OR113952 – Recruitment Consultant – EK

Job Details

Job Description – Recruitment Consultant

Job Title: Recruitment Consultant
Department: Recruitment / People Services
Reports To: Strategic Recruitment Manager
DBS Requirement: Basic DBS desirable but not essential

1. Main Purpose of the Job

The Recruitment team is committed to delivering a consistently high standard of service, placing both employees and external customers at the heart of its operations.

The Recruitment Consultant will play a key role in delivering effective talent acquisition solutions across the organisation. Working as a trusted recruitment partner to hiring managers, the postholder will provide expert advice and guidance throughout the recruitment lifecycle, from workforce and position management through to candidate attraction, selection, offer and onboarding.

The role requires a proactive, solutions-focused recruitment professional with a strong understanding of recruitment processes, market trends and best practice. The successful candidate will demonstrate excellent communication, organisation and relationship management skills, together with the ability to manage multiple priorities and adapt recruitment strategies in response to changing organisational and market requirements.

The Recruitment Consultant will contribute to maintaining and enhancing the organisation’s employer brand by delivering a professional, inclusive and candidate-focused recruitment service.

2. Main Responsibilities and Accountabilities
Recruitment Delivery
Partner with hiring managers to deliver a seamless, professional and effective recruitment service across the organisation.
Provide expert advice and guidance throughout the recruitment lifecycle, including role profiling, attraction, advertising, candidate screening, selection, offer management and onboarding.
Manage a portfolio of vacancies simultaneously, prioritising workload effectively and ensuring recruitment activity is delivered within agreed Service Level Agreements (SLAs).
Oversee recruitment campaigns from initial vacancy approval and search through to appointment and onboarding.
Ensure recruitment activity is aligned with organisational objectives, workforce requirements and agreed recruitment policies and procedures.
Review and utilise comprehensive Job Descriptions and person specifications to develop effective recruitment and attraction strategies.
Proactively identify and resolve recruitment challenges, providing practical and cost-effective solutions to hiring managers.
Candidate Attraction and Sourcing
Develop and recommend tailored attraction strategies to reach diverse and high-quality talent pools.
Utilise a range of internal and external recruitment channels, advising hiring managers on the benefits, effectiveness and cost implications of each approach.
Source candidates through appropriate channels, including job boards, professional networks, social media, direct sourcing, recruitment events and other relevant routes to market.
Monitor recruitment market trends and candidate behaviours to identify opportunities to improve attraction and engagement.
Support and attend recruitment, careers and employer engagement events to increase organisational visibility and attract prospective candidates.
Promote a positive and inclusive employer brand throughout all stages of the recruitment process.
Hiring Manager and Stakeholder Management
Build and maintain strong, trusted relationships with hiring managers and key internal stakeholders.
Provide clear, professional and timely recruitment advice, ensuring managers understand their responsibilities throughout the recruitment process.
Challenge and influence constructively where appropriate, ensuring recruitment decisions are based on objective, fair and effective recruitment practices.
Work collaboratively with internal teams and external partners to ensure a consistent and high-quality recruitment service.
Ensure all stakeholder interactions reflect positively on the organisation and support the delivery of an excellent employer brand.

Candidate Experience
Actively manage candidate relationships throughout the recruitment process.
Ensure candidates receive clear, timely and professional communication at each stage of the recruitment journey.
Provide appropriate feedback and guidance to candidates and hiring managers.
Manage the offer process effectively, ensuring candidates are supported through pre-employment checks and onboarding.
Identify opportunities to improve the candidate experience and contribute to continuous improvement initiatives.
Ensure recruitment processes are accessible, inclusive and supportive of a diverse workforce.
Recruitment Systems, Compliance and Governance
Ensure recruitment activity is accurately recorded and maintained within the organisation’s recruitment system.
Optimise the use of recruitment systems and processes to improve efficiency and increase hiring manager engagement.
Provide hiring managers with clear documentation, guidance and support throughout the recruitment lifecycle.
Ensure recruitment activity complies with relevant employment legislation, organisational policies, procedures and recruitment best practice.
Keep up to date with legislative and regulatory developments affecting recruitment and employment.
Maintain appropriate recruitment records and documentation to support audit, compliance and reporting requirements.
Ensure appropriate pre-employment checks are completed in line with organisational requirements.

Reporting and Performance
Track and report on recruitment activity, including vacancy progress, time-to-hire, attraction activity and relevant recruitment metrics.
Monitor recruitment performance against agreed SLAs and team objectives.
Provide insight and recommendations based on recruitment data, market intelligence and return on investment (ROI).
Use recruitment metrics and feedback to inform future attraction strategies and improve recruitment outcomes.
Contribute to the achievement of individual and team recruitment targets and objectives.
Continuous Improvement
Keep up to date with recruitment best practice, market developments, emerging sourcing methods and changes in employment legislation.
Identify opportunities to improve recruitment processes, systems and candidate and hiring manager experiences.
Contribute to the development and implementation of recruitment initiatives and projects.
Share knowledge, insight and best practice with colleagues within the Recruitment team.
Support a culture of continuous improvement, innovation and high-quality service delivery.
3. Key Working Relationships

The postholder will develop effective working relationships with:

Strategic Recruitment Manager
Recruitment and People Services colleagues
Hiring managers and senior stakeholders
Employees and prospective candidates
External recruitment partners and suppliers
Recruitment advertising platforms and professional networks
Careers, education and community partners where appropriate
4. General Responsibilities
Promote equality, diversity and inclusion throughout all recruitment activity.
Maintain confidentiality and handle personal and sensitive information appropriately.
Comply with all organisational policies, procedures and relevant legislation.
Demonstrate a commitment to delivering a customer-focused and professional recruitment service.
Undertake any other reasonable duties consistent with the level and responsibilities of the role.
Participate in the organisation’s performance management and development processes.
Contribute positively to the wider objectives and values of the organisation.
5. Person Specification
Essential

Knowledge and Experience

Demonstrable experience of working within a recruitment, talent acquisition or resourcing environment.
Strong understanding of the end-to-end recruitment lifecycle.
Experience managing multiple vacancies and competing priorities within agreed timescales.
Experience of advising and partnering with hiring managers and internal stakeholders.
Knowledge of candidate attraction and sourcing strategies across a range of recruitment channels.
Understanding of recruitment best practice, employment legislation and fair and inclusive recruitment principles.
Experience using recruitment systems and/or Applicant Tracking Systems (ATS).
Experience monitoring recruitment activity and using data or metrics to inform decision-making.

Skills and Abilities

Excellent communication and interpersonal skills.
Strong relationship-building and stakeholder management skills.
Ability to influence and provide confident, credible recruitment advice.
Highly organised, with excellent time-management and prioritisation skills.
Ability to manage a high volume of recruitment activity while maintaining attention to detail.
Strong problem-solving and solution-focused approach.
Ability to work independently and as part of a wider team.
Strong written skills, with the ability to produce clear and professional recruitment documentation and communications.
Ability to adapt to changing priorities, recruitment markets and organisational requirements.
Desirable
Recruitment experience within a public sector, local government or similarly regulated environment.
Experience of recruitment marketing, employer branding or recruitment events.
Experience of direct sourcing and proactive candidate engagement.
Experience using recruitment data and analytics to measure recruitment effectiveness and ROI.
Knowledge of relevant local labour market trends and talent pools.
Basic DBS clearance or willingness to undertake a Basic DBS check where required.
6. Core Competencies

The successful postholder will demonstrate:

Customer Focus – consistently delivering a professional and responsive service to candidates, hiring managers and stakeholders.
Collaboration – building effective relationships and working positively with others to achieve shared objectives.
Communication – communicating clearly, confidently and appropriately with a diverse range of stakeholders.
Influencing and Advising – providing credible recruitment expertise and constructively challenging where appropriate.
Organisation and Delivery – managing competing priorities and delivering recruitment activity within agreed timescales.
Continuous Improvement – identifying opportunities to improve recruitment processes, systems and outcomes.
Adaptability – responding positively to changing priorities, market conditions and organisational requirements.
Equality, Diversity and Inclusion – promoting fair, inclusive and accessible recruitment practices.
7. Performance Measures

Performance will be assessed through agreed individual and team objectives and may include:

• Achievement of agreed recruitment SLAs and targets.
  Effective management and progression of vacancy portfolios.
  Time-to-hire and recruitment efficiency.
  Quality and diversity of candidate attraction.
  Hiring manager and candidate feedback.
  Effective use of recruitment systems and processes.
  Compliance with recruitment policies, procedures and relevant legislation.
  Recruitment campaign effectiveness and ROI.
  Contribution to continuous improvement and wider Recruitment team objectives.