Recruitment Officer in the Corporate Services Team (Ref: 21221)

Job description

About the job

Job summary

Please refer to Job Description

Job description

Recruitment Officer EO Grade Corporate Services Team

The Law Commission is recruiting permanently for EO Recruitment Officer. This campaign is being run externally and so is open to all who consider themselves suitable for the roles and meet the eligibility criteria in the wider advert within Civil Service Jobs.

Location:

Successful candidates will be based at:

1. 102 Petty France, London

In order for Law Commission to meet its evolving business needs all Law Commission staff are expected to attend their base location (102 Petty France) at least 2 days a week. This hybrid working arrangement is not contractual and as a result staff could be asked to attend their base location more frequently.

Ways of Working

At the Law Commission we believe and promote alternative ways of working, these roles are available as:

• Full-time, part-time or the option to job share

• Flexible working patterns
• Flexible working arrangements between base locations, MoJ Hubs and home.

If we receive applications from more suitable candidates than we have vacancies for at this time, we may hold suitable applicants on a reserve list for 12 months, and future vacancies requiring the same skills and experience could be offered to candidates on the reserve list without a new competition.

We welcome and encourage applications from everyone, including groups currently underrepresented in our workforce and pride ourselves as being an employer of choice. To find out more about how we champion diversity and inclusion in the workplace, visit: Diversity and inclusion - Law Commission

Salary EO Grade

New entrants to the Civil Service will be expected to join on the minimum of the pay range.

If you are already a civil servant and are successful in an external recruitment competition for a role with us, your starting pay will be the better of:

• promotion terms or transfer terms, as appropriate; or
• pay on appointment arrangements (minimum of pay range)

About The Law Commission

The Law Commission is the statutory body set up under the Law Commissions Act 1965 to keep the law of England and Wales under review and to recommend reform where it is needed. It operates as an independent non-departmental body sponsored by the Ministry of Justice.

The Commission's aims are:
• To ensure that the law is as fair, modern, simple and as cost-effective as possible
• To conduct research and consultations in order to make recommendations for reform for consideration by Parliament

To codify the law, eliminate anomalies, repeal obsolete and unnecessary enactments and reduce the number of separate statutes.

Further information can be found at For more information about each role, and how to apply, please visit our website at: Current vacancies - Law Commission

The Work of Corporate Services Team

The Corporate Services Team (CST) supports the Law Commission in delivering its law reform objectives by providing high-quality corporate, people, recruitment, finance and business support services. Working closely with colleagues across the Commission and Ministry of Justice partners, the team ensures that corporate services are efficient, customer-focused and aligned with organisational priorities. CST plays a key role in supporting the Commission's people, operational resilience and day-to-day business delivery.

Recruitment Officer - The Role

This is an exciting opportunity to play a key role in the delivery of recruitment and HR services at the Law Commission. Reporting to the HR People Engagement Lead, the postholder will support the day-to-day delivery of recruitment activity across the organisation, ensuring campaigns are managed efficiently and candidates and hiring managers receive a professional and high-quality service throughout the recruitment process.

The role will be primarily focused on recruitment and resourcing activity, including the administration and coordination of campaigns, supporting hiring managers, managing recruitment systems and helping to deliver the Commission's annual Law Reform Research Assistant recruitment campaign.

The postholder will also contribute to wider HR activities, onboarding, employee engagement initiatives and continuous improvement projects. The role would suit someone who is highly organised, enjoys working with people and is able to build positive relationships with a range of stakeholders. We are looking for someone who can learn quickly, manage competing priorities, use sound judgement and take pride in delivering an excellent service. This is an excellent opportunity to develop expertise in recruitment and HR within a unique organisation, working closely with senior leaders, commissioners and colleagues across the Law Commission.

Duties
• Coordinate end-to-end recruitment campaigns, ensuring a high-quality candidate and hiring manager experience.
• Manage recruitment systems, adverts, applications and interview arrangements.
• Provide advice and guidance to hiring managers on recruitment processes and policies.
• Support the delivery of the annual Law Reform Research Assistant recruitment campaign.
• Coordinate onboarding activities and pre-employment checks for new starters.
• Maintain accurate recruitment and HR records and produce management information as required.
• Support employee engagement activities and HR projects.
• Contribute to the continuous improvement of HR processes, systems and ways of working.
• Build effective working relationships with internal and external stakeholders.
• Provide administrative support across the wider HR function as required.
• Coordinate and submit quarterly Fire, Health & Safety performance and incident reporting, alongside maintaining and reporting on the Fire, Health & Safety risk register to support effective risk management and compliance.

Skills and Experience

Essential:
• Experience of providing high-quality administrative, recruitment, HR or customer-focused support.
• Excellent organisational skills, with the ability to manage multiple priorities and deadlines effectively.
• Strong communication and interpersonal skills, with the ability to build effective working relationships with a wide range of stakeholders.
• Ability to work with accuracy and attention to detail, particularly when managing competing demands and sensitive information.
• Experience of using Microsoft Office applications, including Outlook, Word and Excel.
• A proactive approach to problem solving, with the ability to work independently and use initiative.
• A commitment to delivering an excellent customer service experience.
• Experience supporting recruitment campaigns or working within a recruitment, resourcing or HR environment.

Desirable:
• Experience using recruitment systems such as Avature or other applicant tracking systems.
• Knowledge of Civil Service recruitment processes, Success Profiles and recruitment best practice. Experience maintaining data, producing reports or using management information to support business decisions.
• Awareness of wider HR policies and processes and an interest in developing a career in HR and recruitment.

Application process

You will be assessed against the Civil service success profiles framework.

Experience

You will be asked to provide a CV during the application process. This will be used to assess your career history, achievements and any demonstrable experience relevant to the role.

You will also be asked to provide a Statement of Suitability of no more than 500 words demonstrating how your skills, knowledge and experience meet the requirements set out in the job description and why you are interested in the Recruitment Officer role.

Behaviours

During the application process you will be asked to provide an example of how you have met the following behaviour (see Annex A for more information):
• Managing A Quality Service

Please also refer to the CS Behaviours framework for more details at this grade:

https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/717275/CS_Behaviours_2018.pdf

Should we receive a large number of applications, we will sift primarily on the lead behaviour of Managing a Quality Service. Successful applicants will then be invited to an interview, testing behaviours.

Candidates invited to Interview

Please note that interviews will be carried out remotely.

During the panel interview, you will be asked behaviour-based questions to explore in detail what you are capable of, and to also explore what you enjoy, and your motivations relevant to the job role.

In addition to the Behaviour(s) and experience listed in the application form, you will be asked by the interview panel to provide examples of how you meet the additional behaviours listed below.
• Managing a Quality Service
• Working Together
• Delivering at Pace
• Communicating and Influencing

Interviews are expected to take place Early September.

Contact information

Please do get in touch if you would like to know more about the role or what it is like working in our team [email protected]

Annex A - The STAR method

Using the STAR method can help you give examples of relevant experience that you have. It allows you to set the scene, show what you did, and how you did it, and explain the overall outcome.

Situation - Describe the situation you found yourself in. You must describe a specific event or situation. Be sure to give enough detail for the job holder to understand.

• Where are you?
• Who was there with you?
• What had happened?

Task - The job holder will want to understand what you tried to achieve from the situation you found yourself in.

• What was the task that you had to complete and why?
• What did you have to achieve?

Actions - What did you do? The job holder will be looking for information on what you did, how you did it and why. Keep the focus on you. What specific steps did you take and what was your contribution? Remember to include how you did it, and the behaviours you used. Try to use "I" rather than "we" to explain your actions that lead to the result. Be careful not to take credit for something that you did not do.

Results - Don't be shy about taking credit for your behaviour. Quote specific facts and figures. Explain how the outcome benefitted the organisation or your area. Make the outcomes easily understandable.

• What results did the actions produce?
• What did you achieve through your actions and did you meet your goals?
• Was it a successful outcome? If not, what did you learn from the experience?

Keep the situation and task parts brief. Concentrate on the action and the result. If the result was not entirely successful describe what you learned from this and what you would do differently next time. Make sure you focus on your strengths.

Person specification

Please refer to Job Description

Behaviours

We'll assess you against these behaviours during the selection process:

• Managing a Quality Service
• Working Together
• Delivering at Pace
• Communicating and Influencing

Benefits

Alongside your salary of £33,551, Ministry of Justice contributes £9,719 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides (opens in a new window).

• Access to learning and development
• A working environment that supports a range of flexible working options to enhance your work life balance
• A working culture which encourages inclusion and diversity
• A Civil Service pension with an employer contribution of 28.97%
• Annual Leave
• Public Holidays
• Season Ticket Advance

For more information about the recruitment process, benefits and allowances and answers to general queries, please click the below link which will direct you to our Candidate Information Page.

Link: https://justicejobs.tal.net/vx/candidate/cms/About%20the%20MOJ

Things you need to know

Artificial intelligence

Artificial intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action. Please see our candidate guidance (opens in a new window) for more information on appropriate and inappropriate use.

Selection process details

This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours and Experience.

https://justicejobs.tal.net/vx/candidate/cms/About%20the%20MOJ

Feedback will only be provided if you attend an interview or assessment.

Security

Successful candidates must undergo a basic (or equivalent) criminal record check.

People working with government assets must complete baseline personnel security standard (opens in new window) checks.

Nationality requirements

This job is broadly open to the following groups:

• UK nationals
• nationals of the Republic of Ireland
• nationals of Commonwealth countries who have the right to work in the UK
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window)
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
• individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
• Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service

Further information on nationality requirements (opens in a new window)

Working for the Civil Service

The Civil Service Code (opens in a new window) sets out the standards of behaviour expected of civil servants.

We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles (opens in a new window).

The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.

Diversity and Inclusion

The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see theCivil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window).

Apply and further information

This vacancy is part of the Great Place to Work for Veterans (opens in a new window) initiative.

Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.

Contact point for applicants

Job contact :

• Name : SSCL Recruitment Enquiries Team
• Email : [email protected]
• Telephone : 0345 241 5359

Recruitment team

• Email : [email protected]

Further information

Appointment to the Civil Service is governed by the Civil Service Commission's Recruitment Principles. If you feel a department has breached the requirement of the Recruitment Principles and would like to raise this, please contact SSCL ([email protected]) in the first instance. If the role has been advertised externally (outside of the Civil Service) and you are not satisfied with the response, you may bring your complaint to the Commission. For further information on bringing a complaint to the Civil Service Commission please visit their web pages: http://civilservicecommission.independent.gov.uk/civil-service-recruitment/complaints/

https://jobs.justice.gov.uk/careers/JobDetail/21221?entityId=21221

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