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- Tasks: Lead recruitment strategies to attract top talent for Bus Driver roles.
- Company: Join Arriva, a key player in community transport connecting people to what matters.
- Benefits: Enjoy a salary up to £45,000, a company car, and generous annual leave.
- Why this job: Be part of a dynamic team improving hiring processes and candidate experiences.
- Qualifications: Experience in high-volume recruitment and strong stakeholder management skills required.
- Other info: This hybrid role involves travel across the Midlands & South business area.
The predicted salary is between 36000 - 54000 £ per year.
At Arriva, our buses are at the heart of the communities we serve. Whether it's getting children to school or commuters to work, they connect our customers to what matters to them. The Talent Acquisition Partner will be responsible for developing and implementing attraction solutions, leveraging market insights, and building strong partnerships to ensure a robust candidate pipeline for the volume hiring of Bus Drivers. Your role will focus on strategic sourcing initiatives, looking at innovative ways to attract candidates, ensuring a steady flow of high-quality candidates to meet business hiring needs. You will partner with the business and the Talent Acquisition Manager to understand the hiring requirements and ensure this is reflected in the workforce plans. As part of the Extended Talent Acquisition Management Team, you will lead and support projects to improve hiring processes, attraction, employer brand, and candidate experience. This role is a hybrid position that will require at least 1-2 days in Thurmaston (Leicester) and regular travel across the Midlands & South business area.
Responsibilities:
- Manage the relationships with key stakeholders within the designated recruitment activity area at a local level – (Hiring managers and HR teams where appropriate).
- Build and manage relationships with external partners, industry networks, and community partnerships to proactively identify and engage potential candidates, ensuring a steady talent pipeline for both experienced and Trainee Bus Drivers.
- Advise and upskill stakeholders on best practices, recruitment trends, and creative solutions to attract top talent.
- Develop innovative attraction solutions, analyse market trends, and provide data-driven insights to optimise recruitment efforts.
- Analyse retention data and new starter feedback to support the improvement of candidate quality.
- Management of operational non-frontline vacancies.
- Lead and support recruitment-related projects to improve hiring processes and candidate experience.
- Creation of local attraction campaigns, working closely with Operational Management to execute targeted advertising.
- Continually review hiring processes to improve candidate experience.
- Understand the effectiveness of attraction sources and optimise to deliver maximum results, including the management of Indeed campaigns and sponsorship.
- Ensure that all campaigns are delivered within agreed timescales to deliver the required number of candidates for operational roles to meet the workforce plan.
- Attend candidate interview/assessment days and analyse results.
- Liaise with Training School to agree induction dates and capacity in line with the workforce plans.
- Support with the ongoing development of appropriate selection and assessment tools to improve candidate conversion and retention.
- Coach other members of the Talent Acquisition Team.
- Deputise for Talent Acquisition Manager when required.
- Contribute through own and team performance to the achievement of Recruitment KPI targets and SLAs.
What we're looking for:
- Proven experience in an internal recruitment role within a high-volume, fast-paced hiring environment.
- Ability to analyse market trends, competitors, and recruitment metrics to drive decision-making.
- Experience of developing partnerships with external organisations and industry networks.
- Confident with online and offline candidate search methodologies including CV databases, job boards, and social media.
- Ability to lead or support projects that enhance recruitment strategies, processes, and employer branding.
- Creativity in developing and executing attraction campaigns and initiatives.
- Strong influencing and stakeholder management skills.
- Attention to detail and professional written and verbal communication skills.
- Knowledge of employment legislation in relation to recruitment.
- Experience of working with recruitment systems and standard computer packages.
- Full UK driving license as travel to depots and careers events would be required.
Benefits:
- Salary up to £45,000
- Company car
- 25 days A/L plus the option to buy up to 10 additional days
- Company pension
Talent Acquisition Partner employer: Arriva UK Bus
Contact Detail:
Arriva UK Bus Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Talent Acquisition Partner
✨Tip Number 1
Network with professionals in the transport and recruitment sectors. Attend local job fairs or industry events in the Midlands & South area to connect with potential candidates and stakeholders, which can give you insights into effective attraction strategies.
✨Tip Number 2
Familiarise yourself with the specific needs of bus drivers in your region. Understanding the unique challenges and benefits of the role will help you craft targeted attraction campaigns that resonate with potential candidates.
✨Tip Number 3
Leverage social media platforms to showcase the company culture at Arriva. Create engaging content that highlights the community impact of bus drivers, which can attract candidates who value making a difference.
✨Tip Number 4
Stay updated on recruitment trends and best practices by following industry blogs and joining relevant online forums. This knowledge will empower you to implement innovative solutions and improve the overall candidate experience.
We think you need these skills to ace Talent Acquisition Partner
Some tips for your application 🫡
Tailor Your CV: Make sure your CV highlights relevant experience in high-volume recruitment and showcases your ability to analyse market trends. Use specific examples that demonstrate your success in attracting candidates, especially in a fast-paced environment.
Craft a Compelling Cover Letter: Write a cover letter that reflects your understanding of the role and the company. Emphasise your experience in building partnerships and your creative approach to attraction campaigns. Make it personal and show your enthusiasm for working with Arriva.
Highlight Relevant Skills: In your application, clearly outline your skills in stakeholder management, project support, and communication. Mention any experience you have with recruitment systems and your knowledge of employment legislation, as these are crucial for the role.
Showcase Your Creativity: Provide examples of innovative attraction solutions or campaigns you've developed in the past. This will demonstrate your ability to think outside the box and contribute to improving hiring processes at Arriva.
How to prepare for a job interview at Arriva UK Bus
✨Know the Company and Its Values
Before your interview, take some time to research Arriva and understand its mission and values. This will help you align your answers with what the company stands for, especially in terms of community service and customer connection.
✨Showcase Your Recruitment Experience
Be prepared to discuss your previous experience in high-volume recruitment. Highlight specific examples where you've successfully sourced candidates or improved hiring processes, as this role requires a strong background in fast-paced environments.
✨Demonstrate Stakeholder Management Skills
Since the role involves managing relationships with hiring managers and external partners, be ready to share examples of how you've effectively collaborated with stakeholders in the past. This will showcase your influencing skills and ability to build partnerships.
✨Prepare for Scenario-Based Questions
Expect questions that assess your problem-solving abilities and creativity in recruitment strategies. Think of innovative attraction campaigns you've developed or challenges you've faced in sourcing candidates, and how you overcame them.
