We're hiring: vacancy for Resourcing Partner
Anthony Haynes writes: We're delighted to announce that in the period since the diminution of COVID-19 restrictions, we've returned to our growing ways.As a consequence, and as a sign of confidence in our model, we're expanding our staffing - so we now have a vacancy for a newly created role:
Resourcing Partner
We’re a talent company. The main service we provide is recruitment. Our clients comprise organisations for professionals: they include membership bodies, awarding bodies, and learning providers. We deal with mid- to senior- level roles (typically with ‘Director of’ or ‘Head of’ in the job title).
1. The opportunity in a nutshell
The role entails three functions ‒ one major (accounting for about 50% of the role) and two minor (approximately 25% of the role, each).
The major function involves resourcing vacancies and acting as a resourcing partner to designated clients. The purpose is to help ensure that we provide suitable candidates to enable our clients to fill their vacancies.
In the event of our other resourcing partner’s absence, you’ll be required to cover components of their work, and vice versa. And, in the event of the Managing Director’s absence, you’ll be required to deputise on some components of her work. The purpose of providing cover for the other resourcing partner or deputising for the Managing Director is to ensure continuity in provision of recruitment services to clients.
The minor functions involve i) creating and posting job advertisements (primarily for vacancies for which you are the designated resourcing partner) and sifting, screening, or rejecting job applicants responding to advertisements and ii) providing administrative support and customer service.
A fuller description of the role and its responsibilities is provided in the appendix.
Key facts
· Basic salary is £22,500 p.a.
· In addition, there is an uncapped commission scheme (as a guide, we would expect you, based on current business levels, to earn £4000+ in commission in your first 12 months).
· This is a full-time, permanent, home-based role, reporting into our Managing Director.
· The post-holder will be 100% home based.
· You’ll communicate on a regular basis with your manager (and other team members), clients, and candidates, mainly over Microsoft Teams (video and chat), and occasionally via WhatsApp and phone calls.
· The role requires 40 hours’ work per week, Monday−Saturday. The precise days and times may be negotiated to mutual benefit as a typical working pattern, provided they fall within the hours of 07:30−21:00.
· Annual leave allowance comprises 25 days + your birthday off + Bank Holidays (making 34 days in total).
· We are enrolled in a NEST occupational pension scheme, which includes an employer contribution.
We encourage applications from all sections of the community. No previous experience of the recruitment industry is necessary.
2. What we need
You’ll be required to take responsibility, and work with a good deal of autonomy, from the outset.
Much of the work is process- and detail-oriented and requires methodical application of routines and protocols.
The ability to, on occasion, adapt processes in order to deliver commercially (without compromising our standards or overall customer satisfaction) is essential.
Accuracy, reliability, flexibility, and efficiency will be prized.
It’s essential that you have a suitably professional working environment so that work can be separated from domestic life and comparable interruptions.
No previous experience of the recruitment industry is necessary.
Essential attributes
· Excellent communication skills with an ability to adapt communication styles to suit a variety of people and levels of interaction
· Ability to readily form, build and maintain effective working relationships
· Ability and willingness to work remotely (typically from home) and to organise and motivate yourself whilst doing so
· Ability to prioritise in order to work effectively on multiple projects and meet various deadlines
· Professional manner in communicating with external stakeholders (notably clients and candidates) and, internally, with colleagues and associates.
Further, desirable, attributes
· Ability to remain calm, and thrive, under pressure
· Proficiency when working with databases, Excel, Word
· Confidence to adapt to new software or platforms when required
· Commitment to high-quality customer service.
IT requirements
· FJWilson provides a Windows-based laptop (to be used exclusively for our work purposes).
· Your home office must have reliable, fast WiFi.
· Our IT support company will help you to achieve and maintain cyber security by 1) completing a cyber security ‘audit’ with you when you join the company and 2) providing ongoing security checks for your device.
· You will need to have a mobile phone of your own (though business-related costs will be reimbursed). You must either have a good, reliable mobile signal from your home office OR have WiFi-calling enablement on your mobile phone to enable a clear quality of call.
3. How to apply
We encourage applications from all sections of the community.
Furthermore, qualifications and/or experience identified above are
indicative: we’ll consider applications from candidates who have comparable qualifications and/or experience for the role advertised.
Please send a CV and covering letter. Applications that don’t include a covering letter as specified will be automatically rejected. Ensure your letter clearly relates to the essential attributes detailed above.
The closing date for applications is Sunday 12th June.
If you’re shortlisted, first-stage interviews will be video-based and take place on the afternoons of either Friday 17th, Monday 20th or Tuesday 21st June. Alternative options may be available, so when you apply, please advise if all these options are impossible. If progressed, final-stage interviews will be video-based and take place w/c 20 June.
All applications will be treated in strictest confidence.
Appendix: Fuller description of the role
The role entails three functions ‒ one major (accounting for approximately 50% of the role) and two minor (approximately 25% of the role, each).
The major function (50% of the role)
The major function involves resourcing vacancies and acting as a resourcing partner to designated clients.
This is likely to involve working on a range of specialist and senior roles spanning professional education and qualifications, business and product development, e-learning, public affairs, membership, strategy, and operations.
Specific responsibilities typically include:
· Leading, and arranging, vacancy briefing meetings with hiring managers as required. Occasionally these meetings will be led by a Company Director depending on the seniority of the vacancy, with you in attendance. The meetings will also normally involve a researcher from our team. (During your 6-month probationary period, it will be typical for vacancy briefing meetings to be led by either a Company Director, or the other Resourcing Partner for your training and coaching)
· Documenting your meeting notes in our company briefing template to record key facts, insights, learning, and the vital things we are looking for
to secure a matching candidate
· Negotiating and agreeing the most appropriate recruitment service for each vacancy and agreeing recruitment fees (always with the authorisation of the Managing Director)
· Documenting any agreed special terms and conditions
· Negotiating and agreeing appropriate timelines based on supply of candidates in the market and other factors that affect the supply of candidates such as geographical location
· Assessing the commercial viability of each recruitment assignment in tandem with the workflow pressures of our researchers, before we agree to work on a vacancy
· Working with the relevant researcher(s) to design and agree an appropriate approach for them to use when approaching potential candidates
· Creating an ‘aide memoire’ for screening and briefing potential candidates for each vacancy
· Conducting candidate screening/briefing sessions booked into your Outlook calendar by our researchers, or which have been booked in by yourself (e.g., for relevant job advert applicants)
· Making decisions (either with a Company Director, the other Resourcing Partner, or independently) on which candidates to forward to the client
· Ensuring that candidates you propose have confirmed their relevant-to-the-vacancy right-to-work status, along with other key checks
· Being prepared to articulate why candidates have been submitted to hiring managers
· Recording and documenting all activity
· Switching between a wide range of role requirements and between clients
· Working to each vacancy’s respective timescales, and prioritising your resourcing work accordingly
· Regularly communicating with our researchers to ensure their research work is prioritised appropriately.
In the other Resourcing Partner’s absence, your remit will also include:
· Cover components of their work (and vice versa in your absence).
In the Managing Director’s absence, your remit will also include:
· Escalating any operational matters as necessary to the Director of Communications
· Requesting that the Director of Communications leads on very senior vacancy briefing meetings with hiring managers
· Gaining authorisation as necessary for special terms and conditions with the Director of Communications
· Using the Director of Communications as a sounding board as
required.
The minor functions of the role
1. Job advertisements (25% of the role)
Typically, this involves:
· Drafting and posting of job adverts (on various platforms), supported where necessary by the Director of Communications
· Daily checking of job applications across those adverts
· Contacting job applicants who match the key criteria, and screening and briefing these candidates
· Either rejecting these screened candidates or progressing their application with our client
· Rejecting job applicants which do not match the key criteria when the applications deadline has closed.
2. Administrative support and customer service (25% of the role)
Typically, this includes:
· Ensuring that candidates’ applications are formatted correctly, supported by the researchers in their designated administration time (2 hours, daily)
· Submitting candidate applications directly or via a client’s software
· Arranging interviews for shortlisted candidates and rejecting the remainder
· Liaising with clients and shortlisted candidates throughout the recruitment process, ensuring that they are updated with progress, and managing their expectations
· Scheduling interview preparation sessions
· Debriefing and rejecting candidates as necessary
· Making job offers to candidates for selected vacancies, and managing the candidate through the offer, acceptance and pre-start process
· Keeping all records up to date in order to ensure that current assignments can be readily handed over to an appropriate colleague in times of planned or unplanned absence
· Promoting advertised vacancies to your LinkedIn network to generate
interest and possible candidate referrals
· Talent-pooling: identifying possible candidates for future roles, building our in-house database of qualified candidates, and networking on LinkedIn
· Contributing to the pan-team business development work, led by the Managing Director (for example, by qualifying new clients, tracking vacancies from selected prospects, and sending marketing emails to selected prospects)
· Checking our database, to ensure that the information that we hold on candidates is compliant with our GDPR policy
· Fulfilling ad hoc administrative tasks.