Susan Coetzee Email & Phone Number

Senior Recruitment Consultant (March 2015 – Current)• Perform searches of the candidate database (LinkedIn Recruiter, PNET and CareerJunction) for specific client requirements• Build competency based networks• Provide relevant feedback to candidates throughout the recruitment process• Performa Face to Face or telephonic interviews• Perform Reference checks, MIE and IKM checks• Prepare advertisements for the positions, place on various portals and screen candidates• Plan recruitment approaches for each client requirement in consultation with the Account Managers• Request permission to submit from each represented candidates• Attract, screen, assess, qualify, present and refer suitable candidates to Account Managers• Participate in Client Site Visits as required• For the period of March 2015 – May 2015 I was on site at South32 where I placed 38 people in contracting and permanent roles during this periodSenior Account Manager (November 2010 – February 2015)• Looking after 30 resource• Have monthly meetings with all contractors• Hand out payslips and sort out any tax or other payment queries• Responsible for performance appraisals with contractors and reporting managers and sort out any concerns raised during this process• Contract negotiations before expiring• Responsible for rate increase negotiations• Recruiting for all vacancies.

Sechaba started competing in the recruitment field, and had no prior documentation: I was employed and tasked to set the following up:• Created a CV template for the company, as well as an Interview Form, Timesheet template and Personal Details etc• Placing of advertisements on CareerJunction and CareerWeb• Ensured that our policies and procedures, as well as legal documents (incl. contracts) are all aligned with the Labour Law. This was done by finding a Labour Lawyer and negotiating a monthly fee with them for their services.• Phoning of companies to get onto their preferred suppliers lists for recruitment.• Updated all staff CVs• Regular One-on-One discussions with contractors, including their career paths, and adding them onto the HP Training schedule for 2009 / 2010.• Collecting of all timesheets and claims for processing

• Understand the dynamics of the functional area by engaging employees regularly using one-on-one discussions or informally. • Use one-on-ones to facilitate career discussions; identify gaps in performance or skills so as to address barriers for retention.• Manage headcount by regularly assessing supply vs demand and decide whether to recruit or redeploy.• Ensure that recruitment is aligned to group policies by participating and providing guidance throughout the interview and recruitment process i.t.o. the right skills, fit, ACI requirements and fairness.• Assisting line managers in completing motivations for staff that they want to appoint, promote and reward. • Ensure relevance and completion of job descriptions for all staff.• Assist and drive the participation and completion of performance contracts for all staff and help them identify their KRA’s.• Facilitate formal appraisal discussions between line managers and employees to measure performance against performance contracts and provide guidance where necessary to ensure that appraisals are fair and objective.• Ensure that individual development plans exist for staff members that are aligned to the individual’s development and growth in the business and that these plans are achieved.• Regularly updating information for accuracy on the RM database and doing maintenance on organisational structures.• Regular reporting on your area as required through weekly reports, talent mapping, recognition & reward, staff retention, recruitment etc.• Facilitate communication to all staff within respective areas.• Ensure that all key positions have successors and are correctly positioned in terms of their readiness to assume the responsibility.• Play and active role in Transformation by growing talent that fall into these categories.• Builds mutually beneficial relationships with line management.• Builds mutually beneficial relationships with external stakeholders such as recruitment vendors, training vendors.

Account Manager based at Standard Bank• Attend weekly meetings with Resource Managers from the bank to establish urgent requirements• Advertise the positions internally with Paracon• Advertise the positions on PNET and Career Junction• Scan CVs, interview candidates, get KROLL checks done, as well as references• Submit short listed CVs to the client, and follow up on status• Book interviews for clients once request has been received• Get the contracts negotiated and drawn up once the candidate has been placed• Constantly searching the database for new candidates with marketable skills i.e. Project Administrators (EPM); Project Managers (PMP); Cobol Developers;, as well as Testers with the Mercury Suite.• Responsible to interview these candidates and market to the other Account Managers for their requirementsAccount Management• Have monthly meetings with all contractors (35)• Hand out payslips and sort out any tax or other payment queries• Responsible for performance appraisals with contractors and reporting managers and sort out any concerns raised during this process• Contract negotiations before expiring• Responsible for rate increase negotiations• Attend weekly resource meeting at Paracon where any “hot” candidates are discussed for the week, as well as requirements

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Introduction To Agile

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