Recruitment and Talent - grade 6

Experiences

Activities and responsibilities likely to be required when working at this level

• Supporting the activities of a recruitment/talent campaign. 
• Understanding and following standard procedures to support recruitment and talent processes (e.g. using recruitment systems, redeployment policies, recruitment and selection policies, exit interviews, appraisal, mentoring allocations).
• Ensuring that relevant accurate data around recruitment and talent is captured and shared, flagging data integrity issues as they arise, and requiring basic understanding and adherence to relevant legislation (Equality Act, GDPR, rights to work checks). 
• Key administrative duties in a recruitment focused role include checking the content of a job description, circulating applications, arranging interviews, putting together interview packs and offers and managing unsuccessful candidates.
• Supporting onboarding and induction (e.g. arranging passes and IT access).
• Processing and checking data relating to employment and talent (e.g. HR and recruitment systems).
• Ensuring that secondment opportunities are circulated within the area, following a process to ensure that sequencing is in place and is supporting the capturing of learning outcomes. 
• In a specialist Talent role, activities could be supporting the design of central procedures on developmental programmes such as Erasmus+, coaching and mentoring allocations. In a specialist
• Recruitment role, activities could include carrying out qualification calls with candidates and conducting longlisting in line with EDI good practice.

Personal and professional development

Development options to consider when working towards this level

Learning on the job

• Build a basic understanding of using HR/ recruitment systems.
• Experience of following key processes and policy/guidance with a basic understanding of the requirements that they are supporting (e.g. basic employment and immigration law).

Learning from others  

• Join forums/networks/Communities of Practice in related areas to enhance own knowledge and understanding. 
• Network/attend events to familiarise self with wider UCL or Higher Education communities and contexts. 
• Look for opportunities to job shadow in relevant roles.

Formal learning

• Explore CIPD (Chartered Institute of Personnel and Development) or REC (Recruitment and Employment Confederation) level training related to resourcing/talent (suggested level 3).
• Intermediate knowledge of Microsoft office packages (Word/Excel/PowerPoint/Outlook).

* You may wish to explore the listed formal training themes / topics on LinkedIn Learning.

Transferable skills and competencies

UCL uses the Universal Competency Framework (UCF) to discuss transferable skills. Find out more details on the framework.

Following instructions and procedures

• Following directions.
• Following procedures.
• Time keeping and attending.
• Demonstrating commitment.
• Showing awareness of safety issues.
• Complying with legal obligations.

Working with people

• Understanding others.
• Adapting to the team.
• Building team spirit.
• Recognising and rewarding contributions.
• Listening.
• Consulting others.
• Communicating proactively.
• Showing tolerance and consideration.
• Showing empathy.
• Supporting others.
• Caring for others.
• Developing and communicating self-knowledge and insight.

Planning and organising

• Setting objectives.
• Planning.
• Managing time.
• Managing resources.
• Monitoring progress.

UCL Ways of Working

These describe expected behaviours in line with UCL culture and values.  For Ways of Working indicators and steps to development please refer to the Ways of Working website.