GIRAFFE HR SUPERSTARS: Talent Acquisition Secrets From One Of The Best In The Business

Olebogeng Ramerafe, Talent Acquisition Specialist at Smollan, let Giraffe in on a few of her secrets for efficient high-volume recruitment and shared her thoughts on the future of HR and trends to watch.

 

Olebogeng Ramerafe – Talent Acquisition Specialist

“Recruitment chose me,” says Olebogeng Ramerafe, Talent Acquisition Specialist at Smollan. Fortunate that it did, given that Ole now specialises in acquiring top talent for an organisation with a complement of over 80 000 permanent staff and thousands more on fixed term contracts.

 

Ole started at Smollan two years ago as a Talent Acquisition Specialist focusing on field marketers and promoters. She has since more than doubled her portfolio with the company adopting a group-wide approach to talent acquisition. The four-person Talent Acquisition team now works across a number of reputable and sizeable brands spanning industries such as telecoms, consumer electronics and alcoholic beverages.

 

Although in a Talent Acquisition role, Ole is passionate about the strategic elements of recruitment, the importance of managing talent and helping people perform to the best of their ability. When asked why she chose talent acquisition and what makes it all worthwhile, her answer- without any hesitation- is helping people.

 

“Helping and interacting with people gets me up in the morning. I have the potential to change somebody’s life. I have the opportunity to give someone a job that will feed their family of five and improve their lives. This rewards me more than anything else.”

 

While extremely rewarding, working closely with people and playing such an important role in their lives and career paths can also be taxing – “You can never have an off day,” says Ole, “when people are relying on you, you always need to be on top of your game.” This is understandable, given the large volumes of candidates that a company like Smollan recruits on a constant basis.

 

Managing this high-volume recruitment cycle is an art in itself, one that Ole and her team have mastered by adopting various unique approaches and processes. One of the successful methods she has used to manage high-volume recruitment is to improve the quality of candidates coming for face-to-face interviews. She has done this by introducing an online pre-screening assessment that measures not only a candidate’s alignment to the job spec but also the overall likelihood of a fit with the relevant brand. Through this assessment and by being more specific in the screening process, overall candidate quality can be improved at scale. Ole also favours telephonic screening to streamline the high-volume recruitment process.

 

“Recruitment processes are always too long and telephonic screening is very useful but underused,” says Ole. It is important to optimise the use of time when interviewing and screening so many candidates on a regular basis. Respecting a candidate’s time is extremely important, they are often not able to attend many rounds of face-to-face interviews, often without decision-makers present, in order to be considered for a role. Good quality candidates are very hard to get these days – they know that they’re good and that they have choices.

 

Long and unnecessary hiring processes are not an option when client deadlines need to be met and every acquisition is urgent. “If the recruitment process itself is too long, many good quality candidates will pull out,” says Ole.

 

When asked about the future of Talent Acquisition and key trends in HR as a whole, Ole predicts that gamification will play a significant role. Gamification makes use of gaming to engage users while assessing their progress and encouraging desired behaviours or actions. Getting candidates to interact with simple tasks, delivered in a compelling and fun way, will improve the recruitment experience for candidates and allow for engagement beyond the face-to-face interviews or even online assessments.

 

Once an aspiring writer, Ole now spends her time outside of work reading and attending thought-leadership and networking events when she can. “I’m also passionate about mentoring and about the youth – grooming them and growing them. Many young people don’t understand the transition from tertiary education to the workplace and more needs to be done by passionate people to assist in this space”.

 

This is our first in a series of interviews with top HR professionals in SA. Do you want to be featured here, or would you like to nominate someone who should? Send us a mail at hello@giraffe.co.za

 

About Giraffe

Giraffe is a fully-automated digital recruitment solution that enables businesses to hire high volumes of medium-skilled workers faster and more affordably than any other recruitment method. Because Giraffe has automated the entire recruitment process – from sourcing to screening to contacting to interview-scheduling, we can provide high volumes of quality candidates in as little as 48 hours. For more information, visit www.giraffe.co.za.

 

 

Top tech trends that are transforming the global HR landscape

 

HR departments have often been accused of lagging behind in using new technology to streamline their processes or make their function more effective.

 

However, new advances in technology are giving rise to tools and applications that can add significant value not only to HR teams but also the employees whose welfare and interests that they manage.

 

This is the first in a series of articles about how technology is enabling HR teams to radically transform the way they operate, thereby enhancing the value HR can add to organisations as a whole.

 

When examining how technology is impacting HR, it’s useful to break down the HR lifecycle into its key components. This can be done in many ways but we like to break it down into three simple stages:

 

  • GET THE JOB- Recruitment and onboarding
  • DO THE JOB- Training, culture and productivity
  • GET REWARDED- recognition and performance management

 

New tech solutions are starting to permeate all three stages of the HR lifecycle. Below are the top 5 emerging trends that we have identified:

 

TREND #1: Increasing use of AI-powered candidate matching tools

The adoption of algorithm and AI-powered recruitment tools has increased steadily in the past couple of years. One of the most valuable AI applications in the HR space is the automation of the recruitment process. This helps recruiters and hiring managers to eliminate their biggest time wasters – screening candidate CVs and interviewing irrelevant candidates. Some job board statistics show that high-volume job postings can receive as many as 250 applications per position hired – up to one third of which are irrelevant.

 

New automated screening solutions use AI to learn what a good candidate looks like based on past hiring decisions as well as publicly available candidate data. Tools in this space can learn what experience, skills or qualifications are needed and then apply this knowledge to automatically screen, grade, and shortlist candidates – saving the many hours that it would take a person to conduct the process manually.

 

Companies worth noting in the AI recruitment space include ZipRecruiter, a job marketplace which analyses data gathered from past candidate searches and uses this to determine suitability for future job listings. A more recent entrant to the space is Eightfold.ai. Founded by ex-Facebook and Google employees, Eightfold.ai scours the internet for publicly available profile data and predicts which candidates are best for which roles.

 

TREND #2: Tech-enabled employee referrals as a recruitment channel

Several studies have shown that employees hired through referral tend to be a better fit and stay with the company longer than those that are recruited through job boards or recruitment agencies. Hiring the wrong staff results in wasted training budget, decreased productivity and higher attrition.

 

Using employee referral platforms and software to facilitate employee referrals can improve key hiring metrics such as time to hire, cost per hire, employee retention and staff turnover rate. If the company employs good people, the chances are that they know and can recommend more good people.

 

RolePoint and Jobvite are enabling organisations to leverage the networks of their employees for referrals. RolePoint enables organisations to automatically track employee referrals and offer referral bonuses. The system integrates machine learning through Google’s Cloud Job Discovery, allowing employees to search for the best jobs to refer to their circles. Similarly, Jobvite can help turn an organisation’s employees into a powerful internal recruitment tool. Jobvite makes use of employees’ social networks to extend recruitment reach and uses Jobvite’s Publisher feature to publish open positions on social media networks including LinkedIn, Facebook and Twitter.

 

TREND #3: Replacing tedious generic corporate training with personalised online learning

Training staff is a huge cost to any company. Whilst most corporates use a combination of classroom and online training, it is often generic and ‘one size fits all,’ failing to cater for specific and personalised training needs. A key new trend is greater emphasis being placed on self-directed, personalised learning – finding the right content for your specific training needs.

 

The advent of massive open online training courses (MOOCs) and the analytics that come with them, are starting to dramatically change the way corporate training is delivered. In the same way that Amazon can learn what you like and recommend other products, new learning management systems (LMS) are adopting the tech pioneered by MOOCs and can analyse the courses you take and recommend other relevant courses to advance your skills.

 

Established players like Udemy and Coursera are moving into the corporate space, providing analytics for managers to track employee training progress and engagement. Go1, another eLearning platform, provides an interface for businesses to find, book, deliver and track all their training via a subscription model, a kind of Spotify for corporate training.

 

TREND #4: The rise of free/low cost HR management tools that aggregate health insurance

Many SMEs offer health insurance as an employee benefit. However the procurement and management of insurance has proved to be a pain point for many businesses. At the same time, most SMEs do not use HR management software, as this is often prohibitively expensive. Enter Zenefits– a free HR management software tool that also aggregates health insurance options. Zenefits took the HR world by storm- enabling SME HR teams to automate payroll and benefits management whilst attempting to disrupt the bloated and inefficient health insurance broker industry.

 

The service has proved so popular and grown so fast in the US that Zenefits has spawned a large number of similar companies all over the world such as SmartHR in Japan and Bayzat in the UAE. Given that the health insurance industry has very specific rules and regulations in each country, it is likely that the Zenefits model will spread in a hyperlocalised way, with many country and region specific players as opposed to a small number of global giants.

 

TREND #5: Crowdsourcing employee feedback to inform culture, recognition and performance management

Perhaps the most interesting trend of all is the use of tech to measure and manage culture and recognition.

 

Ask any CEO or HR director about culture and they’ll tell you it’s one of the most important things in an organisation. ‘Culture eats strategy for breakfast’ has been a popular maxim in business and HR circles. However, until now, many companies- especially corporates- have been bad at fostering, measuring and maintaining a strong culture and recognising performance.

 

In the past most companies would only conduct an annual employee performance review and opinion survey and try to incorporate the feedback in some rudimentary way. Such an exercise is cursory at best, and often fails to recognise the contributions of junior, less visible team members.

 

New culture and engagement tech platforms are enabling organisations to have a real-time, always-on view of the feelings and thoughts of their employees. This type of constant temperature check helps to create a culture of continuous improvement based on actual feedback, enabling organisations to react quickly to changing sentiment, reassure employees that their opinions are heard and recognise contributions accurately.

 

For example, Culture Amp– an Australian tech firm- offers an employee analytics tool that gathers data from employee engagement surveys and gauges employees’ emotional commitment to the company they work for. The analytics platform then enables management to visualise the results and identify areas that may be causing dissatisfaction.

 

Bonusly, a social recognition tool, enables employees to rate each other’s performance anonymously. Managers can then use this to identify star performers and reward them appropriately with discretionary bonuses or vouchers.

 

As we can see, new tech solutions are impacting all stages of the HR lifecycle. The trends outlined here are by no means exhaustive, but represent some of the key areas of HR tech adoption at the moment. No doubt new HR technologies will emerge in the next year or so, and we’ll be looking out for them.

 

About Giraffe

Giraffe is reimagining the recruitment process by simplifying high-volume recruitment through technology. As a Silicon Valley backed company, we will continue to innovate in our own markets and keep a close eye on global HR tech trends and leaders. If you want to be kept up to date with the latest insights and trends, subscribe to our mailing list below!

 

LISTEN: Giraffe discusses youth unemployment with YES and Harambee on Classic FM Business Panel

JOHANNESBURG, 21 MAY, 2018

 

Giraffe CEO, Anish Shivdasani, joined Tashmia Ismail (CEO of the Youth Employment Service) and Lebo Nke (Executive & Leader in Partnerships & Advocacy at Harambee) to discuss innovation in the recruitment space and how we can begin to solve problems surrounding youth unemployment in South Africa. Giraffe assists in solving unemployment by providing a high-volume recruitment solution that is free for all jobseekers and available on any cellphone – ideal for unemployed youth and entry level job seekers.

 

Stop stressing about high-volume recruitment with these 5 top tips

 

JOHANNESBURG, 9 May, 2018

 

Recruitment teams in companies that have a large number of staff in medium-skilled roles invariably face the pressure and stress that comes with recruiting high volumes of candidates on a constant basis. The never ending process of high-volume recruitment- from candidate sourcing and screening to interview scheduling and onboarding- can be a huge administrative burden on the HR team, leaving them with little time for other important activities. These challenges are particularly prevalent in industries such as call centre and field sales, where sales agents contribute directly to revenue: hiring the wrong people or taking too long to recruit the right people can have a significant negative impact on the bottom line.

 

Giraffe has worked with numerous organisations with high-volume recruitment needs, and in doing so we have been able to identify some effective ways to help recruiters hire large volumes of quality staff within tight timelines. Some of our clients are successfully hiring more than 100 people a month! So we understand the extensive administrative and logistical nightmares that can come with recruiting high volumes of staff on a regular basis.

 

Here are Giraffe’s 5 top tips for cracking high volume recruitment of medium-skilled candidates:

 

 

  1. Write specific job descriptions that attract the right candidates and deter the wrong ones

 

When recruiting high volumes of staff you need to have a large pool of candidates available. However, unclear job descriptions can be the cause of many hours wasted on candidates that don’t understand or meet the requirements of the role. Many candidates see vague job descriptions and apply even though they aren’t qualified or suited to the position. Increase the quality of candidates by getting straight to the point in the job description, specifying mandatory requirements like minimum qualifications and experience and be upfront about potential negative elements of the job (e.g. no basic salary, evening and weekend work).

 

  1. Move away from job boards and use better tools for sourcing and screening

 

Job boards are always an easy option to use but are they effective? Job boards may seem like the most obvious way to reach jobseekers because they have long been the only way to source candidates. However, they tend to generate many irrelevant applications to sift through. Finding the right candidates from thousands of mostly unsuitable applications is time consuming and frustrating. New recruitment technologies are available that enable customised pre-screening of candidates at high volumes. Facebook and Google have both recently launched job matching tools that have far greater reach and better screening capabilities than job boards.

 

  1. Use technology to screen candidates upfront

 

High-volume recruitment requires an efficient approach. Screening as many candidates out before interviewing face to face will save you time and hassle. Recruiters can get a sense of a candidate’s experience, qualifications and personality by having a quick telephonic interview or asking them to complete a digital screening questionnaire. Asking relevant pre-screening questions will help to avoid the frustration of scheduling face-to-face interviews with unsuitable candidates.

 

  1. Hold dedicated recruitment days to save time during the rest of the week

 

The pressure to hire high volumes of staff on a regular basis can take up all of a recruiter’s time and energy if not managed properly. Many organisations have found efficient ways to manage the recruitment process by having dedicated recruitment periods and times. For example, when recruiting large numbers of staff, having recruitment days where potential candidates can be briefed and taken through the job specification as a group can be helpful. Conducting interviews in groups or batches at one location on a dedicated day can also assist recruiters to streamline the interview process.

 

  1. Always look for ways to automate your high volume recruitment process

 

Continually find ways to automate the repetitive tasks that come with high-volume recruiting. Do not stick with outdated hiring methods that seem to work fine but could be improved. Always ask if your recruitment process could be more streamlined and less time consuming. The recruitment industry is constantly evolving with many new tools and solutions that can save you time and ensure that you are still hiring the right candidates. If the same process is repeated over and over again – there is probably a better and more efficient way to do it!

 

About Giraffe

 

Giraffe is a fully-automated digital recruitment solution that enables businesses to hire high volumes of medium-skilled workers faster and more affordably than any other recruitment method. Because Giraffe has automated the entire recruitment process – from sourcing to screening to contacting to interview-scheduling, we can provide high volumes of quality candidates in as little as 48 hours.

 

Get in touch with us today to find out how Giraffe can help you with your high-volume recruitment requirements – visit www.giraffe.co.za/contact-us

 

 

 

 

Giraffe CEO talks to Michael Avery on Classic Business about high-volume recruitment

JOHANNESBURG, South Africa (8 May, 2018)

 

In an interview with Classic FM’s Michael Avery, Giraffe’s CEO Anish Shivdasani talks about how Giraffe helps large companies to find high volumes of medium-skilled employees faster and more effectively than any other recruitment method. He also discusses Giraffe’s second funding round and plans for future growth.

 

About Giraffe
Giraffe is a fully-automated digital recruitment solution that enables businesses to hire high volumes of medium-skilled workers faster and more affordably than any other recruitment method. Because Giraffe has automated the entire recruitment process – from sourcing to screening to contacting to interview-scheduling, we can provide high volumes of quality candidates in as little as 48 hours.

 

For more information, visit www.giraffe.co.za

Why do we celebrate Workers’ Day?

JOHANNESBURG, South Africa (1 May 2018)

 

This week we celebrate Workers’ Day, not only in South Africa, but around the world. Since as far back as 1830, workers globally have been campaigning for equal rights and fair treatment, and their rights are commemorated on this day.

 

Also known as May Day, Workers’ Day originates from the worldwide struggle by labourers for fair employment standards. In South Africa, we also remember and celebrate those who fought against racial discrimination and struggled for the equal rights of all workers during apartheid.

 

Since the beginning of democracy, fair labour rights have been built into the South African Constitution. In addition, South Africa’s labour laws are aligned with the best practices set out by the International Labour Organisation (ILO), the United Nations agency that promotes social justice and labour rights.

 

The ILO states that, “Africa’s population is rising the fastest and the pressure to provide decent work opportunities for new labour market entrants is particularly acute in Africa.” The main objectives of ILO in Africa are to promote rights at work, encourage decent employment opportunities, enhance social protection and strengthen dialogue on work-related issues.

 

It is important for every employee to know their basic rights. All employees have the right to:

 

  • not be unfairly dismissed or discriminated against
  • be provided with appropriate resources and equipment
  • have safe working conditions
  • receive the agreed remuneration on the agreed date and time
  • receive fair labour practices
  • be treated with dignity and respect
  • non-victimisation in claiming rights and using procedures
  • leave benefits and other basic conditions of employment as stipulated in the Basic Conditions of Employment Act (BCEA)

 

At Giraffe we work with only the best quality employers, ensuring that candidates are placed in organisations that adhere to the BCEA and respect the rights of their workers. Once a candidate is placed we regularly follow up with them to see how they are finding their new job and to get their feedback on their new employer and role. We aim to help employers recruit the best candidates but we also have a duty to the jobseeker to make sure that they are placed in quality roles with great employers.

 

We hope you had a wonderful Workers’ Day and take some time out to remember the battles that workers in South Africa, and in other parts of the world, have fought over the years for rights and equality.

 
About Giraffe

 

Giraffe is a fully-automated digital recruitment solution that enables businesses to recruit high volumes of medium-skilled workers faster and more affordably than any other recruitment method. Because Giraffe has automated the entire recruitment process – from sourcing to screening to contacting to interview-scheduling, we can provide high volumes of quality candidates in as little as 48 hours.

 

For more information, visit www.giraffe.co.za

 

Automated high-volume recruitment start-up Giraffe closes second funding round

 

JOHANNESBURG, South Africa (April 17, 2018) – Giraffe, the automated high-volume recruitment start-up, today announced that it has closed a second round of equity funding, led by FirstRand’s Vumela Fund managed by Edge Growth, with participation from Omidyar Network, the Brozin family’s Forever Young Capital and Catapult Trust.

 

Giraffe uses mobile technology and matching algorithms to enable businesses to recruit high volumes of quality, medium-skilled staff faster and more affordably than any other recruitment method, and gives medium-skilled jobseekers more access to opportunities at no cost. Businesses that need to recruit more than 10 staff per month can submit a simple staff request online at www.giraffe.co.za. Giraffe then uses proprietary matching technology to source and screen relevant candidates within as little as three days from the initial request. As such, Giraffe aims to provide businesses with on-demand access to high volumes of quality candidates, making it ideal for call centres, insurance sales organisations, field sales organisations and other businesses that hire large volumes of staff on a regular basis.

 

The second funding round comes exactly two years after Giraffe raised seed investment from Omidyar Network, the Silicon Valley venture fund established by eBay founder Pierre Omidyar.

 

“Giraffe continues to revolutionise the hiring process in South Africa, especially for medium-skilled workers,” said Badri Pillapakkam, investment partner at Omidyar Network. “The seasoned and mission-aligned founding team, the product roadmap towards full-stack hiring automation, and the opportunity for disrupting high-volume medium-skilled recruitment across emerging markets excites us.”

 

Giraffe’s funding round comes at an opportune time, with South Africa’s new leadership putting job creation at the forefront of the agenda. “We realise that since we excel at delivering large volumes of quality candidates to businesses whenever they need them, we can simultaneously give jobseekers more access to opportunities” said Giraffe CEO Anish Shivdasani.

 

“Over the past two years we have made significant progress evolving our product, growing our user base and driving revenues,” continued Shivdasani. “We feel we have reached the stage to take on additional capital to accelerate our growth, and we’re excited to bring a truly amazing group of investors on board.”

 

Investment Head of Vumela Janice Johnston expressed her excitement to be leading the funding round. “Giraffe initially came to our attention two years ago due to its innovative, scalable business model solving such a critical problem in South Africa. We followed Giraffe’s progress and were impressed by the team’s ability to gain traction and to meet the key milestones they set for themselves as well as the robust tech platform they were building,” said Johnston. “We are excited to join the highly regarded existing and new shareholders to build on Giraffe’s strong foundations.”

 

Since launching in 2015, Giraffe has attracted over half a million jobseekers and invited over 150 thousand candidates for interviews.

 

About Giraffe

 

Giraffe is a fully-automated digital recruitment solution that enables businesses to hire high volumes of medium-skilled workers faster and more affordably than any other recruitment method. Because Giraffe has automated the entire recruitment process – from sourcing to screening to contacting to interview-scheduling, we can provide high volumes of quality candidates in as little as 48 hours.

 

For more information, visit www.giraffe.co.za

 

Addressing Youth Unemployment – The President’s Priority and Giraffe’s

 

This week, Giraffe attended the Presidential launch of the Youth Employment Service (YES) in Johannesburg. Led by President Cyril Ramaphosa and the CEO initiative, and supported by labour and youth organisations, YES aims to place one million first time jobseekers between the ages of 18 and 34 into 12 month employment contracts, with the aim of making them more employable and securing permanent work in the future.

 

The YES initiative launches amid the highest level of unemployment in years, and represents a significant change in direction from the government, following the election of new leadership. It is also an inclusive programme that involves multiple partners from across the youth employment ecosystem.

 

YES is fully aligned with Giraffe’s vision of making employment opportunities more accessible for first time jobseekers and medium skilled workers using their mobile device.

 

Giraffe is committed to supporting the principles of the YES initiative, and today embarks on a programme to identify job opportunities that are specifically suitable for first time jobseekers. Whilst Giraffe is already placing hundreds of first time jobseekers into permanent employment each month, the intent is to increase this several fold over the coming months.

 

“It is so encouraging to see not only President Ramaphosa but so many cabinet members and corporates getting together to address the issue of youth unemployment,” said Giraffe spokesperson Shaheen Karodia, “More than two thirds of Giraffe users fall between the ages of 18 and 34 and so this is an issue that we are very passionate about solving.”

 

Since launching its low cost recruitment service in Johannesburg in 2015, Giraffe has since expanded to Cape Town, Durban and the rest of South Africa. Giraffe has helped businesses in call centre, financial services, retail and manufacturing recruit thousands of candidates across the country.

 

Recruitment tips: Managing staff turnover after the festive period

 

As we approach the end of the year, it’s tempting for recruitment teams to slow down the hiring process. After all, many industries enter a lull in the last two weeks of December and first week of January, as both sales and operations activity drops (retail and hospitality are notable exceptions).

 

However, for high-volume, medium skilled roles- especially in call centre, manufacturing, retail and transport, there is often a sharp spike in employee attrition during the month of January. This can vary in reason- from employees looking for new opportunities in the New Year, to migrant workers who go home for the December holidays and decide to stay for a while longer. The impact, however, is the same- a sharp drop in staff numbers and resulting pressure to increase recruitment reactively.

 

We spoke to some of our biggest customers to understand what techniques they use to manage the ‘Christmas Churn’ phenomenon, and here are some of the key methods they use.

 

 

  1. Create incentives for employees to return to work in January

Preventing employee attrition in the first place is often the most desirable option- high performing employees that stay add more value over their tenure. Companies can offer a bonus for workers who return to work in January- either in the form of cash or non-financial incentives such as airtime or food vouchers (which can work well, since many employees are out of pocket after the festive break).

 

  1. Measure the performance of temporary workers and make the best ones permanent

Most retailers will have dimensioned their workforce by adding temporary workers during the festive period. However, most temps will be dropped after the peak season is over, resulting in the unintentional loss of talent. Several high performing companies we spoke to make it a point to measure the performance of temp workers over the festive season and make the best ones permanent. This in turn can compensate for any attrition in the New Year.

 

  1. Plan ahead and build a large pipeline of candidates before the festive break

Several forward-thinking employers actually model the expected January attrition and recruit in advance to prepare for it. By building a large pipeline of new recruits in November or early December, these companies mitigate the January attrition and ensure continuity of staff levels. Paradoxically, this means that recruitment teams have to actually increase recruitment activities in November and December rather than reduce it.

 

  1. Recruit aggressively in January

For employers that have not been able to forsee or mitigate staff turnover in January, the best option is to ramp up recruitment efforts aggressively in the first two weeks of the New Year. This means that new recruits can be operational by the end of January, by which time sales and operations teams are back to their usual productivity

 

Which of these techniques have you tried and which work best for you? We’d love to hear from you. Reach out to us at info@giraffe.co.za

 

About Giraffe

 

Giraffe is a fully-automated, mobile recruitment service that enables businesses to recruit medium skilled workers faster and more affordably than any other way. Giraffe has over half a million candidates across South Africa and is working with the biggest names in retail, transport, manufacturing and call centre to streamline the bulk recruitment process.

 

For more info on how Giraffe can assist with high volume recruitment in a very short timeframe, head over to www.giraffe.co.za

 

Growth Hacker / Marketing Prodigy wanted to join SA’s hottest startup

 

Giraffe is an automated mobile recruitment app that aims to help reduce unemployment in South Africa by connecting jobseekers with opportunities and enabling businesses to hire staff faster and cheaper than any other way. Having achieved significant growth since launching in March 2015, and securing investment from eBay founder and Silicon Valley billionaire Pierre Omidyar’s VC fund, Giraffe is now looking for a highly talented marketing all-rounder to drive growth, increase brand awareness, fuel customer acquisition and manage all marketing and communications activities across all channels- ranging from SEO and social media to ATL and PR.

 

Role and Responsibilities

 

The marketing prodigy will be responsible for all marketing and communication activities, as well as content creation at Giraffe. This role will be critical in driving growth of the business- raising brand awareness within customer segments and driving them to purchase Giraffe services. This role will report directly to the CEO.

Specific responsibilities include:

 

Content creation

 

  • Researching and writing original content on unemployment, recruitment trends and Giraffe news
  • Creating graphics and images for marketing content
  • Creating innovative and effective marketing messaging that targets the needs and influences the behaviour of specific customer segments

 

Growth Hacking / Digital marketing

 

  • Managing all online marketing channels- including Google adwords, facebook, twitter and linkedin
  • Creating, operating and analysing ROI on all online campaigns
  • Iterating campaigns to enhance effectiveness and maximise ROI
  • Conceiving and experimenting with a range of approaches to reduce cost per acquisition and drive growth
  • Owning SEO

 

Traditional marketing

 

  • Conceptualising campaigns for radio, print and other ATL channels
  • Creating and managing campaigns for on-the-ground field marketing activities
  • Creating and driving company marketing events
  • Engaging and managing external marketing agencies where necessary

 

PR and communications

 

  • Promoting Giraffe across all major media channels- radio, TV, newspapers, events and online journals
  • Identifying ways to position Giraffe as newsworthy
  • Writing all Giraffe press releases and disseminating them across relevant channels
  • Engaging with media producers and editors to drive PR activity

 

Requirements

 

Educational and work experience requirements

  • Bachelors degree from a top-tier university- min 60%
  • At least 3 years’ experience in marketing- either at a tech startup or agency

 

Essential requirements for the role

  • Excellent written and verbal communication skills
  • Creative and artistic- both with words and visuals
  • Highly organised and structured
  • Highly analytical and numerate
  • Existing network of media contacts (ie: producers and editors)
  • Excellent team working skills
  • Interested in technology and high-growth tech startups
  • Willing to learn
  • Able to work under pressure
  • Able to tolerate ambiguity
  • Interest in making a strong social impact

Location

  • Sandton, Johannesburg

Remuneration

  • Competitive salary, medical aid + share options

To apply click here

www.giraffe.co.za