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Recruitment Adviser

 

 

 

Role Summary

Reporting to the Talent and OD manager, the role of the Recruitment Adviser will be to work with the Talent team and wider HR team to ensure the resourcing needs of the organisation are met. A busy, high profile role within the organisation; this will be delivered through a proactive, innovative, customer and candidate-focussed approach. This role entails working closely with the HR Advisers, hiring managers and other key stakeholders to ensure resourcing interventions support the attraction and selection of diverse, high calibre staff into the CBI.

Key Responsibilities

Sourcing

  • Be the lead for recruitment across the business, managing the whole recruitment process from start to end (taking briefs, support creating job descriptions, creating and posting job adverts, briefing agencies, setting up interviews, screening candidates, supporting with interview questions, offer management and onboarding)
  • Interview candidates and provide input into the selection process
  • Alongside the HR Advisers and Talent coordinator, proactively liaise with hiring managers to ensure a proactive and collaborative customer service
  • Ensure the candidate experience (whether internal or external) is highly professional, positively memorable and a seamless transition through all the stages (i.e. from attraction to induction)
  • Identify and manage external suppliers and agencies, ensuring they deliver a consistent quality and cost-efficient service
  • Directly recruit candidates into the business when appropriate, using various methods to attract talent
  • Manage and maintain talent pools to create a pipeline into and through the business

Partner

  • Work with the HR team to promote and maintain a high standard of professional recruitment and selection practice, aligned with the behaviours of the organisation
  • In partnership with the HR Advisers and Talent team provide a service that is innovative and proactively delivers the agreed resourcing plans
  • Partner with the Diversity and Inclusion Adviser to ensure our processes support the attraction and recruitment of a diverse range of candidates aligned to our diversity and inclusion strategy

Strategy

  • Alongside the Talent and OD Manager design and deliver talent resourcing strategies which enhance the employer brand and maximise the use of appropriate technology to engage potential candidates (including social networking etc.)
  • In collaboration with the Talent and OD Manager design and deliver recruitment and selection training to managers, ensuring it remains current, up to date and promotes ownership of sound management practices within the recruitment and selection process
  • Ensure the Recruitment and Selection policy and Inclusive recruitment guide is regularly reviewed and continues to reflect both up-to-date employment law and best practice

Monitor and report on recruitment

  • Work with the HR Partner (MI and Analytics) to capture and analyse recruitment data and produce regular resourcing metrics for the Senior Management Team, enabling them to make informed operational and strategic decisions
  • Use recruitment data to inform improvements to our recruitment approach and better ways of working
  • Manage the spend against the recruitment budget

In addition to the responsibilities listed above, the job holder may be required to perform other duties as assigned by the Director of HR from time to time.

Knowledge & Experience

What an individual must know or understand to be able to fulfil the role’s requirements

  • Significant experience of working in recruitment and delivering a proactive end to end recruitment service (preferably internally in a not-for-profit culture)
  • Experience of implementing new recruitment and selection initiatives, including applicant tracking systems
  • Thorough knowledge of current law and best practice in relation to recruitment and ability to develop recruitment and selection policies and procedures that align with the organisational strategy
  • Experience of budget management and sufficient financial acumen to deal in a cost-effective way with all recruitment and selection, including advertising
  • Good analytical skills to interpret management Information and strong lateral thinking to identify innovative and effective recruitment solutions
  • Aware of the sensitivity and confidentiality in recruitment and acts accordingly.
  • Significant experience of working in recruitment and delivering a proactive end to end recruitment service (preferably internally in a not-for-profit culture)
  • Experience of implementing new recruitment and selection initiatives, including applicant tracking systems
  • Thorough knowledge of current law and best practice in relation to recruitment and ability to develop recruitment and selection policies and procedures that align with the organisational strategy
  • Experience of budget management and sufficient financial acumen to deal in a cost-effective way with all recruitment and selection, including advertising
  • Good analytical skills to interpret management Information and strong lateral thinking to identify innovative and effective recruitment solutions
  • Aware of the sensitivity and confidentiality in recruitment and acts accordingly.

Behaviours

The behaviours and characteristics required to be able to fulfil the role’s requirements

  • Collaborative – Listening, seeking views and sharing information, seeks wider business input in design of people interventions, works collaboratively with senior and middle managers on people issues, considers impact of work on wider team and business
  • Taking ownership – Ensuring delivery and holding others to account, takes ownership of problems and focuses on solutions, manages up where appropriate
  • Agile – Proactive and responsive to stakeholders, flexes workload based on business priorities, resilient under pressure; responds positively to shifting priorities, Agile in balancing both proactive and reactive work, well organised with strong project management and time management skills
  • Commercial – Awareness of the wider business environment and organisational strategy, understands the business benefit of good management and engaged people
  • Innovative – Exploring, sharing and integrating best practice; generating new ideas and challenging a mind-set of “what we’ve always done”, strong lateral thinking to identify innovative people solutions
  • Analytical – gathering information and using logic to analyse, problem solve, evaluate risk and make decisions, good research and analytical skills to interpret Management Information and HR data.

How to apply

For all applications please email your CV to recruit@cbi.org.uk.

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