• 1. Talent Acquisition: • Develop and implement recruitment strategies to attract a diverse pool of candidates for various security positions in accordance with organizational needs and industry standards. • Utilize various recruitment channels including job boards, social media, and networking to source candidates effectively. • 2. Job Analysis and Descriptions: • Collaborate with department heads to develop clear and accurate job descriptions that align with the skills and competencies required for various roles within the security sector. • Conduct job market analysis to stay informed about industry trends, salary benchmarks, and skills in demand. • 3. Candidate Screening: • Review resumes and applications to shortlist candidates for interviews based on their qualifications and experience. • Conduct initial interviews and assessments to evaluate candidates’ suitability for specific security roles. • 4. Interview Coordination: • Schedule and coordinate interviews between candidates and hiring managers, ensuring all logistical details are managed efficiently. • Provide guidance and training to interview panels on best practices and standardized interview techniques. • 5. Selection Process: • Administer relevant assessments, background checks, and reference checks as part of the selection process to ensure candidates meet the security standards required by the organization. • Prepare and present candidate recommendations to hiring managers, supporting informed decision-making. • 6. Candidate Engagement: • Maintain regular communication with candidates throughout the recruitment process, providing updates and feedback to enhance their experience. • Build and maintain relationships with potential candidates, including passive job seekers, to create a talent pipeline for future recruitment needs. • 7. Compliance and Reporting: • Ensure compliance with Ugandan labour laws and regulations pertaining to recruitment and employment practices. • Maintain accurate records of recruitment activities, candidate data, and hiring metrics to assist in reporting and analysis. • 8. Continuous Improvement: • Evaluate the effectiveness of recruitment strategies and processes, recommending improvements based on candidate feedback and hiring outcomes. • Stay updated on emerging trends and best practices in recruitment within the security sector and the broader HR industry.

• Education: • Bachelor’s degree in Human Resources, Business Administration, or a related field. • Experience: • Minimum of 3 years of experience in recruitment or talent acquisition, preferably within the security sector or related fields. • Experience in high-volume recruitment and understanding of the unique demands of security personnel hiring. • Skills: • Strong interpersonal and communication skills, both written and verbal, in English. • Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint) • Ability to effectively engage and assess candidates, with strong interviewing and evaluation skills. • Attributes: • High level of integrity and professionalism in handling sensitive candidate information. • Strong organizational and time management skills, with the ability to manage multiple recruitment processes simultaneously. • Person Specifications • Strong commitment. • Excellent communication skills (written and verbal). • Capable of working effectively and productively with team members. • Experienced in working in a professional commercial capacity. • Ability to maintain strong ethical and professional values. • The ability to operate in diverse cultural environments. • Flexibility and adaptability to rapid environmental changes. • Proficient in the ability to understand problems, situations and the reasons behind them, crossing the barriers of languages and cultures. • Autonomous and results orientated, with a clear determination to succeed. • Self-disciplined. • Excel, Word and PowerPoint skills desirable. • Work Conditions • The Recruitment Officer will work in an office setting but may require travel to various recruitment events, job fairs, and training locations. • Flexibility in working hours may be necessary to accommodate recruitment activities, including evenings and weekends when required.

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