Talent Acquisition Specialist

Grade: Executive Officer (EO)
Salary: £36,366.00 - £39,037.00
Pension: 28.97% of salary (RoS contribution)
Annual leave: 38 days annual holiday, increasing to 42 days with length of service
Duration: 12-month fixed-term appointment. Subject to business need and the applicable approvals, there may be an opportunity for extension or permanent appointment
Working Pattern: 35 hours per week. We are a flexible employer and will consider a variety of working patterns; compressed hours, term time working or part time working on a case-by-case basis, depending on the role and departmental requirements.
Location: Hybrid working model. Contractual base either at Meadowbank House, Edinburgh (EH8 7AU), or St Vincent Plaza, Glasgow (G2 5LD). You will be expected to occasionally visit one of these locations as per the requirements of the role (for example departmental wide meetings and assessment support where relevant).
Department: People and change
Directorate: People and operational services
Role Reports to: Talent Acquisition Team Leader
Closing date: Sunday 11 October at 23:59
Number of vacancies: 2

About Registers of Scotland (RoS)
Registers of Scotland is a world-leading pioneer in land and property registration. We hold the answer to the question, "Who owns Scotland?" We're a modern, digital organisation and our success relies on building a diverse team of dedicated, skilled and motivated people.

The role
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.

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.

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

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.

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).

Please note
•If we receive a high volume of applications, we may complete an initial sift on Managing a Quality Service/Delivering at Pace.
•Applications that are not accompanied by CVs or responses not within 150 - 300 words per behaviour, will not be considered.
•We would strongly recommend that your answers are written in the STAR format (Situation, Task, Action & Result) and you prepare them using software such as MS Word or Google Docs and then pasting them into the relevant boxes.
•We strongly advise you review our policy on responsible use of AI in the application process.
•Applications and appointments are subject to a strict merit-based assessment process, in line with the Civil Service Recruitment Principles.

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.

Guidance on Interview Notes
•You are welcome to bring notes with you to the interview
•Notes can be either handwritten or typed
•Notes should consist of brief prompts, such as key words or bullet points, to help you structure your responses rather than complete answers
•The interview is a conversation, and we are interested in hearing about your experiences in your own words

Information on Success Profiles
For further information on success profiles, visit our Success Profiles page.

Indicative Recruitment timeline
•Closing date: Sunday 11 October @ 23:59
•Application sift: Week commencing Monday 12 October
•Invites to assessment: Monday 19 October
•Interviews: Week commencing 26 October (subject to change, but likely to be 28-30 October inclusive)

Feedback
Feedback will only be provided if you progress to interview stage.

Reserve List
In the event that further posts are required, a reserve list of successful candidates will be kept for up to 12 months.

Nationality and immigration status
In general, only nationals from the following countries (and associations of countries) are eligible for employment in the Civil Service: the United Kingdom, the Republic of Ireland, and the Commonwealth. EU nationals (with settled or pre-settled status), certain EEA nationals, Swiss and Turkish nationals are also eligible for employment. Detailed provisions on determining eligibility on the grounds of nationality and, where relevant, immigration status can be reviewed here.

Security
Successful candidates must undergo a Level 1 Disclosure check.
Individuals working with government assets must complete baseline personnel security standard checks.

Diversity and inclusion
As a proud member of the Disability Confident Scheme, we welcome applications from disabled candidates. We’re not as diverse as we’d like yet, and we’re working on it. We especially welcome applications from underrepresented groups – people who are disabled, minoritised ethnic groups, and younger people (16-24 years of age). To learn more, please see our EDI strategy.

As part of the application process, we would like to invite you to please complete our diversity monitoring form. This information is not shared with recruitment panels but will allow us to further improve our processes to increase diversity.

Reasonable adjustments
We want everyone to have the chance to perform at their best. If you need any adjustments (for example, extra time, a hearing loop, materials in large font) in any part of our recruitment process, please get in touch via talent@ros.gov.uk. We will discuss adjustments individually with any candidates who request these.

Find out more about reasonable adjustments on this page

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.

For further information relating to RoS, including:
•Additional details on pay & benefits
•The Civil Service Code
•Complaints process
•Use of AI in the application/recruitment process
Please view our additional information page online

If you have any questions, please contact talent@ros.gov.uk