In-House Recruiter

Job Description

npower has recently launched a new Resourcing Model in Swindon to assist the hiring community with their day-to-day recruitment needs and to reduce the use of agency spend.  The model, which launched in Jan, has been successfully implemented, however due to the high volume of vacancies we are working on, the need has arisen to bring in a new In-House Recruiter to start ASAP.  This role would be suited for day rate contractors or someone looking for a fixed term contract and has the strong possibility of transferring to a permanent position.

The role of the In-House Recruiter is to create commercial value through proactive and responsive recruitment services and the delivery of cost effective results. A key component of this role is to design innovative sourcing strategies to attract candidates from within the market place in a cost-effective manner. You are also responsible for building excellent relationships within the hiring manager community in order to identify opportunities for direct hiring and provide guidance to ensure a best practice approach to resourcing is adopted. Your duty to the candidate is to ensure their recruitment journey is appropriate for the role and the individual.

Key accountabilities for this role include:

Develop and interpret resourcing plans with the Recruiting Manager, define role requirements and develop innovative sourcing options including networking, headhunting and building talent pools.

Develop the sourcing strategy for each role recruited and agree the strategy (including web-based and direct sourcing) with the hiring manager.

Establish potential candidate shortlists, utilising direct and indirect methods (including databases, web-based methods and social networking).

Ensure all candidates are screened for suitability and that an appropriate short-list is provided to the hiring manager.

Guide the Recruiting Manager on the interview and selection process, providing them with the appropriate templates, and determining the most appropriate interview questions to measure candidate skills as required.

Develop and implement end to end Campaign Management solutions and processes

Manage and develop relationships with external recruitment suppliers including agency, media and job boards

Ensure that verbal offers are made within the guidelines of the company reward strategy and aligned within candidate expectations to ensure successful offer negotiations

Ensure that all recruitment processes are followed in line with the agreed policy guidelines and methodology

Measure the performance of the Preferred Supplier List.

Timely analysis of recruitment metrics and onward application to improve processes

Attend vendor presentations and PSL review meetings.

Work with key HR Stakeholders to maximise best practice across the business

Assist with the design of assessment centres and the administration of numerical, verbal and personality profiling

Candidate Focus

Provide a high level of candidate care and ensure frequent communication is deployed (e.g. debriefing candidates).

Custodian of the Employee Value Proposition, ensuring the proposition conveyed is compelling.

Specialist / Technical Expertise

Direct sourcing.

Knowledge of the latest best practice methodologies (e.g. job profiling, sourcing, selection, assessment and retention).

Keeping abreast of market intelligence and industry trends (e.g. new technology, recruitment metrics, and legislative changes).

Desired Skills & Experience

Having worked within an agency environment or directly in-house, the ideal candidate will have proven experience engaging with key stakeholders, direct sourcing and working on a wide variety of positions at any one time.  We are looking for someone that could ideally hit the ground running from an in-house perspective, however, would still be interested to hear from people with a recruitment background.  It is crucial that the post holder is used to working in a very face paced environment whilst adhering to processes and liaising with a team of administrators.

You should be able to understand and analyse the correct use of candidate sourcing channels by using recruitment metrics to asses effectiveness and engage and advise the hiring community in best practice to include legislative changes.  You will be the custodian of permanent and contingent labour demand challenge to the hiring community and so should have developed an in depth understanding of employment and resourcing related issues.
You will also be expected to collate and demonstrate the relevant cost savings to the business.

Company Description

RWE npower supplies electricity and gas to millions of residential and business customers. We’re part of the RWE Group, one of Europe’s leading utilities. We generate power from coal, oil and gas, and we’ve also got a business that’s pioneering the development and use of renewable energy sources. Of course, the real energy behind our businesses is our people.

This is a fantastic opportunity to join a new and innovative team.  Coupled with a successful recruitment model and the skills and experience you could bring to the role, there are exciting times ahead for the recruitment of npower.

Please apply via the website or contact me directly - catherine.james@rwenpower.com