Talent Acquisition Specialist

Job summary

At RoS, great recruitment is about finding the people who make a difference for Scotland. As part of our Talent Team, you’ll work with hiring managers to attract candidates, design fair and effective assessments, and guide campaigns through to appointment. You’ll bring sound judgement, a focus on inclusion and a commitment to a positive candidate experience.

Job description

On a typical day you will…

Conduct Recruitment activities

• Design and quality-assure proportionate selection methods and assessment materials for campaigns, supporting panels to apply them consistently.

• Adhere to the Civil Service Recruitment Principles and Procurement Frameworks.
• Record spend on relevant budgets, identify and flag variances.
• Stay informed about GDPR regulations and guidance to ensure accurate record management of recruitment files, fulfilling obligations regarding recruitment compliance monitoring and data capture.
• Attend training and engagements sessions that are relevant to the role.
• Resolve recruitment related challenges by consulting guidance and proposing effective solutions.

Source candidates

• Research job roles and current market trends to support recruiting managers to create job adverts, highlighting key qualifications, skills, and experience required for the role.
• Engaging with potential candidates through various channels, including LinkedIn, candidate engagement calls, and professional networks, to build a strong talent pipeline.
• Promote the organisation's Employee Value Proposition (EVP) to highlight the unique value offered to candidates.

Engage with candidates

• Ensure a seamless and professional experience for candidates throughout the recruitment journey.
• Actively review and challenge existing processes and make improvements to the experience for customers.
• Ensure diversity and inclusion are integrated throughout the recruitment selection process by using inclusive language in job descriptions and adverts to appeal to a range of candidates.

Engage with stakeholders.

• Build strong relationships with hiring managers to understand their recruitment needs, provide advice on recruitment solutions and market insights to ensure a successful campaign. Continually keep them up 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, suppliers, third party providers and colleagues from other organisations.
• Provide recruitment updates and address challenges when collaborating with other departments of the organisation.

Deliver excellence

• Efficiently and accurately manage end-to-end recruitment campaigns, including job postings, sourcing, screening, assessment and feedback.
• Use metrics to inform campaign design.

• Ensure service level agreements and quality benchmarks are met or exceeded.

Person specification

Essential Criteria – Skills and Attributes for Success

Experience/Technical
We will assess you against the following Experience and Technical skills during the application and assessment process:

• Sound knowledge of effective recruitment and selection practices, with the ability to apply relevant guidance to support fair, inclusive and evidence-based recruitment decisions.
• Experienced in end-to-end recruitment processes, attraction, assessing and selection, including creating assessment materials for campaigns
• Excellent communication skills both written and verbal
• Relationship management, consulting and advisory skills
• Organisational skills to handle multiple roles and priorities effectively

Behaviours
At application and assessment stage, you will be assessed on the following Behaviours:

Changing and Improving

• Identifies process improvements to improve the experience for applicants and recruiting managers and makes suggestions on how to implement these.

Making Effective Decisions

• Utilise data to inform and adapt recruitment approaches and strategies as required.
• Ensure diversity and inclusion is considered at all stages.

Communicating and Influencing/Working Together (cluster)

• Skilled in collaborating and developing relationships with a range of stakeholders.
• Excellent communication skills, both orally and in writing, adapting style of communication to meet various stakeholder requirements.

Managing a Quality Service/Delivering at Pace (cluster)

• Flexible and self-motivated with the ability to prioritise and manage recruitment campaigns using own initiative, recognising any potential difficulties and dealing with these appropriately.
• Ability to work to tight deadlines ensuring outcomes are delivered on time and to the required standard.

Benefits

Alongside your salary of £36,366, Registers of Scotland contributes £10,535 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).

This job is for you if you want…

• Work with purpose: 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 requirements, work when and where it’s best for you and your stakeholders.
• Benefits: enjoy pay progression, pension contributions of up to 28.97%, up to a year’s parental leave, and 38 days annual holiday, increasing to 42 days with length of service.
• Investment in professional development: we invest in all our people so that they have the right skills to be productive and confident in their job.
• Diversity and Inclusion: We are an ‘Investor in People’ and a ‘Disability Confident’ employer. We are inclusive, stronger together, and committed to putting our people first.
• Positive work culture: RoS is an agile, digital organisation using leading-edge technology. Colleagues understand their role in achieving our strategy and have the autonomy to deliver.

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

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

Stage one - Application Process
To apply, click on 'Apply now’ and complete our online application form, you will need to submit:

• A CV outlining your career history and how you meet the 5-bullet point listed technical/experience criteria above (4 pages max).
• Provide examples of how you meet the 4 required Behaviours for the role (150-300 words per answer in the spaces provided).

Stage two – assessment
If successful at application stage, you will be invited to an in-person interview (Meadowbank House, 153 London Road, EH8 7AU) which will include the following:

• Behavioural based interview (assessing all 4 behaviours outlined above)
• Case study exercise (assessing the 5-bullet point listed technical/experience criteria stated and all 4 behaviours outlined above)

Behaviour-based interview questions will be shared with candidates 15 minutes before the assessment begins. This will allow you time to review them and think about the examples you want to use, and how to position them.

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

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 : Talent Team
• Email : talent@ros.gov.uk

Recruitment team

• Email : talent@ros.gov.uk

Further information

This competition is being conducted in accordance with the Civil Service Commission’s Recruitment Principles. If you believe the Recruitment Principles have not been followed, you should first raise your concerns through the RoS recruitment complaints process. If you remain dissatisfied following the RoS response, you may refer the matter to the Civil Service Commission.