans, approved programme requirements and available placement opportunities.
• Develop and load advertisements, source, screen and shortlist candidates against programme requirements.
• Coordinate interviews, assessments and selection activities with relevant stakeholders.
• Coordinate pre-employment screening and vetting, including MIE, polygraph, qualification verification, fingerprints and other required checks.
• Consolidate selection outcomes and coordinate offer letters for successful candidates.
• Handover successful candidates to HR for onboarding.

Talent Attraction and Sourcing strategies for Learning Initiatives

• Develop and maintain diverse talent pipelines for current and anticipated youth and early-career programmes.
• Build an engagement strategy matrix and planner and implement by representing SBV at career fairs, university events, youth expos and other talent engagement initiatives.
• Proactively source candidates through approved digital platforms, educational institutions, youth networks, community organisations, referrals, career events and internal databases.
• Build relationships with universities, universities of technology, TVET colleges, student organisations, youth organisations and relevant professional or community networks.
• Establish relationships with disability organisations and specialised talent networks to support the attraction and inclusion of candidates with disabilities.
• Represent SBV at career fairs, campus events, youth expos, information sessions and approved talent-attraction initiatives.
• Support targeted youth employer-brand and recruitment-marketing campaigns.
• Promote approved SBV youth opportunities using consistent, accurate and accessible candidate communication.
• Identify alternative sourcing channels where established channels do not produce suitably qualified or sufficiently diverse candidate pools.
• Maintain active candidate communities and reusable talent pools, subject to applicable consent, privacy and information-retention requirements.

Recruitment Campaign Management

• Coordinate end-to-end recruitment campaigns for approved youth and early-career programmes, learnerships etc.
• Prepare and place accurate recruitment advertisements through approved channels.
• Ensure advertisements clearly communicate programme requirements, selection criteria, application processes and closing dates.
• Manage applications and candidate workflows through designated recruitment systems and tracking tools.
• Coordinate national and centre-based recruitment activities with Learning & Development, Human Resources, operations and other stakeholders.
• Coordinate candidate communication, interview scheduling, assessments, venues, virtual sessions and centre-based support.
• Provide regular updates on recruitment progress, candidate pipelines, risks and required decisions.
• Track campaign milestones and take corrective action where recruitment activity is not progressing according to plan.
• Ensure consistent recruitment processes and candidate standards across locations and programmes

Screening, Assessment and Selection

• Screen applications against approved programme, qualification, eligibility and role requirements.
• Conduct structured screening interviews and prepare evidence-based candidate recommendations.
• Develop accurate shortlists supported by documented screening outcomes.
• Coordinate interviews, assessments, psychometric assessments and other approved selection activities.
• Support panel members with relevant selection information, candidate documentation and agreed evaluation criteria.
• Apply consistent, fair and evidence-based screening and selection practices.
• Coordinate reasonable accommodation for candidates who require support during recruitment and selection.
• Maintain appropriate separation between coordination responsibilities and final selection decision-making authority.
• Consolidate assessment and selection outcomes accurately and obtain required approvals.
• Communicate selection outcomes professionally, consistently and within agreed timelines.
• Maintain complete selection records and supporting evidence for governance, reporting and audit purposes.

Pre-employment Screening and Placement

• Coordinate all prescribed pre-employment screening and vetting requirements.
• Facilitate MIE checks, qualification verification, criminal-record checks, fingerprints, polygraph processes, reference checks and other approved screening activities, where applicable
• Monitor screening progress and resolve or elevate delays, incomplete submissions and discrepancies.
• Ensure that no candidate progresses to placement without required approvals and completed checks.
• Consolidate final candidate information and selection outcomes for offer approval.
• Coordinate the preparation and issue of approved offer letters or programme-placement documentation.
• Track candidate acceptances, declines, withdrawals and replacement requirements.
• Maintain reserve candidate pools to mitigate placement risk.
• Handover successful candidates and complete supporting documentation to the responsible HR, L&D or onboarding stakeholders.
• Confirm that candidate records and recruitment-stage information are complete before closing the process.

Candidate Experience And Communication

• Provide candidates with timely, accurate and professional communication throughout the recruitment lifecycle.
• Ensure candidates understand programme requirements, selection stages, documentation requirements and timelines.
• Respond to candidate queries consistently and within agreed service standards.
• Maintain respectful and professional candidate engagement across digital, telephonic, virtual and in-person channels.
• Ensure youth candidates receive clear guidance without compromising the fairness or integrity of selection.
• Monitor candidate withdrawals, queries and feedback to identify experience or process concerns.
• Escalate sensitive candidate matters, complaints or potential process irregularities through appropriate governance channels.
• Protect the dignity, privacy and confidentiality of all candidates.

Programme Compliance and Candidate Documentation

• Manage the collection and validation of required candidate documentation for each programme.
• Maintain complete candidate packs in line with programme, legislative and funding requirements.
• Follow up on missing, incomplete or inconsistent documentation and resolve outstanding requirements. Maintain recruitment evidence and supporting documentation required for programme reporting, audits and funding.
• Ensure candidate documentation meets applicable programme, funding, audit and internal governance requirements.
• Apply document naming, version-control, retention and access requirements consistently.
• Ensure candidate information is processed in accordance with POPIA, SBV policies and applicable information-governance controls.
• Restrict access to confidential candidate, assessment and screening information to authorised stakeholders.
• Escalate suspected information breaches, fraudulent documentation or material candidate discrepancies through prescribed channels.

Stakeholder and Service-Provider Coordination

• Build effective working relationships with Learning & Development, Human Resources, operational leaders and centre-based stakeholders.
• Clarify stakeholder roles, recruitment requirements, approval responsibilities and decision timelines.
• Coordinate with external screening, assessment, advertising, educational and recruitment service providers where applicable.
• Monitor service-provider delivery against agreed requirements and escalated service concerns.
• Provide stakeholders with accurate recruitment-status information and identify outstanding actions.
• Support hiring and selection stakeholders in applying approved recruitment processes and criteria.
• Maintain alignment with central Talent Acquisition standards, systems, employer-brand requirements and candidate-experience principles.
• Participate in relevant recruitment, programme-planning and implementation meetings.

Recruitment Systems, Data and Reporting

• Maintain complete, accurate and current candidate records throughout the recruitment lifecycle.
• Capture applications, candidate status, screening results, assessment outcomes, placement decisions and candidate communications in approved systems.
• Maintain recruitment trackers, talent pipelines and programme dashboards.
• Track applications, eligibility, shortlists, candidate progression, assessments, vetting, offers, withdrawals, placements, pipeline readiness, source effectiveness, file completeness and milestone progress.
• Identify data discrepancies and ensure recruitment information is corrected promptly.
• Provide accurate recruitment reports and pipeline insights to the Learning & Development Operations Supervisor and relevant stakeholders.
• Use recruitment data to identify sourcing gaps, candidate drop-off points, delays and emerging delivery risks.
• Maintain appropriate reporting evidence and audit trails for recruitment decisions and programme outcomes.

Continuous Improvement and Recruitment Innovation

• Review recruitment campaigns to identify lessons, recurring constraints and improvement opportunities.
• Analyse candidate feedback, stakeholder input, process delays and recruitment outcomes.
• Recommend improvements to attraction, sourcing, screening, selection, candidate communication and documentation processes.
• Support standardisation and simplification of youth-recruitment processes, templates and candidate communications.
• Identify opportunities to improve recruitment efficiency through digital workflows, automation and self-service.
• Support effective use of applicant tracking, online assessment, candidate-engagement and reporting tools.
• Monitor developments in youth recruitment, early-career attraction and emerging-talent sourcing.
• Share relevant market and pipeline insights with Learning & Development and Talent Acquisition stakeholders.
• Participate in approved recruitment-process improvement and technology-enablement initiatives.

Requirements

• 2–4 years’ relevant recruitment or talent acquisition experience.
• Experience in high-volume, graduate, youth or early-career recruitment would be advantageous.
• Experience building talent pipelines and engaging with educational institutions or youth networks would be advantageous.
• Experience coordinating recruitment campaigns and pre-employment screening processes would be advantageous.
• Experience working across multiple locations and stakeholders would be advantageous.

Education

• NQF Level 6 qualification in Human Resources, Recruitment, Business Administration or a related field.
• Relevant recruitment or HR qualification would be advantageous.
• Proficiency in Microsoft Office required.

Work Level

Skilled

Job Type

Permanent

Salary

Market Related

EE Position

Yes

Location

Houghton

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