In House Recruitment Executive

As a Recruitment Executive, you will be joining a professional HR and Recruitment team. Working alongside other members of the team, you will support the operation of the business by providing an effective and professional end to end Recruitment service.

You will be responsible for covering the full recruitment remit and ensuring that robust and fair recruitment processes are in place and adhered and to assist the planning and forecasting of vacancies. The role will include occasional travel to other centres across the UK and undertaking projects as directed. The company are looking for someone to start ASAP, and require and applicant with the below experience and skills.

Key responsibilities and accountabilities of Recruitment Executive:

- Devising and monitoring recruitment processes and reports to ensure robust recruitment and referencing procedures
- Offering advice and support to line managers across the group on the Recruitment process - including attraction, advertising, assessment tools, referencing, CRBs and Visas etc.
- New Starter Pack preparation: offer letter, contract and forms
- On-going writing and co-ordination of Job Descriptions and Person Specifications
- Overseeing all recruitment paperwork, ensuring adherence to current legislation and policies - referencing, CRBs etc.
- Liaison and relationship building with agencies and web based suppliers and agreeing preferred suppliers to negotiate cost effective rates
- Analysing data and stats to ensure cost effective recruitment
- Responsible for monitoring and delivering weekly MI across the group on references and escalating any concerns
- Investigation of strategies to improve the recruitment and development of staff across the group
- Undertaking projects as directed by Head of HR

Skills and experience:

- Experience of working in a Recruitment executive Role - including on-line recruitment, interview experience - screening, telephone and face to face etc.
- Confident telephone interview manner with the ability to identify candidates experience/suitability for the role
- To work as part of a team, with the ability to manage their own workload with agreed outcomes
- Ability to work to deadlines and achieve targets and objectives
- Organised and committed to finding quality candidates that match both the business and corporate culture
- Experience of working to budgets
- A proactive approach with the ability to use own initiative to suggest improvements and facilitate change
- Ability to build and develop relationships with internal and external teams
- Knowledge of directly sourcing candidates via job boards, social media and linked in desirable.
- Knowledge of outdoor education industry is desirable
- Certificate in Personnel practice / CIPD Foundation or Intermediate Certificate in HR is desirable.

Key Steps to an effective recruitment executive process

Is there a need to recruit?

. The need for any recruitment executive activities should be evaluations in the context to the business overall resource requirements;
. This should include both short, mid and long term plans and requirements for your business and consider both likely resource level requirements (numbers of staff) and business skill requirements (capability of staff) in order to best decide first if recruitment is required at all, and if so what skills and experience you need to bring into the business.

Carefully defining the vacancy pays dividends

. Start with a description of the job - its responsibilities and deliverables;
. the necessary skills, experience and competencies required by the job holder to fulfill the required responsibilities;
. Plus the ideal qualities to be a successful contribution to the business.
Creating a talent pool by attracting the right candidates
. Think carefully about your internal sources of candidates: seek candidates from inside the business via internal job boards, succession plans etc; identify staff for whom it would be a sensible career development move;
. Think about the different sources of external sources of candidates: Advertise the vacancy (online or print); your internet career page; search generalist and specialist job boards; speak to the local job centre; encourage existing employees to make contacts for you; make contact with universities and colleges; use a recruitment executive agency or head hunter;
Focus on collecting all relevant information on candidates
Collect the information necessary to make a selection decision
. Applications form;
. CVs;
. Interview data (including behavioral interviews);
. psychometrics;
. references.

Create a short list and then arrange interviews and other selection processes
. Review applications and short list;
. your shortlist down to a small number for interview;
. Consider telephone interviews as an effective way to screen applicants;

Making the decision to appoint

. Consider relative importance of the different requirements before trying to evaluate the candidates so that you do not get caught up in the moment;
. When judging the importance of a shortfall in the candidate think about what can be learned as opposed to what comes more naturally or key competencies;
. Consider both the risks and the benefits of appointing a particular candidate;
. Make simple notes of your decisions in terms of why you selected and why you did not select  these will not only help you remember but can be useful for giving feedback;
. Agree terms and conditions of employment;
. Make the offer.