Driving Search and Sourcing Delivery: Acting with autonomy and with a deep understanding of a broad range of business areas, takes responsibility for determining, formulating and delivering appropriate sourcing/ executive search plans based on a thorough understanding of recruitment requirements ﾖ this can require overseeing the activities of other sourcing staff to drive maximum hires and cost-savings. Adds value to the sourcing and search process through gathering, communicating and applying understanding of trends across the sector.
Researches, produces and presents market intelligence studies on topics such as hiring activity across the market, diversity & inclusion and compensation trends to better inform recruitment strategy and activities. Takes personal accountability for delivering searches, predominantly at Manager and Senior Manager levels, ensuring service delivery to diverse and often senior stakeholder groups. Produces written search briefs, manages stakeholder and candidate expectations end-to-end and advises on best practice in managing headhunted candidates. Delivers timely and appropriate feedback to headhunted candidates on interview outcomes, including delivering sensitive messages where required, taking responsibility for driving best-in-class candidate experience. Provides business partnering support to manage recruitment campaigns and address business stakeholder requirements and expectations. Collaborates with operational recruiter counterparts to deliver the offer process for potential joiners, particularly with respect to ascertaining and managing candidate expectations and managing the candidate through the offer negotiation process. Pre-empts and responds to candidate queries such as reward questions, start dates, inductions etc. Stakeholder Partnering and Management: Manages a set of business, recruiter and other stakeholder relationships across a service line(s). Attends and runs appropriate business meetings to gain knowledge of business strategy and performance. Influences stakeholder groups on how to source high quality talent against often complex and/or volume-based projects Influences and educates stakeholder/ interviewer groups to ensure the best possible candidate experience is delivered consistently during the recruitment process Acts as an advisor on trends within the sector and uses this to inform and drive direct sourcing and articulate the strategy for this to relevant stakeholders. Keeps abreast of market/external and internal issues affecting the business. Partners with operational recruiters to monitor recruiting requirements across the service line and takes action to address critical skills shortages. Articulates and promotes the Talent Acquisition team's service offerings to a diverse group of stakeholders to ﾑwin' sourcing/search projects and differentiate our offering from recruitment agencies. Proactively builds and maintains internal relationships, such as with the interview scheduling team, to ensure efficient search process management and exceptional candidate experience. Skills and Attributes for Success: Responsible for devising commercial strategies to achieve individual targets for direct sourcing of candidates. Sources a broad range of staff, predominantly Managers and Senior Managers, often in niche/ ﾑdifficult to find' areas of the external candidate marketplace. Devises and implements research strategies and processes for identifying key talent quickly, deploying own network, new joiner meetings, job databases, Taleo, Avature, stakeholder networks and online sources. Works autonomously to talent pool, network and understand the candidate market, continually develops a strong network of candidates in the external market, as well as meeting new joiners and key business contacts to better identify and attract leading talent from across the market. Acts as an ambassador for EY in the external talent market, expressing a compelling vision of our employee value proposition and growth strategies as a firm to differentiate EY from its competitors.
Researches and maps key candidate markets to respond to critical skills shortages, as well as taking informal soundings from internal sources on target candidates. Develops, maintains and expands talent pools in key areas of the talent market. Works effectively with the operational recruitment team to address shifting recruitment priorities and manage candidates effectively. Delivers Director-level searches as required. Using own sourcing expertise and ability to think and adapt to new areas quickly, delivers sourcing/search projects outside of his/her own service line(s), in response to sudden/ pressing/ unanticipated stakeholder requirements. MI and Reporting: Produces and presents accurate, high quality written research and search update reports and MI in a timely manner. Presents activity updates verbally to a broad group of often senior stakeholders. Uses Taleo and Avature effectively to ensure data is maintained with integrity and accuracy to support the effective attraction of candidates and reporting on recruitment activity. To Qualify for this Role you must have: Ability to design and drive recruitment strategies, especially direct sourcing related, in partnership with operational recruiter counterparts. Highly developed knowledge of and experience of sourcing/ headhunting candidates, typically at Manager and Senior Manager-levels. Accountable for building and strengthening effective business, recruiter and other stakeholder relationships. Strong commercial acumen, such that the individual can win his/ her own search projects and understand where to allocate time depending on shifting priorities and deadlines.
Highly developed project management skills ﾖ able to plan and manage projects and deadlines effectively. Highly developed systems knowledge to drive ensure high quality data capture and reporting. Ideally you'll also have: Strong communication skills, such that he/ she is able to differentiate EY opportunities with passive candidates, as well as being able to articulate Talent Acquisition's offering to stakeholders. Influencing skills in order to be able to manage candidates and stakeholders effectively. Able to adapt to change and understand wider recruitment objectives and priorities.
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