You’ll work across the GDS Core Resourcing Team to understand GDS talent needs. Within your role, you will be responsible for headhunting, sourcing and pipelining high calibre candidates for GDS as well as attending / organising any relevant recruitment events.
Having excellent headhunting skills, you will be working with the wider GDS teams to define the requirements for vacancies and actively seeking out qualified candidates through networking systems, job boards and social media marketing. The Resourcing Team will need to engage with people at all levels in the organisation, building good working relationships and making sure they support our recruitment efforts to hire great people.
To ensure success as the Technical Recruiter, you should have excellent interpersonal skills, a natural talent for negotiating, and the ability to make quick decisions. A top- rated headhunter finds the right candidate for each position using advanced networking skills and negotiation tactics.
As a Technical Recruiter you’ll:
- Work alongside the resourcing partners to understand the hiring managers’ recruitment needs.
- Follow up on leads to determine and source the best potential candidates
- Identify and interact with potential passive candidates via social media and professional networks.
- Serve as the primary point of contact for direct sourced candidates.
- Maintain consultative relationships with hiring managers and the resourcing partners. Ensure you are communicating and updating regularly.
- Make recommendations to hiring managers and utilise your understanding and awareness of the market to advise managers and recruitment business partners accordingly.
- Help develop talent pipelines across GDS, particularly for our regularly recruited roles.
- Support the resourcing team at busy times and be willing to support end to end recruitment campaigns.
We’re interested in people who have:
- demonstrable experience of delivering an Internal recruitment service within a fast paced, matrix management organisation
- thorough understanding of technology, technical roles and technical skills
- excellent organisational skills
- strong customer service skills and the ability to maintain remote relationships
- strong stakeholder management skills with the confidence to push back and challenge when necessary
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The benefits of working at GDS
There are many benefits of working at GDS, including:
- flexible hybrid working with flexi-time and the option to work part-time or condensed hours
- a Civil Service Pension with an average employer contribution of 27%
- 25 days of annual leave, increasing by a day each year up to a maximum of 30 days
- an extra day off for The King’s birthday
- an in-year bonus scheme to recognise high performance
- career progression and coaching, including a training budget for personal development
- paid volunteering leave
- a focus on wellbeing with access to an employee assistance programme
- job satisfaction from making government services easier to use and more inclusive for people across the UK
- advances on pay, including for travel season tickets
- death in service benefits
- cycle to work scheme and facilities
- access to an employee discounts scheme
- 10 learning days per year
- volunteering opportunities (5 special leave days per year)
- access to a suite of learning activities through Civil Service learning
GDS offers hybrid working for all employees. This means that everyone does some working from home and also spends some time in their local office. You’ll agree to your hybrid working arrangement with your line manager in line with your preferences and business needs.
Any move to Government Digital Service from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may however be eligible for other government schemes, including Tax Free Childcare. Determine your eligibility at https://www.childcarechoices.gov.uk
Things you need to know
Selection process details
The standard selection process for roles at GDS consists of:
- a simple application screening process - We only ask for a CV and cover letter of up to 750 words. Important tip - please ensure that your cover letter includes how you meet the skills and experience listed in the “person specification” section above
- a 60 minute video interview
Depending on how many applications we get, there might also be an extra stage before the video interview, for example a phone interview or a technical exercise.
In the Civil Service, we use Success Profiles to evaluate your skills and ability. This gives us the best possible chance of finding the right person for the job, increases performance and improves diversity and inclusivity. We’ll be assessing your technical abilities, skills, experience and behaviours that are relevant to this role.
For this role we’ll be assessing you against the following Civil Service Behaviours:
- delivering at pace
- managing a quality service
- communicating and influencing
Candidates that do not pass the interview but have demonstrated an acceptable standard may be considered for similar roles at a lower grade.
A reserve list will be held for a period of 12 months, from which further appointments can be made.