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What to Consider When Creating a Job Description for an In-House Recruitment Advisor

Written by Holly Watson | September 12, 2014 | 0 Comments
Hr personThe time has come – you’ve decided to bring your company’s recruitment in-house. You’ve assembled your strategy, identified the tools, and know the precise skill sets of the people you need to deliver your vision.
So, how do you go about finding the right people who can look after your direct recruitment activities?
A good place to start is to put together a job description for an in-house recruitment advisor. This will be the person who’ll deal with your day-to-day managed recruitment tasks, such as assessing applications, screening candidates and interviewing potential new hires.
Putting together an effective job description can have a multitude of benefits and is especially important for a new role within a business.
Taking the time to compile this document will make it clear what kind of person you’re looking for and you’ll be less swayed to make impulsive, potentially bad, hiring decisions when it comes to interviewing.
However, creating a new role within your company can be daunting so Webrecruit has compiled a list of points to think about when putting together your job description:

1. Think about the scope of the role

Where will it fit within your HR department? How big are your recruitment demands?
If the role is a standalone position within your business, bear in mind that your list of duties and required experience will probably be much longer than if it’s a role backed up by another advisor and manager.

2. The experience

Do you want someone who can hit the ground running or are you willing to train them up?
Similar to the scope of the role, consider your new hire’s position within the department and set your criteria accordingly. If they will be operating solo, it’s likely that they’ll need much more experience.
If they need to be experienced, consider to what depth. For example, will they need to know the ins and outs of a Recruiter licence? Should they know the intricacies between Indeed’s PPC and organic models?

3. How will they be handling your vacancies?

It’s easy to get bogged down in countless email folders filled with the CVs and covering letters of applicants. In-house recruitment software will not just save you time but it’ll also act as a selling point to candidates.
Applicant tracking systems are an easy and efficient way of managing your in-house recruitment. Find out more.

4. Set your salary at the right level

It can be tough to decide on a salary for a new role within your business. While you might not wish to confirm an exact figure until it’s time to make an offer, it’s definitely worth having a range in mind so that you can target your vacancy at the right level of candidates.
Stuck on the salary? We recommend using a salary benchmark tool, such as this one from Total Jobs or information listed on Recruiter’s jobs site.

5. Provide a short role summary

When compiling a list of duties for your role, you might find that it’s on the heavy side. If this is the case, select the top four or five main duties that summarise what the position is and place them before everything else on the list.
Not only does this make for a much easier read, it’ll also allow you to quickly refer back to your main points whilst interviewing.

6. Finally, don’t forget the soft skills

While previous recruiting or resourcing experience is essential, don’t forget any other important qualities that are perhaps less measurable on paper. A good telephone manner will go a long way when screening candidates, as will the ability to manage multiple tasks at once.
Interested in what Webrecruit can do for you? Webrecruit partners with organisations looking to bring recruitment in-house by setting up their own direct sourcing programmes. Find out more.

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