1.To be responsible for the whole recruitment life cycle to include devising and delivering on recruitment strategy and ensuring best practice and consistency is maintained.
2.To reduce the reliance on recruitment agencies and consequently reduce recruitment spend by securing direct candidates through appropriate cost effective means by utilising direct methods of recruitment e.g. social media recruitment to raise brand awareness.
3.In conjunction with the Head of HR, Managing Partner and the Marketing Department develop the Firm’s approach to its recruitment brand so that maximum impact and consistency is achieved covering:
- Recruitment advertising (job boards / media etc.)
- Directory entries
- Web Advertising
- Raising the Firm’s profile with recruitment agencies
- Raising the Firm’s profile amongst potential trainees
4. Advise on, manage and personally participate in recruitment campaigns, ensuring that best practice is employed throughout the process and to ensure that the candidate experience is exemplary
5. In line with the Law Society / other regulatory guidelines on diversity, ensure we recruit a diverse workforce and continually review all diversity requirements expected of us
6. Where necessary to coach and develop recruiting managers on best practice recruitment methods including their interview style and technique
7. Develop own knowledge and be able to advise on the legal recruitment market in order to assist in providing market insight / analysis and advice on recruitment trends
8. Work with the Head of HR on conducting the annual salary review benchmarking activity including review of salary bandings and be able to advise on recommendations in this respect
9. Fully utilise and explore the functionalities of the candidate management systems (All Hires and Apply4Law), being the ‘super user’ for the rest of the HR Team. Attending user forums to ensure that the system is fully utilised and understood
10. Responsible for the production of recruitment statistics and recruitment reporting including total applications, time to fill vacancies, recruitment spend and other meaningful recruitment MI data as discussed and agreed by the Head of HR
11. Feeding candidates into the induction process |