CryoGen Industrial Services delivers integrated services to businesses operating across various sectors including process, power, energy, marine and construction amongst others. Our offer includes asset cleaning, surface preparation, industrial coatings, insulation services and refractory services.
Responsible for the full resourcing life cycle within assigned business area, including vacancy & candidate management, talent planning, sourcing, engagement, screening, assessment and hiring the most suitable candidates within appropriate cost and timescales.
Serve as a trusted advisor to hiring managers, business leaders and candidates, providing advice to ensure that resourcing tools, process and personnel have maximum impact
Daily interaction with Hiring Managers to ensure effective delivery of resources against open and future vacancies
Delivers an ethical and customer focused resourcing service
This role may also involve acting as focal point for a specific business area and/or assigned projects
May be required to deputise for Lead during periods of leave
Key Accountabilities and Responsibilities
Focal point for, or coordinating of resourcing for a project or business area – coordinating and attending resourcing meetings, taking feedback to the team and ensuring ongoing delivery against business area objectives
High and effective utilisation of available talent attraction and engagement tools; provide guidance and mentorship to support others in identifying the most effective resourcing channels, tools, and methods of assessment for their vacancies
Expert in social sourcing methods, proactive approach to identification and networking talent and candidate pipelining
Actively and professionally promotes vacancies and employer brand to relevant audience via available media channels
Works with the Talent Attraction Manager and leadership to prepare and execute recruitment campaigns for area of responsibility
Accurately match candidate skills with role requirements, taking initiative to explore areas of importance or relevance with Hiring Managers and Candidates
Identify most effective assessment method for role/specialism and effectively utilise tools available
Skilled interviewer and assessor, ability to effectively prompt and lead candidates to demonstrate most relevant skills and examples of competency
Provide best in class advice to hiring managers on assessment methods and interviewing, offering coaching and feedback where required
Strong influencer, able to influence candidate throughout the hiring process to promote a successful outcome, pre-empting and acting on candidate hesitation or queries
Maintain open and proactive lines of candidate communication, ensuring a positive candidate experience for all, regardless of the outcome of their application
Provide timely and detailed feedback to candidates at every stage of their application, particularly following an interview
Negotiate offers of employment on behalf of the business and provide guidance on contractual queries, deferring to P&O for specific or complex issues. Provide coaching and advice to less experienced team members to support successful outcomes.
Proactive in obtaining accurate forecast data and developing and maintaining a pipeline of suitably qualified and available talent for current and future projects that can be shared with the business
Takes a joined-up approach to talent planning
Specialist in area of responsibility; Offers knowledge, analysis and guidance on external resourcing including market trends, availability of resources and attraction techniques
Comply with all company and legislative data protection requirements by responsibly storing candidate information and assessment notes. Leads by example and champions data protection best practice
Facilitate the effective movement of candidates through the resourcing process, encouraging proactive feedback from Hiring Managers and working with HR teams to ensure the timely release of employment contracts and an effective mobilisation process for new hires.
Coaching and mentoring of less experienced team members on Talent Attraction, Candidate Management, Vacancy Management, Assessment and Selection Methods, Offer Negotiation and Contractual Issues.
May be required to deputise for Lead during periods of leave; this role does not have direct people management responsibility but forms a basis on which the incumbent can begin to develop people management skills.
Provides feedback from business area on aspects of the resourcing process requiring improvement or elements that are particularly effective.
Supports the implementation of wider recruitment strategy within area of responsibility (business/project/function), guiding Hiring Managers through any process changes and queries.
Ensures consistent delivery to company values and behaviours
Job Types: Full-time, Permanent
Monday to Friday
Recruiting: 10 years (Preferred)
Diploma of Higher Education (Preferred)