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Charity Commission - Recruitment Manager

Employer
Peregrine
Location
Bootle, UK
Salary
Salary 37914 null
Closing date
12 Aug 2022

Charity Commission - Recruitment Manager

Job purpose:

You will be responsible for working with managers to ensure that the Charity Commission has people with the right skills, behaviours, and attitudes in place at the right time to enable the organisation to deliver. You will use your knowledge and experience in recruitment to continuously improve how the Commission recruits and retains employees, suggesting and testing new and innovative approaches whilst ensuring maximum return on investment. In this role you will be visible and credible, quickly establishing relationships and engaging others to put in place a recruitment strategy and clear recruitment campaign plans that are complaint with Civil Service Recruitment principles. You will ensure that we offer candidates a positive experience that represents the Commission well as an employer or prospective employer. This is a standalone role significant scope to influence how we recruit now and in the future. 

Key Responsibilities: 

  1. Developing a comprehensive recruitment strategy for the organisation which clearly articulates our offer at attraction, application, sift, interview/assessment, onboarding stages and diversity impact, with clear success measures and plans to achieve.
  2. Working with HR Business Partners and Line Managers to understand, forecast and plan recruitment requirements, seeking opportunities to streamline and improve planned activity.
  3. Exploring routes to market for permanent and contingent labour including different job platforms and agencies, managing these supplier relationships to ensure that the Commission maximises its investment.
  4. Delivering recruitment training to Line Managers, ensuring that this is complete, and Line Managers attain an acceptable competence level before they are able to progress to recruit. Reviewing progress during campaigns to identify future learning requirements, and where necessary taking corrective action. Holding managers to account for delivering their part in an effective, efficient and candidate focused recruitment journey ??? this is important as it protects our brand as an employer. Act as a coach and critical friend to managers, using your expertise to encourage use of new recruitment approaches to improve success rates.
  5. Ensuring good governance and reporting is in place and adhered to within recruitment, including meeting and reporting on compliance with Civil Service recruitment and job evaluation principles, keeping senior leaders up to date regarding recruitment and risks, assessing value for money and return on investment of campaigns and strategy and measuring and improving the diversity outcomes of campaigns.
  6. Continuously review the candidate experience to identify and preserve what is working well and identify improvements. Acting as a key point of contact for candidates during recruitment processes, ensuring that you represent the Commission???s Employer brand in all interactions.

 

ESSENTIAL CRITERIA 

ABILITY 

The ability to develop and deliver a clear recruitment strategy.

Adept at building big relationships across a range of functions and teams, challenging where needed whilst preserving good working relationships.

Strong influencing skills to gain buy in to new approaches and secure agreement to activities.

Able to understand processes with ease, identifying and actioning opportunities for innovation and improvement.

Able to quickly build understanding of recruiting manager requirements and work with managers to translate those requirements into an attractive proposition with appropriate underpinning recruitment assessment.

Ability to communicate clearly and succinctly.

Ability to forecast and plan activity, prioritising where required.

Comfortable working with and analysing data to demonstrate value of recruitment investment and approaches.

Ability to present the Commission as an attractive employer, understanding and selling the benefits of our employment offer and employee value proposition.

EXPERIENCE 

Significant experience of working within a recruitment context.

Use of a range of attraction and recruitment methods including strength-based assessment.

Successful campaign planning and delivery with experience of running multiple campaigns concurrently.

Demonstrable experience, understanding and commitment to improving diversity outcomes in recruitment.

Experience of managing suppliers including agencies, ensuring procurement principles are adhered to.

Experience and knowledge of right to work and conducting requisite checks.

TECHNICAL 

Clear understanding of Civil Service recruitment principles.

Expertise in the end-to-end recruitment lifecycle from attraction to onboarding.

Understanding of UK labour market, in particular in Liverpool, London and Taunton, keeping up to date with current and future challenges, trends and shifts.

Understanding candidate demands and trends and able to meet these, using a variety of media and approaches to reach target candidates. 

Behaviour Profile

The Civil Service has defined a set of behaviours that, when demonstrated, are associated with job success. The examples of the behaviours below provide an overview of what is expected of a Senior Executive Officer (PB5) within the Civil Service.

For this role you should demonstrate the following Civil Service Behaviours:

Changing and Improving

Work with others to identify areas for improvement and simplify processes to use fewer resources. Use technology where possible to increase efficiency. Encourage ideas for change from a wide range of sources. Clearly explain the reasons for change to colleagues and how to implement them, supporting individuals with different needs to adapt to change. Encourage an environment where colleagues know that they can challenge decisions and issues safely. Take managed risks by fully considering the varied impacts changes could have on the diverse range of end users.

Communicating and Influencing

Communicate in a straightforward, honest and engaging manner, choosing appropriate styles to maximise understanding and impact. Encourage the use of different communication methods, including digital resources and highlight the benefits, including ensuring cost effectiveness. Ensure communication has a clear purpose and takes into account people???s individual needs. Share information as appropriate and check understanding. Show positivity and enthusiasm towards work, encouraging others to do the same. Ensure that important messages are communicated with colleagues and stakeholders respectfully, taking into consideration the diversity of interests.

Managing a Quality Service 

Develop, implement, maintain and review systems and services to ensure delivery of professional excellence. Work with stakeholders to set priorities, objectives and timescales. Successfully deliver high quality outcomes that meet the customers??? needs and gives value for money. Identify risks and resolve issues efficiently. Involve a diverse range of colleagues, stakeholders and delivery partners in developing suggestions for improvements. Establish ways to find and respond to feedback from customers about the services provided.


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