Talent Acquisition Specialists – JHB

We Want You:

Are you ready to become a vital architect of BET Software’s future? Join us in Johannesburg as a Talent Acquisition Specialist and take charge of assembling an extraordinary team of visionaries. As the driving force behind our recruitment efforts, you’ll be tasked with sourcing top-tier talent, pioneering innovative recruitment strategies, and fostering strong partnerships with our line managers and suppliers. If you’re passionate about shaping the trajectory of a dynamic company and thrive in a fast-paced environment, then seize this opportunity and apply today to embark on an exhilarating journey with us.

You Bring:

  • 4 to 5 years recruitment experience.
  • Previous experience recruiting within a technology sector.
  • Relevant HR qualification or studying towards (preferred).
  • Results driven: Consistently delivers required business results; sets and achieves goals, consistently complies with quality standards and meets deadlines; maintains focus on organisational goals.
  • Accountability: Follows through and delivers results despite obstacles. Admits to errors and takes corrective action to avoid repetition. Approaches own work with dedication and high sense of responsibility.
  • Reporting: Collate and report on information. Account for and verify reporting figures/ statistics. Review/analyse reporting statistics and figures in order to identify trends and make relevant recommendations.
  • Relationship management: Developing and maintaining professional business associations at all levels. Establish relationships both inside and outside the organisation. Effectively apply networking and influencing skills.
  • Interview skills: Understands best practice interview techniques to ensure that high calibre candidates are selected.
  • Proven exposure in headhunting/sourcing and networking.
  • Experience in the technology industry (advantageous).

What You’ll Do:

  • Follow the recruitment process as outlined, unless otherwise advised.
  • Obtain recruitment pre-authorisation form signed off by management in order to proceed with recruitment process.
  • Draft internal and external advertisements for vacancies. Place adverts after sign off from the Talent Acquisition Manager.
  • Conduct pre-screening interviews against job spec and eliminate unsuitable candidates early in the recruitment process. Collate and present CVs to relevant Line Manager for consideration.
  • Coordinate/facilitate interviews. Coordinating diary times and scheduling interviews with relevant Line Managers and/or Talent Manager.
  • Ensure competency-based interview questions are posed as part of targeted selection process.
  • Ensure that reference checks are completed for the final shortlisted candidate, as well as other formal checks (credit/fraud/identity/criminal/educational/driver’s license etc. where appropriate) and obtain a most recent Payslip.
  • Discuss a potential offer put forward by the line manager for the Talent Acquisition Manager to consider.
  • Draft offer letter for candidate after package has been approved.
  • Maintain all pertinent applicant and interview data. Ensure that interview notes, guides and reference checks are uploaded onto the HRIS.
  • Ensure that all candidates who do not meet the requirements are advised by way of rejection letters or emails. Ensure each candidate has received feedback regarding the outcome of the interview/ensure agencies receive feedback.
  • Utilise the internet for recruitment by posting positions to appropriate internet sources. Research new ways of advertising positions. Use social and professional networking sites to identify and source candidates. Network with industry contacts, association memberships to source the best quality candidate. Aid Public Relations in establishing BET as a recognisable “Employer of Choice”.
  • Maintaining a pool of readily available candidates. (Ensure continuous follow ups are made).
  • Formally start building a database of candidates that can be referred to.
  • Coordinate psychometric assessments. Scheduling psychometric testing as and when required by the Talent Acquisition Manager. Send brief to candidate and invites in terms of sessions. Administer assessment sessions. Obtain informed consent and keep on file to submit with final employee file to HR.
  • Provide daily reports and monthly reports, attend weekly recruitment reporting meetings on the status and turnaround times.
  • Ensure all BET reports are updated efficiently daily.
  • Strive to achieve monthly targets (Kindly refer to Addendum 1.0 – Recruitment Process SLA Document).
  • Attend to adhoc HR related tasks/ projects as and when the need arises.

Living the Spirt:

  • Demonstrate accountability and proactive engagement by taking ownership of recruitment initiatives. Be willing to step forward, take responsibility for challenges, and actively seek solutions. When faced with obstacles, acknowledge them openly and work diligently to address them, ensuring that recruitment efforts stay on track.
  • Approach each recruitment task with a sense of enthusiasm and curiosity. Embrace the dynamic nature of talent acquisition, viewing every interaction with candidates and stakeholders as an opportunity for discovery and growth. Stay open to new ideas and approaches, treating each day as a chance to explore innovative recruitment solutions that align with BET’s goals and values.
  • Cultivate authenticity in your interactions with candidates, line management, and suppliers. Encourage candidates to present their true selves during the recruitment process, fostering an environment where diversity and individuality are celebrated. Lead by example, demonstrating transparency, integrity, and respect in all your communications and decisions.
  • Recognise the importance of collaboration in achieving recruitment objectives. Work closely with line management and suppliers, leveraging their expertise and insights to optimise recruitment strategies. Foster a spirit of cooperation and mutual support within the talent acquisition team, sharing knowledge and resources to enhance overall effectiveness. Celebrate successes together, reinforcing the idea that collective effort leads to shared accomplishments.

The Company We Keep:

At BET Software, we don’t just recruit talent, we cultivate it. Our learning and development programmes, our various opportunities for growth, and our well-deserved incentives are what keep our All-Star Team the best amongst the rest.


Please note that only candidates who meet the stipulated minimum requirements will be considered.

If you have not been contacted within 30 days, kindly consider your application to be unsuccessful.

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