Talent Acquisition Specialist - Fixed Term Contract

As a Talent Acquisition Specialist at AG Barr, your primary responsibilities include partnering with hiring managers to understand their recruitment needs, managing the end-to-end recruitment process, designing attraction strategies, sourcing candidates directly, and ensuring a positive candidate journey. You'll also hold briefings, coach hiring managers to enhance their recruitment capabilities, build talent pools, and stay updated with the latest TA trends.

To qualify for the Talent Acquisition Specialist position at AG Barr, you should have recent experience in a fast-paced recruitment role, proficiency across all lifecycle elements including direct sourcing, and familiarity with Applicant Tracking Systems (ATS). Strong organizational skills, excellent written and verbal communication, attention to detail, and the ability to work collaboratively are also key qualifications.

AG Barr is committed to the professional development of its employees, including Talent Acquisition Specialists. The company offers ongoing training opportunities, mentorship, and access to various resources that empower staff to grow their skills and advance their careers. We believe that investing in our people is crucial for our future success.

The working environment for a Talent Acquisition Specialist at AG Barr is vibrant and collaborative, blending the advantages of hybrid work with in-office teamwork. You’ll work closely with the Talent Acquisition and Employee Brand Manager, the HR team, and key business partners to drive effective recruitment practices while enjoying the flexibility of three days a week in the office.

AG Barr offers a competitive salary and a benefits package that includes a flexible pension scheme, private medical benefits, annual bonus opportunities, up to 33 days of holiday, and various flexible benefits such as discounts and cash back. Additionally, employees enjoy free AG Barr products during work hours and access to health and well-being support.

Building strong relationships with hiring managers involves regular communication, understanding their recruitment needs, and providing them guidance based on your expertise. You should emphasize your proactive approach and willingness to listen to their concerns and priorities to foster trust and collaboration.

When designing a candidate attraction strategy, I start by identifying the ideal candidate profile and understanding market trends. Then, I utilize diverse channels such as social media, job boards, and networking events to reach potential candidates. It's essential to craft engaging job descriptions and present a compelling employer brand to attract the right talent.

Key recruitment metrics include time-to-fill, quality of hire, candidate satisfaction, and offer acceptance rate. These metrics provide insights into the efficiency of the recruitment process and highlight areas for improvement, ensuring that we meet our hiring goals effectively.

To ensure a positive candidate experience, I prioritize clear communication, timely feedback, and personalization throughout the entire recruitment journey. Making candidates feel valued and informed can significantly enhance their perception of the employer brand.

Effective time management and organization are crucial when managing multiple recruitment processes. I utilize task management tools to track progress, prioritize roles based on urgency, and maintain open communication with hiring managers to adjust resources as needed to ensure timely placements.

I stay updated on recruitment trends by following industry publications, participating in professional networks, attending relevant webinars, and engaging with other recruitment professionals. Continuous learning helps me bring innovative ideas to the recruitment process.

In a competitive market, I focus on building strong relationships with candidates, leveraging social media for outreach, and engaging with passive candidates. Creating a compelling narrative about the company and its culture can also differentiate us and attract top talent.

Data analysis plays a significant role in recruitment by providing insights into hiring trends, candidate behavior, and recruitment process efficiency. I use data to guide my decision-making, optimize hiring strategies, and predict future hiring needs.

When addressing challenging conversations, I approach them with empathy and transparency. I present data and feedback objectively and work collaboratively with hiring managers to find solutions that address their concerns while supporting the candidate experience.

In a previous role, I successfully filled a high-level niche position by conducting thorough market research, leveraging existing networks, and coordinating a targeted outreach campaign. My approach included presenting a clear value proposition to attract candidates who were not actively job searching.