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Human Resources Advisor (Recruitment and Selection) - 12 month contract

Working with the Recruitment and Selection team in the University’s HR department, you will be responsible for planning, implementing and monitoring all aspects of recruitment and selection activities, ensuring a smooth running of each campaign from advertisement to appointment.

You will play a key role in providing professional advice and ensuring best practice in all aspects of the recruitment and selection process, with a particular focus on the development of the University’s approach to recruitment campaigns using a variety of promotional tools, including the use of social media.

Together with the Strategic Lead for Recruitment and Selection and the team administrators, you will ensure that our recruitment and selection campaigns attract the best possible talent to the University.

You will provide well-judged advice, guidance and support to managers on recruitment and selection issues and in compliance with University policy and employment law.

Closing date: Sunday 22 Jan 2017

Reference number: PER1701 - 3168

Job details

Job details

Salary
Band 6 £25,298 - £31,076 a year
Hours
Full time, 37 hours a week
Start
As soon as possible
Duration
Temporary for 12 months
Responsible to
Human Resources Advisor (Strategic Lead for Recruitment and Selection)
Responsible for
N/A
Interview date
Interview date to be confirmed

Human Resources

For more information about the department visit the Human Resources website.

Background

Background

Information on the Human Resources Department can be found here:

http://www.worc.ac.uk/personnel/

 

 

 

Main duties

Main duties

1. To plan, implement and monitor the day to day activities involved with recruitment and selection of staff to include:

• Working with the recruiting manager to discuss and agree the advertising and selection process for each recruitment campaig

• Providing advice and guidance to recruiting managers, prospective candidates and colleagues on recruitment policy and procedure. procedural and legal aspects of staff recruitment.

• Reviewing job descriptions and person specifications to ensure they are truly reflective of the role and in line with current legislative requirements, liaising with recruiting managers as necessary.

• Sourcing, planning and pricing suitable advertising media, liaising with recruiting managers and agency contacts

• Uploading job descriptions to the University’s vacancy system, website and other appropriate advertising media, ensuring accuracy and appropriateness of information.

• Planning and agreeing suitable schedules for selection events with recruiting managers, ensure that appropriate arrangements are made to support selection and advise recruiting managers as appropriate (eg panel make up, timeframe).

• Supporting shortlisting activities, providing advice and guidance to recruiting managers, agreeing shortlisted candidates and ensuring appropriate communications with all applicants.

• Taking part in selection activities and provide support to colleagues to ensure that all aspects of the event are appropriately carried out (eg suitable interview questions, decision making, recording keeping etc).

• Ensuring that any recruitment and selection documents are completed in line with our procedures.

2. To be proactive in identifying areas for improvement in current practice and procedures, researching options, seeking feedback and making recommendations as appropr

3. To develop the University’s approach to recruitment campaigns, using a wide variety of adverts and promotion, including the use of social media and the development of our website content.

4. To assist in the monitoring and analysis of recruitment and selection activity, equal opportunity data, advertising spend etc. to support the development of the University’s strategic approach to effective recruitment and selection.

5. To contribute to student related activities, for example open days, careers fairs, Worcester Weeks, mock interviews and student interview panels.

*Maintain personal and professional development to meet the changing demands of the job; participate in appropriate training activities and encourage and support staff in their development and training.

*Take steps to ensure and enhance personal health, safety and well being and that of other staff and students.

*Carry out these duties in a manner that promotes equality of opportunity and supports diversity and inclusion, and takes into account the University's commitment to environmentally sustainable ways of working.

Person specification

Person specification

Please provide evidence of how you meet each of the essential criteria.

Essential Criteria

1. Demonstrable experience of planning, implementing and monitoring multiple short term recruitment and selection events.

2. CIPD qualified to Level 5, or willingness to achieve this.

3. An up to date knowledge of UK employment law and HR best practice

4. An understanding of the use of social media and social networking sites to promote recruitment activity and attract candidates.

5. Educated to Degree level or equivalent.

6.Ability to manage a demanding workload with the ability to prioritise and plan in the short and long term, over an academic year.

7.Ability to communicate confidently and clearly with a wide range of people, both orally and in writing. This includes communication skills to be able to interview effectively eg active listening, developing and asking appropriate questions, facilitating decision making.

8. Ability to relate to a wide range of staff across the organisation and provide credible and well informed advice and guidance on recruitment and selection.

9. Ability to undertake analysis of data.

10. A flexible and collaborative approach to working in a team environment.

11. Ability to work with absolute integrity and respect for confidentiality.

Desirable Criteria

N/A

Applications from Non EEA Workers:

Prospective applicants are advised to ensure that they are eligible to work in the UK without restrictions

Prospective applicants in points-based system immigration routes should assess their circumstances against the published criteria, which are set out on the GOV.UK website at www.gov.uk/browse/visas-immigration

Visit www.naric.org.uk/visasandnationality for more information on how you can use a qualification from outside the UK to meet the requirements of the immigration rules.

Unspent convictions, cautions and bind-overs

The University is strongly committed to the fair treatment of its staff and potential staff, regardless of race, gender, religion, sexual orientation, responsibility for dependants, age, physical/mental disability or offending background.

In line with the University's policy on the Recruitment of People with a Criminal Record, shortlisted candidates are required to provide information of any unspent convictions, cautions and bind-overs. Applicants are advised to seek independent advice if there is any doubt about the status of a previous conviction, caution or bind-over. Disclosures will only be considered at the point when an offer of employment is made. The existence of a criminal record will not in itself prevent you from gaining employment.

This is a description of the job as it is presently constituted. This job description is intended to enable a flexible approach to be offered working across the University as required. It is subject to review and amendment in the light of changing needs of the University and to provide appropriate development opportunities. Members of staff are expected to participate fully in discussions about changing requirements and it is the University's aim to reach agreement to reasonable change. If agreement is not possible, it reserves the right to require changes to the job description after consultation with the individual concerned

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