In-house Recruiter / Talent Acquisition Specialist
- Recruiter
- Anonymous
- Location
- London
- Salary
- 20% Bonus
- Posted
- 26 Oct 2018
- Closes
- 23 Nov 2018
- Sectors
- Human Resources
- Contract Type
- Permanent
- Hours
- Full Time
In-house Recruiter / Talent Acquisition Specialist
We require an experienced in house recruiters with at least 2 year's experience. You will need to demonstrate experience of high volume recruitment and ideally running assessment days.
The organisation is seeing a huge volume of growth over the forthcoming years so you will need to be able to work autonomously and own the requisitions. This is an exciting time to you the talent acquisition team and be part of building a great company.
Identify and source high quality candidates
* Source an appropriate pipeline to identify and engage both active and passive candidates through a blend of recruitment methods including social media, headhunting, job boards, referrals and networking.
* Compose attention grabbing content including adverts/job descriptions and our careers website and ensure internal applicants are sought and considered.
* At all times strive for and realise a reduction in requirements for external agencies in sourcing candidates.
* Monitor the job market and prepare analysis and summaries of relevant job market movements.
Screen, assess and qualify candidates
* Our priority is to provide both candidates and Hiring Manager with a 5* experience - Every candidate application to be reviewed/screened/rejected/progressed to ensure they receive feedback in a timely manner.
* Undertake applicant screening as a first stage of the interview process to present a concise shortlist with value added notes/background collating shortlists and organising interviews for the for hiring managers.
* Ensure candidates presented for roles meet the required competencies and share our core values.
* Review assessment and testing methods and develop them to ensure they are efficient and fit for purpose.
* Coordinate the interview process, ensuring room bookings, equipment, assessment centres are arranged and clearly communicated to all relevant parties.
* Coach and train managers as required to ensure they are capable and competent to assess candidates.
Create offers, close offer negotiation and integrate with HR operations
* Make job offers and ensure smooth handover into the HR new starter process.
* Work with the wider People team to ensure a smooth-running induction process, including return of new starter paperwork.
* Support the People team as required on any internal matters.
Critical Job Elements
* Identify and secure high quality candidates: it is critical that the jobholder identifies and procures talented employees who match our aspirations and values and who will provide long and effective service in their positions.
* Cost per hire: it is imperative that the business receives a financial return on investment in the jobholder, keeping recruitment costs to a minimum through a commitment to and zealous use of direct recruitment methods.
* Speed of hire: positions are recruited based on their necessity for us to provide the stand-out product and service we pride ourselves on and so it is critical that opportunities are filled promptly.
* Attention to detail: high volume and often specific requirements mean it is critical that the jobholder is able to quickly ascertain both the requirements of the hiring manager and the suitability of candidates by CV or other mediums.
* Interpersonal skills and communication: it is critical that the jobholder has good interpersonal skills, able to build rapport quickly, influence managers and agencies as necessary, host candidates, keep candidates and managers up to date and strong written and verbal communication skills to devise successful and professional recruitment campaigns.
* Ability to understand the business and market: the jobholder will have to maintain a keen interest in the business, its products and services, and in its performance to understand the requirements and match these to the job market.
Critical Personal Attributes
We require an experienced in house recruiters with at least 2 year's experience. You will need to demonstrate experience of high volume recruitment and ideally running assessment days.
The organisation is seeing a huge volume of growth over the forthcoming years so you will need to be able to work autonomously and own the requisitions. This is an exciting time to you the talent acquisition team and be part of building a great company.
Identify and source high quality candidates
* Source an appropriate pipeline to identify and engage both active and passive candidates through a blend of recruitment methods including social media, headhunting, job boards, referrals and networking.
* Compose attention grabbing content including adverts/job descriptions and our careers website and ensure internal applicants are sought and considered.
* At all times strive for and realise a reduction in requirements for external agencies in sourcing candidates.
* Monitor the job market and prepare analysis and summaries of relevant job market movements.
Screen, assess and qualify candidates
* Our priority is to provide both candidates and Hiring Manager with a 5* experience - Every candidate application to be reviewed/screened/rejected/progressed to ensure they receive feedback in a timely manner.
* Undertake applicant screening as a first stage of the interview process to present a concise shortlist with value added notes/background collating shortlists and organising interviews for the for hiring managers.
* Ensure candidates presented for roles meet the required competencies and share our core values.
* Review assessment and testing methods and develop them to ensure they are efficient and fit for purpose.
* Coordinate the interview process, ensuring room bookings, equipment, assessment centres are arranged and clearly communicated to all relevant parties.
* Coach and train managers as required to ensure they are capable and competent to assess candidates.
Create offers, close offer negotiation and integrate with HR operations
* Make job offers and ensure smooth handover into the HR new starter process.
* Work with the wider People team to ensure a smooth-running induction process, including return of new starter paperwork.
* Support the People team as required on any internal matters.
Critical Job Elements
* Identify and secure high quality candidates: it is critical that the jobholder identifies and procures talented employees who match our aspirations and values and who will provide long and effective service in their positions.
* Cost per hire: it is imperative that the business receives a financial return on investment in the jobholder, keeping recruitment costs to a minimum through a commitment to and zealous use of direct recruitment methods.
* Speed of hire: positions are recruited based on their necessity for us to provide the stand-out product and service we pride ourselves on and so it is critical that opportunities are filled promptly.
* Attention to detail: high volume and often specific requirements mean it is critical that the jobholder is able to quickly ascertain both the requirements of the hiring manager and the suitability of candidates by CV or other mediums.
* Interpersonal skills and communication: it is critical that the jobholder has good interpersonal skills, able to build rapport quickly, influence managers and agencies as necessary, host candidates, keep candidates and managers up to date and strong written and verbal communication skills to devise successful and professional recruitment campaigns.
* Ability to understand the business and market: the jobholder will have to maintain a keen interest in the business, its products and services, and in its performance to understand the requirements and match these to the job market.
Critical Personal Attributes