Talent Acquisition Administrator

Talent Acquisition Administrator - City of London - £28k per annum 

Are you interested in pursuing a career in Talent Acquisition, exploring the world of recruitment, and playing a key role in shaping the workforce of organizations by identifying, attracting, and hiring top talent?

CBW are recruiting for a Talent Acquisition Administrator to join an amazing team based in the City of London.

Brief overview;

  • Monday - Friday 
  • 8am - 5pm 
  • £28,000 per annum 
  • Permanent position
  • Office based 
Our client strives to employ only the highest calibre of staff in order that we can successfully deliver our contractual requirements to our clients.
As the Talent Acquisition Lead you will be responsible for managing the development of the overall recruitment process and online portal, liaising with Hiring Managers and Human Resources to ensure the process is adhered to and roles progress in a timely manner.
Reporting to the Head of HR, the Talent Acquisition Lead will have accountability for the delivery of the Recruitment process within the business.

This will involve both
internal and external process and relationship management, and management of the internal recruitment system and subsequent marketing channels to maximise opportunities for direct hires.
The role will require you to be able to demonstrate high levels of organisational skills, intuitive thinking, problem solving and IT skills, together with soft competencies such as, communication and time-management skills.

Desirable Experience
• Previous experience within in-house or agency recruitment.
• Experience of successful placements via agency and direct.
• Able to demonstrate a solid understanding of the M&E maintenance industry and associated job roles.
• Experience negotiating terms and conditions.
• Able to demonstrate intuitive thinking and problem solving.
• IT literate.
• Able to communicate verbally and in writing to a high standard.

Behaviours
• Well presented at all times.
• Courteous and well-mannered at all times.
• You will be requested, on occasion to perform duties outside of your current
role and it will be expected that these will be carried out with due diligence.
• Show initiative and innovation to develop the internal recruitment processes.
• Be an ambassador for the company and professional at all times.
• Work alongside the wider Head Office and Site teams to deliver successful
recruitment.
• Perform well under pressure.
• Be adaptable to the changing day-to-day demands of the role.
• Be abreast of live and upcoming roles – ensuring the portal and internal
documents are kept up to date.

Core Role Duties


1.  Recruitment Software
Will include, but not limited to, the following:
• Be the main hiring manager liaison for the upload and management of all vacancies to the system.
• Ensure that all vacancies are loaded to the system with the appropriate documentation, and in a timely manner.
• Keep abreast of the progress of all roles to identify any opportunities to reallocate candidates.
• Compile Job Adverts - written to a high standard with minimal errors and discrepancies.
• Ensure that all candidates are vetted prior to progression within the system, and the appropriate information added to candidate profiles.
• Liaise with the Technical Assessor regarding candidate certification queries.
• Manage candidate progression to ensure the system is being utilised properly and act as a check and challenge for improper use and candidate duplication.
• Organise interviews as appropriate, ensuring that the interview stage requirements are met and fall in line with the role.
• Responsible for ensuring interview feedback is added to the internal database and available to recruiters within a reasonable timeframe following interview.
• Send monthly ‘Permission to Contact’ job vacancy emails from the system to prospective candidates.

Responsible for managing the closing out of roles:
- Unsuccessful candidates are informed in a timely manner.
- Candidate feedback is captured on the system.
- Relevant candidates added to the Talent Pool.
- Updated documentation added to candidate profile for future reference.

2.

Interviews
• Ensure that the interview stage requirements are met and fall in line with the role. 

This will include:
- Liaising with site teams
- Booking meeting rooms
- Setting up technical tests
- Distributing the correct paperwork to be completed
- Witnessing certification
- Administering technical and administrative tests when required
- Ensure all documentation is kept in electronic form for future reference.
• Act as an ambassador for the company and answer any candidate questions in a professional manner.
• Ensure feedback, scores and documentation are sent to the relevant hiring managers in a timely manner.
• Chase hiring managers for candidate feedback to add to internal database.

3.

Vacancy Management
• Keep abreast of new vacancies and resignations across the business.
• Ensure information is updated in the Candidate Tracker to reflect developments with live vacancies.
• Progress candidates and roles as developments occur.
• Raise any problems or opportunities for internal candidates with Business Unit Heads.
• Compile and distribute the recruitment Vacancy list on a weekly basis.
• Liaise with Hiring Managers to ensure that information is up to date
• Ensure vacancies are appropriately marketed (LinkedIn, careers page)
• Attend monthly Business Unit meetings to remain abreast of vacancies and movement within the business.

4.

Agency Management
• Hold bi-weekly meetings with recruitment agencies.
• Agency and PSL performance management.
• Manage agency use and on-board any single-use agencies.
• Rebate management and account credits for failed placements.
• Responsible for raising purchase orders when new starters join the business.
• Where applicable raise purchase orders for temp to perm placements.
• Responsible for negotiating terms and conditions and ensuring all agencies used are signed up to terms prior to interview.

5.

Administrative Tasks
• Retain an electronic database of candidate documentation.
• Chase hiring managers for interview documentation when undertaken without Recruitment Team assistance.
• Maintain a database of recruiter introductions and act as the main point of contact for recruiter queries.




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