Talent Acquisition Officer at Sayed Farms Limited

Job Summary

• The Talent Acquisition Officer will support the company’s talent acquisition strategy by managing end-to-end recruitment activities, from workforce requisition and candidate sourcing to selection, offer management, and onboarding.
• The role will ensure that the Company attracts, assesses, and hires qualified talent in a timely and cost-effective manner while maintaining a positive candidate experience and compliance with the Company’s recruitment policies and procedures.

Key Responsibilities
Recruitment & Selection:

• Manage the end-to-end recruitment process for assigned positions across the Company.
• Review approved manpower requisitions and develop appropriate recruitment plans.
• Prepare and publish job descriptions and vacancy advertisements through relevant recruitment channels.
• Source qualified candidates through LinkedIn, job boards, recruitment agencies, professional networks, referrals, and other sourcing channels.
• Screen CVs and applications against approved job requirements and competencies.
• Conduct telephone/video pre-screening interviews and coordinate technical and competency-based interviews with hiring managers.
• Prepare interview schedules, assessment materials, interview guides, and candidate evaluation documentation.
• Coordinate background checks, reference checks, and other pre-employment screening activities.
• Prepare recruitment recommendations and support the approval process for selected candidates.
• Coordinate employment offers and ensure candidates receive accurate information on compensation, benefits, policies, and employment conditions.

Workforce Planning & Manpower Management:

• Support the preparation and implementation of annual manpower plans.
• Monitor approved vacancies and recruitment status across departments.
• Maintain an updated recruitment tracker showing vacancies, candidates, interview stages, offers, and resumption dates.
• Work closely with HR and departmental heads to understand current and future workforce requirements.
• Provide recruitment data and insights to support workforce planning and management decisions.

Talent Sourcing & Employer Branding:

• Develop and maintain a strong pipeline of qualified candidates for critical and recurring positions.
• Build talent pools for technical, managerial, professional, and operational positions.
• Identify new and effective sourcing channels to improve recruitment reach and quality.
• Support employer branding initiatives, including career fairs, university engagements, professional events, social media recruitment campaigns, and employee referral programmes.
• Maintain relationships with recruitment agencies, universities, professional bodies, and other talent sources.

Recruitment Administration & Compliance:

• Ensure all recruitment activities comply with Company policies, approved manpower budgets, and applicable employment regulations.
• Maintain accurate and confidential recruitment records and candidate databases.
• Ensure proper documentation and approvals are obtained throughout the recruitment process.
• Prepare recruitment reports and provide regular updates on recruitment activities and outstanding vacancies.
• Ensure recruitment documentation is properly handed over to HR Operations/Administration upon successful onboarding.

Onboarding Support:

• Coordinate pre-employment documentation and ensure selected candidates complete all required documentation before resumption.
• Work with HR Operations and relevant departments to facilitate a smooth onboarding process.
• Coordinate induction schedules for new employees where required.
• Follow up on newly hired employees during the initial onboarding period and escalate recruitment-related concerns where necessary.

Recruitment Analytics & Continuous Improvement:

• Track key recruitment metrics, including time-to-fill, cost-per-hire, source of hire, offer acceptance rate, recruitment pipeline, and quality of hire.
• Analyse recruitment trends and recommend improvements to sourcing and selection processes.
• Identify bottlenecks in the recruitment process and implement corrective actions.
• Maintain recruitment dashboards and provide periodic reports to management.
• Support the continuous review and improvement of recruitment policies, procedures, tools, and processes.

Key Performance Indicators (KPIs)

• Vacancy closure rate.
• Average time-to-fill vacancies.
• Quality and suitability of candidates recruited.
• Offer acceptance rate.
• Recruitment cost per hire.
• Candidate pipeline strength.
• Hiring manager satisfaction.
• Candidate experience.
• Compliance with approved recruitment procedures and manpower budgets.
• Accuracy and timeliness of recruitment reports.
• Retention rate of newly recruited employees.

Educational Qualification

• Bachelor’s Degree or HND in Human Resources Management, Business Administration, Industrial Relations, Psychology, Economics, or a related discipline.
• Professional certification in Human Resources/Talent Management, such as CIPM, SHRM, HRCI, or equivalent, will be an added advantage.

Experience:

• Minimum of 5 years’ relevant experience in Talent Acquisition, Recruitment, Human Resources, or a related field.
• Proven experience managing end-to-end recruitment for multiple positions and functions.
• Experience in recruiting both professional and operational-level employees.
• Experience in using LinkedIn, recruitment platforms, applicant tracking systems (ATS), and other digital sourcing tools.
• Experience working in a fast-paced organisation, preferably within manufacturing, FMCG, agriculture/agro-allied, poultry, or other operationally intensive industries, will be an advantage.

Required Skills & Competencies:

• Strong talent sourcing and candidate assessment skills.
• Excellent interviewing and candidate evaluation skills.
• Strong knowledge of recruitment processes and best practices.
• Good understanding of Nigerian employment and recruitment practices.
• Excellent communication and interpersonal skills.
• Strong stakeholder management and relationship-building skills.
• Good negotiation and influencing skills.
• Strong organisational and time-management skills.
• Ability to manage multiple vacancies simultaneously and work under pressure.
• Strong analytical and problem-solving skills.
• Proficiency in Microsoft Office, particularly Excel and PowerPoint.
• Experience with HRIS, ERP, LinkedIn Recruiter, or other recruitment technology is an advantage.
• High level of confidentiality, integrity, professionalism, and attention to detail.

Personal Attributes:

• Proactive and results-oriented.
• Professional and approachable.
• Strong ownership and accountability.
• Commercially aware and business-focused.
• Detail-oriented and highly organised.
• Able to work independently and collaboratively.
• Strong sense of urgency and ability to meet recruitment deadlines.
• Passionate about identifying and attracting high-quality talent.