Role purpose:
To drive
candidate experience by assessing business recruitment needs,
and delivering end-to-end recruitment across their relevant segment
through the J&M service proposition.
• To provide pro-active advice and
guidance to hiring managers, internal and external candidates and
other stakeholders, navigating solutions and taking accountability for the
candidate and hiring manager recruitment experience.
• To support J&M’s operational
accountabilities by maintaining up to date and accurate records across Success
Factors and other associated systems and databases.
Role accountabilities:
This role is accountable for:
· Attracting
and engaging high quality passive candidates, by understanding what drives and
motivates candidates, and being able to position the unique selling points.
· Assessing
candidates against the company and work fit, and understanding their push-pull
factors, motivation and remuneration.
· Introducing
relevant candidates to Recruiters for inclusion
in active-role shortlists, and working with Recruiters to float other
candidates to relevant Hiring Managers.
· Leaning in
to head hunting passive candidates for non talent-pooled roles, where
capacity allows.
· Building
and sharing market knowledge, and use this to: a) Provide market
intelligence to the business and their colleagues; and b) Further expand their
Talent Pools by undertaking company-based mapping.
· Partnering
with stakeholders to achieve successful recruitment outcomes.
· Maintaining
data integrity through accurate and up to date records and robust data
governance.
· Acting
as a subject matter expert by providing functional advice to colleagues to meet
the challenges.
· Actively
reaching out to specialists and other T&C staff to investigate and resolve
queries where appropriate.
· Participating
in New Ways of working ceremonies within the squad and broader Tribe.
· Participating
in analyzing process breaks, identifying root causes and implementing
preventative controls.
· Supporting
internal risk assessments, control designs, and testing and risk remediation
activities.
‘Must have’
knowledge, skills and experiences:
·
The ‘must
have’ knowledge, skill and experience (KSE) the role requires are:
·
Extensive track record in technology talent
acquisition.
·
Deep domain knowledge of technology
recruitment.
·
Strong stakeholder management skills, with
previous experience managing challenging stakeholders.
·
Ability to multi-task/prioritise to ensure
that deadlines are achieved.
·
Ability to maintain accurate and up to date
records.
·
Good to
have’ knowledge, skills and experiences:
·
The ‘good
to have’ knowledge, skill and experience (KSE) the role requires are:
·
Strong understanding of the local talent
landscape, in their relevant segment/s.
·
Background in internal recruitment.
·
Background in complex enterprise
organizations.
·
Understanding of financial services/banking.