Senior Recruitment Specialist (Front Office)

Job Description

Needs Definition
• Conduct structured intake calls with Hiring Managers before search commences, identifying the key role and candidate requirements, and agreeing the sourcing and selection strategy, respective roles and responsibilities, and timelines.
• Provide a full consultative service to Hiring Managers with regards to the recruitment industry and market trends.
Sourcing
• Design and deliver innovative sourcing strategies and solutions to meet business grown needs and generate diverse pools of applicants while closely controlling cost bases.
• Partner with the Global Talent Research (GTR) team where applicable, to agree on sourcing support.
• Proactively search for, identify, network with and directly contact active and passive job seekers, both internally and externally, sourcing the very best candidates using a variety of channels that are aligned to and effectively communicate the employer brand, including
  • Online advertising (careers website, external job boards) and automated electronic candidate searches
  • Database mining, contacting potential candidates who have previously applied to SCB online.
  • Referrals, generating leads from applicants or employees.
  • Utilising internal Talent Management data (talent lists, etc.) to drive the internal first agenda wherever possible.
  • Liaising with recruitment agencies if required, briefing on requirements of the role and releasing via Taleo, ensuring we are communicating a clear employer value proposition via third party suppliers.
• Develop multi-hire sourcing approaches and work in partnership with colleagues across the network to tap in to overseas sourcing channels and co-ordinate global campaigns.
Selection
• Utilise effective pre-screening questions in Taleo to maximise process efficiency, short-listing applicants against the JR requirements, actively reviewing and challenging the diversity of Talent pools.
• Efficient end-to-end applicant management for each JR, i.e. timely review and short-listing of applications, promptly updating applicants and responding to any queries.
• Conducting preliminary interviews, assessing candidates talent, fit and readiness, setting realistic expectations.
• Brief and prepare candidates for further interviews with Hiring Manager or other interviewers.
• Advise Hiring Managers on the appropriate assessment tools for different roles, developing relevant interview questions and analysing selection reports (as applicable) to assess the implications of candidates strength profiles
• Advise Hiring Managers on which candidates to progress to the next stage, ensuring the right decisions are made, challenging the business recommendations as required
• Manage any rejections who may be potentials for other roles, ensuring that rejections are handled appropriately and candidate contact is maintained
• Co-ordinate timely provision of feedback between the Hiring Manager and candidates. Responsible for ensuring timely and appropriate completion of interview feedback on Taleo by interviewers.
Hiring
• Ensure all required approvals are obtained before offers are made
• For international moves: work with relevant stakeholders to determine the applicable international move policy type; initiate cost estimate generation and obtain Hiring Manager approval; prepare the business case for the international move and ensure completion of all move approval requirements (including supporting the business in setting appropriate move objectives and end of assignment plans).
• Support the IM Operations team in managing exceptions requests for international moves, as required
• Negotiate offers between Hiring Managers and candidates, assisting in the negotiation of release dates and backfill requirements where applicable. Work in partnership with PRB, HR BPs, IM and Hiring Managers to establish competitive, effective total reward packages in line with budgets and global policies
• Liaise with relevant teams to ensure accurate and timely contract issuance following verbal offer. Liaise with IM Operations to ensure timely assignment letter development / issuance
• Facilitate work permit applications and extensions for new hires and in-country transfers, where required and using the support of relevant teams.
• Improve candidate conversion rates through effectively diagnosing and selling the most relevant points for each individual.
Pre-Employment
• Initiate pre-employment checks through relevant team, ensuring they are completed in line with global minimum standards and managing any escalations / discrepancies with the candidate or Hiring Manager as appropriate.
• Develop pre-joining strategy, maintaining regular contact with candidates and keeping them warm post offer acceptance.
Relationship Management
• Effectively collaborate with and respond to, colleagues, candidates, customers and suppliers, building sustainable relationships, setting and managing expectations clearly, identifying and resolving the root cause of any issues and escalating as required.
• Increase awareness of the Resourcing function s total service offering, ensuring that credibility is earned quickly and the role holder is engaged at the onset of all recruitment activity.
• Work collaboratively and share knowledge with Resourcing professionals in other teams / countries.
Reporting & System Management
• Use Taleo and PeopleSoft (or equivalent ATS system) to drive the end-to-end resourcing process, recording all relevant details associated with job requisitions and candidates in a timely manner, regularly conducting system house-keeping
• Analyse dashboards, reports and MI to proactively monitor internal and external conditions, using these findings to deliver operational excellence and continuous improvement, e.g. more effective and efficient channel management, better Hiring Manager experience, etc.
• Regular updates with key stakeholders regarding performance against metrics.
Cross Team support
• Demonstrate a role-model approach with regards to cross team support (i.e supporting on JRs from other team within the Hub during periods of capacity challenge/annual leave)
• Effectively collaborate with other team members within the Western Cluster HUB in order to provide support with end-to-end recruitment projects from outside of the primary scope
• Take the role of SME in a team shares knowledge and best practices, provides training if required, whilst also being cross trained across all countries within EA region (inc GBS Poland)
Risk Management
• Accountable for resourcing-related risks in country / region of responsibility
• Demonstrate a deep understanding of operational risks in areas of responsibility
• Proactive risk management; remain vigilant in identifying and managing forward-looking risks, flagging potential problems to relevant stakeholders in advance of issues arising.
• Act to minimise operational loss and audit failures and take proactive measures to respond to issues once they have arisen.
Governance
• Drive a culture of continuous improvement, learning from past failures to ensure constant control and governance awareness and prevent reoccurrences.
• Ensuring all reporting and metrics are delivered to pre-agreed standards
• Live the Group s Valued Behaviours and Code of Conduct
Regulatory & Business Conduct
• Display exemplary conduct and living by the Group s Valued Behaviours and Code of Conduct
• Take personal responsibility for embedding the highest standards of ethics, including regulatory and business conduct, across the region. This includes understanding and ensuring compliance with, in letter and spirit, all applicable laws, regulations, guidelines and the Group Code of Conduct
• Work with the wider Centre of Excellence team to achieve the outcomes set out in the Bank s Conduct Principles: Fair Outcomes for Clients; Effective Financial Markets; Financial Crime Compliance; The Right Environment.
• Effectively and collaboratively identify, escalate, mitigate and resolve risk, conduct and compliance matters
• Follow all Resourcing policies and processes as per POIs
• Keep updated on changes to policies & processes
• Drive a culture of continuous improvement, learning from past failures to ensure constant control and governance awareness and prevent reoccurrences.
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Keyskills :
screeningcode of conductnetworkinghuman resourcessourcing