Expleo is a trusted partner for end-to-end, integrated engineering, quality services and management consulting for digital transformation. We are a talent incubator. The time you spend at Expleo will turbo-charge your career, allowing you to work on complex technical challenges, enjoy opportunities to expand your skills and take part in inspiring, multi-disciplinary collaborations with your colleagues.

Leverage deep talent acquisition and sourcing knowledge & expertise to design and implement innovative recruitment strategies, labour market and channel intelligence, and research expertise to identify and attract enterprise wide senior, specialist passive and active talent for current and futures opportunities, enabling best-in-class talent pipelining (ahead of demand), attraction and acquisition that provides the talent delivery (right talent, right capabilities, right costs, right time) to the business and at the same time enables our business transformation objectives.

Talent Sourcing:

• Partner with TA specialists, leveraging specialist talent sourcing skills and business (commercial) knowledge to provide an expert, differentiated candidate identification and attraction service to an allocated client segments within the group
• Develop efficient and effective talent sourcing strategies and methodologies customised to the available role and market segment, and based on your deep knowledge of both the business strategy and the internal and external labour markets
• Implement a workforce experience-led sourcing practice in defined client segments that positions us as a differentior
• Proactively gather, curate and share labour market insights and competitive intelligence, influencing talent attraction, hiring and retention strategies, and establishing the organisation’s Talent Attraction practice as a critical strategic partner to the business
• Build robust, engaged talent pipelines, ahead of demand, aligned to the business talent strategies and requirements
• Take accountability for the achievement of critical business success measures for the areas you support, including but not limited to: quality of hire, time to hire etc.
• Contribute, as a Talent Sourcing SME, to the development of talent sourcing capability in the wider Talent Attraction & Acquisition  team, creating opportunities for engagement and knowledge sharing
• Upskill and educate HR and senior line managers regarding the talent sourcing function, the process and methodologies used, the SLAs, as well as the responsibilities of the various stakeholders in the process.
• Continually assess current talent sourcing channels, using data to determine efficacy and fitness for purpose, proposing continuous improvements and innovations for sourcing across the enterprise
• Identify and assess new talent sourcing channels and technologies on an ongoing basis to ensure access to fresh talent pools to meet business demand for future and emerging skills
• Effectively sell the organisation and employer brand, the employee value proposition, the business area, and the position
• Create talent pipelines and accessible talent pools for critical roles and ensure these are communicated appropriately to the relevant businesses – keeping candidates engaged and ensuring effective end to end TA engagement that enables a great candidate or prospective candidate experience
• Understand candidate attraction drivers and leverage these for proactive talent sourcing
• Gather and share feedback from candidate engagements to help Marketing optimise employer brand and position the bank as an employer of choice
• Ensure data, digital and diversity are at the heart of delivery
• Contribute, as a Talent Sourcing SME, to the organisation and classification of data in the ATS (SuccessFactors) to optimise usage of this vital talent pool and expedite TA service delivery
• Contribute data and insights to inform and enable investment in effective talent sourcing channels
• Take responsibility and accountability for the integrity of critical people data
• Proactively identify technical problems that arise that may affect data and/or delivery and suggest possible solutions to address these
• Report on key talent sourcing metrics, including, but not limited to time to source, quality of hire, diversity etc. and show continuous improvement against best practice metrics
• Generate monthly updates for business leadership about talent sourcing initiatives, showing progress and impact
• Build sustainable and mutually beneficial relationships with the business and HR partners through the provision of top talent and talent intelligence
• Build effective, collaborative partnerships with TA Specialists, and share responsibility for the efficient delivery of diverse, qualified, and capable talent to support the future growth and transformation of the organisation
• Engage with Talent Attraction & Acquisition peers to share best practice and elevate the practice as a whole
• Engage with wider Talent Attraction & Acquisition practice, HR and business projects and initiatives to fully understand the organisation’s context and priorities
• Personally demonstrate, and define and drive the team’s commitment to the group’s Diversity, Equity and Inclusion goals

Delivery Management:

• Work as a member of an agile delivery execution team/s to deliver and contribute to priority talent acquisition / integrated talent projects
  
• Provide Talent Sourcing subject matter expertise for various product / service transformation and book of work initiatives
  
• Work collaboratively within and across execution teams to define talent sourcing expertise and requirements
  
• Align to and actively participate in agile working practices within the delivery execution teams you’re assigned to (e.g. retro’s, pi planning etc.)
  
• Deliver on time, on quality and on budget always!
  
• Provide talent acquisition (sourcing) subject matter expertise to ensure the effective attraction, assessment, selection, onboarding and retention strategies of critical talent

Finance, Risk & Governance:

• Show business & commercial impact of the talent sourcing capability in the allocated client segment/s (functional area/s), and continuously improve this over time
• Ensure talent sourcing compliance with all relevant regulations e.g., LRA, BCEA, EEA, POPIA
• Proactively contribute to and provide input into the enterprise talent acquisition strategy, policy, processes, and practices and ensure these are effectively implemented in the allocated client segment/s (functional area/s)
• Deliver on time & on budget (always)

People:

• Drive a culture of continuous improvement and change in all service delivery
• Coach, mentor and guide line, peers, vendors and colleagues in talent acquisition and assessment service delivery
• Contribute positively to the design and development of new TA products, services, processes, policies, procedures as a member of the broader product delivery team to drive exceptional candidate experience and the business outcomes of employer of choice (talent attraction and retention)
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• Degree in related fields e.g. Business Psychology, competitive intelligence
• Specialist Talent Sourcing Certification, e.g. AIRS, Certified People Sourcing Professional (CPSP) etc. is preferred

• 8 - 10 years experience in recruitment (agency or corporate environment)
• Financial Services industry experience and exposure advantageous but not a critical requirement
• Credibility with senior candidates and leaders, possessing the expertise to lead conversations and influence talent sourcing strategies
• Experience using Applicant Tracking/ CRM systems, e.g., SuccessFactors, PeopleFluent, Workday etc.
• Experience using various talent sourcing tools and platforms for sourcing and engaging candidates, networking (e.g., LinkedIn, MeetUp etc.)
• Effective use of search engines and Boolean strings to x-ray sites and find passive talent
• Experience developing project plans and managing talent sourcing project execution
• Up to date with best practice trends in talent sourcing/research as they relate to data privacy and employment legislation
• General understanding of the basic conditions of employment and POPIA
• Domain knowledge & expertise across the talent sourcing value chain. Including but not limited to:
  • Strategic workforce planning
  • Stakeholder management/ Business partnering
  • Talent sourcing and Social Sourcing
  • Talent Attraction, Sourcing and Employer Branding
  • Recruitment Marketing
  • Labour market supply and demand
  • Competitor intelligence
  • Candidate engagement
  • Candidate experience