Talent Acquisition Specialist

Job description

Grade: Exective Officer (EO)
Salary: £36,366. - £39,37.
Pension: 8.97% of salary (RoS contribtion)
Annal leave: 38 days annal holiday, increasing to 4 days with length of service
Dration: 1-month fixed-term appointment. Sbject to bsiness need and the applicable approvals, there may be an opportnity for extension or permanent appointment
Working Pattern: 35 hors per week. We are a flexible employer and will consider a variety of working patterns; compressed hors, term time working or part time working on a case-by-case basis, depending on the role and departmental reqirements.
Location: Hybrid working model. Contractal base either at Meadowbank Hose, Edinbrgh (EH8 7A), or St Vincent Plaza, Glasgow (G 5LD). Yo will be expected to occasionally visit one of these locations as per the reqirements of the role (for example departmental wide meetings and assessment spport where relevant).
Department: People and change
Directorate: People and operational services
Role Reports to: Talent Acqisition Team Leader
Closing date: Snday 11 October at 3:59
Nmber of vacancies:

Abot Registers of Scotland (RoS)
Registers of Scotland is a world-leading pioneer in land and property registration. We hold the answer to the qestion, "Who owns Scotland?" We're a modern, digital organisation and or sccess relies on bilding a diverse team of dedicated, skilled and motivated people.

The role
At RoS, great recritment is abot finding the people who make a difference for Scotland. As part of or Talent Team, yo'll work with hiring managers to attract candidates, design fair and effective assessments, and gide campaigns throgh to appointment. Yo'll bring sond jdgement, a focs on inclsion and a commitment to a positive candidate experience.

On a typical day yo will...

Condct Recritment activities
• Design and qality-assre proportionate selection methods and assessment materials for campaigns, spporting panels to apply them consistently.
• Adhere to the Civil Service Recritment Principles and Procrement Frameworks.
• Record spend on relevant bdgets, identify and flag variances.
• Stay informed abot GDPR reglations and gidance to ensre accrate record management of recritment files, flfilling obligations regarding recritment compliance monitoring and data captre.
• Attend training and engagements sessions that are relevant to the role.
• Resolve recritment related challenges by conslting gidance and proposing effective soltions.

Sorce candidates
• Research job roles and crrent market trends to spport recriting managers to create job adverts, highlighting key qalifications, skills, and experience reqired for the role.
• Engaging with potential candidates throgh varios channels, inclding LinkedIn, candidate engagement calls, and professional networks, to bild a strong talent pipeline.
• Promote the organisation's Employee Vale Proposition (EVP) to highlight the niqe vale offered to candidates.

Engage with candidates
• Ensre a seamless and professional experience for candidates throghot the recritment jorney.
• Actively review and challenge existing processes and make improvements to the experience for cstomers.
• Ensre diversity and inclsion are integrated throghot the recritment selection process by sing inclsive langage in job descriptions and adverts to appeal to a range of candidates.

Engage with stakeholders.
• Bild strong relationships with hiring managers to nderstand their recritment needs, provide advice on recritment soltions and market insights to ensre a sccessfl campaign. Continally keep them p to date on progress.
• Collaborate with hiring managers on selection methods and create selection materials for campaigns.
• Develop and create positive relationships for managers, employees, agencies, sppliers, third party providers and colleages from other organisations.
• Provide recritment pdates and address challenges when collaborating with other departments of the organisation.

Deliver excellence
• Efficiently and accrately manage end-to-end recritment campaigns, inclding job postings, sorcing, screening, assessment and feedback.
• se metrics to inform campaign design.
• Ensre service level agreements and qality benchmarks are met or exceeded.

This job is for yo if yo want...
• Work with prpose: working for the people of Scotland to set the bar for land and property registration worldwide.
• Flexible and hybrid working: depending on the role and team reqirements, work when and where it's best for yo and yor stakeholders.
• Benefits: enjoy pay progression, pension contribtions of p to 8.97%, p to a year's parental leave, and 38 days annal holiday, increasing to 4 days with length of service.
• Investment in professional development: we invest in all or people so that they have the right skills to be prodctive and confident in their job.
• Diversity and Inclsion: We are an 'Investor in People' and a 'Disability Confident' employer. We are inclsive, stronger together, and committed to ptting or people first.
• Positive work cltre: RoS is an agile, digital organisation sing leading-edge technology. Colleages nderstand their role in achieving or strategy and have the atonomy to deliver.

To learn more abot RoS and what we offer visit or careers pages or watch this short video

Essential Criteria - Skills and Attribtes for Sccess
Experience/Technical
We will assess yo against the following Experience and Technical skills dring the application and assessment process:
• Sond knowledge of effective recritment and selection practices, with the ability to apply relevant gidance to spport fair, inclsive and evidence-based recritment decisions.
• Experienced in end-to-end recritment processes, attraction, assessing and selection, inclding creating assessment materials for campaigns
• Excellent commnication skills both written and verbal
• Relationship management, conslting and advisory skills
• Organisational skills to handle mltiple roles and priorities effectively

Behaviors
At application and assessment stage, yo will be assessed on the following Behaviors:

Changing and Improving
• Identifies process improvements to improve the experience for applicants and recriting managers and makes sggestions on how to implement these.

Making Effective Decisions
• tilise data to inform and adapt recritment approaches and strategies as reqired.
• Ensre diversity and inclsion is considered at all stages.

Commnicating and Inflencing/Working Together (clster)
• Skilled in collaborating and developing relationships with a range of stakeholders.
• Excellent commnication skills, both orally and in writing, adapting style of commnication to meet varios stakeholder reqirements.

Managing a Qality Service/Delivering at Pace (clster)
• Flexible and self-motivated with the ability to prioritise and manage recritment campaigns sing own initiative, recognising any potential difficlties and dealing with these appropriately.
• Ability to work to tight deadlines ensring otcomes are delivered on time and to the reqired standard.

Stage one - Application Process
To apply, click on 'Apply now' and complete or online application form, yo will need to sbmit:
• A CV otlining yor career history and how yo meet the 5-bllet point listed technical/experience criteria above (4 pages max).
• Provide examples of how yo meet the 4 reqired Behaviors for the role (15-3 words per answer in the spaces provided).

Please note
• If we receive a high volme of applications, we may complete an initial sift on Managing a Qality Service/Delivering at Pace.
• Applications that are not accompanied by CVs or responses not within 15 - 3 words per behavior, will not be considered.
• We wold strongly recommend that yor answers are written in theSTAR format(Sitation, Task, Action & Reslt) and yo prepare them sing software sch as MS Word or Google Docs and then pasting them into the relevant boxes.
• We strongly advise yo review or policy on responsible se of AI in the application process.
• Applications and appointments are sbject to a strict merit-based assessment process, in line with the Civil Service Recritment Principles.

Stage two - assessment
If sccessfl at application stage, yo will be invited to an in-person interview (Meadowbank Hose, 153 London Road, EH8 7A) which will inclde the following:
• Behavioral based interview (assessing all 4 behaviors otlined above)
• Case stdy exercise (assessing the 5-bllet point listed technical/experience criteria stated and all 4 behaviors otlined above)

Behavior-based interview qestions will be shared with candidates 15 mintes before the assessment begins. This will allow yo time to review them and think abot the examples yo want to se, and how to position them.

Gidance on Interview Notes
• Yo are welcome to bring notes with yo to the interview
• Notes can be either handwritten or typed
• Notes shold consist of brief prompts, sch as key words or bllet points, to help yo strctre yor responses rather than complete answers
• The interview is a conversation, and we are interested in hearing abot yor experiences in yor own words

Information on Sccess Profiles
For frther information on sccess profiles, visit or Sccess Profiles page.

Indicative Recritment timeline
• Closing date: Snday 11 October @ 3:59
• Application sift: Week commencing Monday 1 October
• Invites to assessment: Monday 19 October
• Interviews: Week commencing 6 October (sbject to change, bt likely to be 8-3 October inclsive)

Feedback
Feedback will only be provided if yo progress to interview stage.

Reserve ListIn the event that frther posts are reqired, a reserve list of sccessfl candidates will be kept for p to 1 months.

Nationality and immigration statsIn general, only nationals from the following contries (and associations of contries) are eligible for employment in the Civil Service: the nited Kingdom, the Repblic of Ireland, and the Commonwealth. E nationals (with settled or pre-settled stats), certain EEA nationals, Swiss and Trkish nationals are also eligible for employment. Detailed provisions on determining eligibility on the gronds of nationality and, where relevant, immigration stats can be reviewed here.

Secrity
Sccessfl candidates mst ndergo a Level 1 Disclosre check.
Individals working with government assets mst complete baseline personnel secrity standard checks.

Diversity and inclsionAs a prod member of the Disability Confident Scheme, we welcome applications from disabled candidates. We're not as diverse as we'd like yet, and we're working on it. We especially welcome applications from nderrepresented grops - people who are disabled, minoritised ethnic grops, and yonger people (16-4 years of age). To learn more, please see or EDI strategy.

As part of the application process, we wold like to invite yo to please complete or diversity monitoring form. This information is not shared with recritment panels bt will allow s to frther improve or processes to increase diversity.

Reasonable adjstmentsWe want everyone to have the chance to perform at their best. If yo need any adjstments (for example, extra time, a hearing loop, materials in large font) in any part of or recritment process, please get in toch via [email protected]. We will discss adjstments individally with any candidates who reqest these.

Find ot more abot reasonable adjstments on this page

Frther information
This competition is being condcted in accordance with the Civil Service Commission's Recritment Principles. If yo believe the Recritment Principles have not been followed, yo shold first raise yor concerns throgh the RoS recritment complaints process. If yo remain dissatisfied following the RoS response, yo may refer the matter to the Civil Service Commission.

For frther information relating to RoS, inclding:
• Additional details on pay & benefits
• The Civil Service Code
• Complaints process
• se of AI in the application/recritment process
Please view or additional information page online

If yo have any qestions, please contact [email protected]