Hosie - Recruitment - Bryanston, Gauteng, South Africa

Olivia Hosie

Bryanston, Gauteng, South Africa


Highly ambitious, passionate and goal orientated, innovative, forward thinking and energetic.
An accomplished leader of successful teams including start-up and development of systems and processes.
Combination of big picture strategy and hands on operational capability.



Work History


360' Corporate Recruitment Solutions

June 2012 - June 2012

I was employed by Rebmormax to set up the operational aspects of the organization. Including but not limited to ATS, Social Media (Linkedin, twitter and copy fopr website) and liaison with PR.
Also included staff training and creation of SOP's and templates.

Talent Acquisiton Specialist


January 2012 - June 2012

I have been retained by Nestle on a six month interim assignment to assist with the structural and systematic challenges specific to the national recruitment, talent acquisition and talent warehouse environment.
My mandate is to turn-around the current cost, time to fill and quality challenges, implement Taleo as the Project Lead, assist with 2012 and 2013 work force planning from a recruitment perspective for the group, analyse and streamline all processes and BPR structure where deemed necessary.

Corporate Recruitment Consultant

360⁰ Corporate Recruitment Solutions

September 2011 - June 2012

Technology and accessibility to information has changed the candidate landscape almost overnight. Recruiting is not what it used to be – at least we should not be treating it as such.
As a Corporate, you do have the power and ability to position your brand promise and EVP in the right places and face of potential candidates – but are you doing so?
Why are you still spending so much money on agencies when you have internal recruitment resources in addition to spending money on job boards?
You know you should be tweeting – that people should ‘like’ you on Facebook, that you should have more connections on Linkedin – but how?
And headhunting – is it really something you should be paying 30% for?
And why, why does it all take such a long time? Great candidates are snapped up in the market. The tedium associated with the administrative nature of this process is diminishing our ability to secure the best candidates – it makes our internal clients unhappy – and of course makes for unhappy candidates. That is if they receive any feedback at all.
There are solutions to all these frustrations.
Although your situation is not unique, each is slightly different. Your company structure, culture, strategy, work force plans, leadership philosophies – and many other factors, will all determine the appetite for the model and level of engagement from 360⁰ CRS.
This is a highly flexible approach which starts with an analysis of the current state prior to any commitment to engagement.
Solutions range from simple infrastructure recommendations to long term partnerships which would involve training and facilitation of existing recruitment resources on search and headhunting capability.
Standardization of your Standard Operation Procedures, Service Level Agreements, Risk Mitigation Process and other templates and scripts is also available.
We have taken a 360⁰ view and broken it down into what we believe are the four segments specific to the whole.

Head Talent Acquisition Hub, HR Shared Services

AVI Limited

September 2011 - September 2011

Strategic engagement across the group to determine work force planning, talent acquisiton strategies, critical skill requirements, high risk roles and project specific vacancy requiremetns in order to enable business unit operational recruitment (which reports herein) to proactively and effectively recruit for the business units.

Administration and Resourcing Manager

AVI Limited

March 2011 - September 2011

Overall responsibility for the centralised administration of the full employee life cylce within HR Shared Services for the diversified business units of the AVI Group.

Management of a team of HR Administrators, Pension, Provident Fund and Black Share Scheme.

Internal and External SLA's, process efficiencies and improvements, customer service and focus on delivery across both adminstration and recruitment portfolio's

Group Recruitment Manager

AVI Limited

April 2009 - February 2011

Management of centralised resourcing function to the AVI Group and all its subsidiaries, including but not limited to:
Creation and maintenance of systems
Management of team and performance thereof
Establishing internal and external SLA's and ensuring adherence thereto
Deliver to business on resourcing requirements
Customer and candidate relationship management

Executive Search Consultant

DAV Professional Placement Group

March 2004 - April 2009

Managed and consulted to a portfolio of clients
Sourced candidates proactively - both passive and active
Placed executive, commercial candidates across a variety of industries

Qualifications & Certifications

English and Art

Hollywood SHS

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