Express Recruitment

SOURCING, PROFILING & QUALIFYING CANDIDATES

• Answer phone, handle call or signpost as appropriate (3 Ring Rule)
• Pre-screen speculative candidate calls from Tech candidates, or for other divisions if division specialist unavailable
• Update Tech division with changes to candidate activity on ‘portals’
• Conduct effective ‘Ad Call’/’Speculative’ response call with Tech candidates, or for other divisions if division specialist unavailable
• Conduct face-to-face and video Registration Interviews with candidates to profile and qualify
• Hold self accountable to establish ‘6 Essential Qualifying Questions’ for all candidate’s sourced
• Utilise external job boards and LinkedIn to ‘Search’ for desired skillsets within Tech division
• Conduct regular ‘Base Updates’ to maintain and develop talent pool – requalify candidates to broaden matching potential
• Write and compile weekly advertisements, monitor effectiveness with Manager
• Handle candidate interview feedback in absence of Recruitment Consultant

LEAD GENERATION

• Utilise Registration Interviews and Ad/Speculative response to monitor competitor activity and gather leads in line with target
• Ascertain leads cross-divisionally – eg candidates who have temped through competitors
• Gather market insight from candidates (organisations opening offices/expanding, organisations moving to the area, redundancies)
• Pass all unactioned leads to Business Development if outstanding/require action
• Keep LinkedIn profile up to date and in line with company brand to represent the business/attract candidates and prospects

RECRUITMENT ADMINISTRATION

• Allocate candidate registration numbers in line with Employment Agency regs
• Part-complete registration cards for Tech Division video interviews
• Type Tech candidate CVs using registration card
• Format candidate’s own CVs to company standard (including Tech branding)
• Send Terms of Business with read receipts
• Type Negotiated Fee letters
• File / Retrieve registration cards from basement records
• Assist with any other ad hoc duties requested by Management Team (to include relief cover during periods of annual leave)

DATABASE MAINTENANCE

• Type / Update Red Book request sheets when a company is added to JobAdder
• Add Tech candidates to JobAdder
• Add Tech companies to JobAdder
• Add Tech client contacts to JobAdder
• Add Tech jobs to JobAdder when requested by Recruitment Consultant
• Update / amend JobAdder as per Tech consultant’s requests
• Upload Tech candidate documents to JobAdder
• Record Terms of Business information on JobAdder and track receipt
• Annual clearing of manual records (basement, bases, etc)

COMPLIANCE

• Save candidate Right to Work documents on shared drive
• Send GDPR links to Tech candidates
• Check system for completed GDPR consent for every active candidate
• Send/chase candidate references if covering Temp division
• Support Tech Division and Management Team with compliance audits (internal and external)
• Ensure candidate compliance documents are filed correctly