Recruitment and Talent - grade 7

Experiences

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

• Using knowledge and judgement to coordinate and add value to recruitment campaigns and talent-related events, ensuring that activity is reflected in Strategic Operating Plans and adhere to EDI good practice.
• Working to translate central UCL approaches to make sense in the context of a particular department and area.
• Ensuring that relevant accurate data around recruitment and talent is captured and shared, flagging data integrity issues as they arise. 
• In recruitment, gaining an understanding of needs of the campaign from the hiring manager (e.g. role requirements, budgets, recruitment channels).
• Provide informed advice relating to the brief. 
• Independently manage the campaign delivery through the use of relevant systems (e.g. Applicant Tracking Systems - ATS) including creating text for job descriptions and adverts (including reference to the UCL Ways of Working in professional services), liaising with external agencies and job boards.
• Collating shortlist packs and sharing with hiring managers for review.
• Supporting offer process by sharing details of offer with HR services for contract production. 
• Working with agencies to conduct search campaigns for senior positions. 
• In Talent, reporting key findings and increasing visibility of activities to support talent processes (e.g. appraisal, exit interview, mentoring allocations).
• Problem solving (e.g. resourcing and talent challenges).
• Reporting on and highlighting issues suggested by data-led trends and themes. 
• Supporting learning outcomes on talent processes, (e.g. appraisal and probation).
• In specialist recruitment roles this would include endtoend recruitment campaign management including candidate and stakeholder management, acting as the single point of contact throughout (e.g. sharing information on interview scheduling and reasonable adjustment requests).
• Supporting the offer process by providing unconditional offer and contracts to candidates.
• Conducting research for executive search positions across UCL, delivering related data (e.g. relevant demographics and candidate pools). 
• In specialised Talent roles, supporting the design of central procedures and mobility programmes (e.g. Erasmus Plus).
   

Personal and professional development

Development options to consider when working towards this level

Learning on the job

• Build an understanding on how to take briefing from hiring managers and translate these into compelling recruitment adverts.
• Experience of pro-actively sourcing for candidates through social recruitment channels e.g. LinkedIn.
• Build an understanding of relevant labour markets and candidate pools.
• Build familiarity with relevant key UCL initiatives e.g. Ways of Working.
• Build familiarity of systems and processes, e.g. Recruitment Applicant Tracking System (ATS). 

Learning from others  

• Seek out forums/networks/Communities of Practice in related areas to enhance own knowledge and understanding. 
• Work closely with assigned faculty/department to understand specific recruitment challenges and create credible and trusted relationships.

Formal learning

• Explore CIPD (Chartered Institute of Personnel and Development) or REC (Recruitment and Employment Confederation) level training related to resourcing/talent (suggested level 5).

Transferable skills and competencies

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

Developing results and setting customer expectations

• Focusing on customer needs and satisfaction.
• Setting high standards for quality.
• Monitoring and maintaining quality.
• Working systematically.
• Managing quality processes.
• Maintaining productivity levels.
• Driving projects to success.

Deciding and initiating action

• Making decisions.
• Taking responsibility.
• Acting with Confidence.
• Acting on own initiative.
• Taking action.
• Taking calculated risks.

Learning and researching

• Learning quickly.
• Gathering information.
• Thinking quickly.
• Encouraging and supporting organisational learning.
• Managing knowledge.

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.