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For Companies At a Glance
- Tasks: Drive talent acquisition for Bus Drivers and Engineers, creating innovative attraction strategies.
- Company: Join Arriva, a key player in connecting communities through transport.
- Benefits: Hybrid work model, competitive salary, and opportunities for professional growth.
- Why this job: Make a real impact by shaping the future workforce of public transport.
- Qualifications: Experience in high-volume recruitment and strong stakeholder management skills.
- Other info: Dynamic role with travel across London and excellent career development prospects.
The predicted salary is between 36000 - 60000 £ 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 Specialist 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 and Engineers. 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 Business Partner to understand the hiring requirements and ensure this is reflected in the workforce plans. This role is a hybrid position that will require at least 1-2 days at one of our central garages and regular travel across the London 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.
- Proactively identify and engage potential candidates to ensure a steady talent pipeline for both trainee and experienced Bus Drivers as well as Engineers.
- 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 optimising 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 Business Partner 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 work with recruitment systems and standard computer packages.
- Full UK driving license as travel to depots and careers events would be required.
Talent Acquisition Specialist employer: Arriva Rail London Ltd
Contact Detail:
Arriva Rail London Ltd Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Talent Acquisition Specialist
✨Tip Number 1
Network like a pro! Get out there and connect with people in the industry. Attend events, join online forums, and don’t be shy about reaching out to potential employers on LinkedIn. Building relationships can open doors that a CV just can’t.
✨Tip Number 2
Show off your personality! When you get the chance to meet hiring managers or attend interviews, let your true self shine through. Employers want to see how you fit into their team culture, so be genuine and enthusiastic about the role.
✨Tip Number 3
Be proactive in your job search. Don’t just wait for roles to be advertised; reach out to companies you admire and express your interest. You never know when an opportunity might pop up, and being on their radar can give you a leg up.
✨Tip Number 4
Utilise our website to apply directly for roles. We’ve got a range of opportunities waiting for you, and applying through us means you’ll be in the loop for any updates or tips we have to offer. Let’s get you that dream job!
We think you need these skills to ace Talent Acquisition Specialist
Some tips for your application 🫡
Tailor Your CV: Make sure your CV is tailored to the Talent Acquisition Specialist role. Highlight your experience in high-volume recruitment and any creative strategies you've used to attract candidates. We want to see how you can bring value to our team!
Craft a Compelling Cover Letter: Your cover letter is your chance to shine! Use it to explain why you're passionate about recruitment and how your skills align with our needs. Don’t forget to mention your experience with stakeholder management and innovative attraction solutions.
Showcase Your Data Skills: Since we love data-driven insights, make sure to include examples of how you've used market trends and recruitment metrics to improve hiring processes. This will show us that you can analyse and optimise our recruitment efforts effectively.
Apply Through Our Website: We encourage you to apply through our website for a smoother application process. It’s the best way for us to receive your application and ensures you don’t miss out on any important updates from our team!
How to prepare for a job interview at Arriva Rail London Ltd
✨Know Your Stuff
Before the interview, dive deep into Arriva's mission and values. Understand how their buses connect communities and think about how your experience in talent acquisition can contribute to that. Be ready to discuss specific strategies you've used in the past to attract high-quality candidates, especially in fast-paced environments.
✨Showcase Your Creativity
This role requires innovative attraction solutions, so come prepared with examples of successful campaigns you've developed. Think outside the box! Whether it's leveraging social media or community partnerships, be ready to share your creative ideas on how to attract bus drivers and engineers.
✨Build Relationships
Since stakeholder management is key, think about how you can demonstrate your relationship-building skills. Prepare anecdotes that highlight your ability to collaborate with hiring managers and external partners. Show them you can be the bridge between the business needs and the talent pool.
✨Data-Driven Insights
Arriva values data-driven decision-making, so be ready to discuss how you've used recruitment metrics to optimise hiring processes. Bring examples of how you've analysed market trends or candidate feedback to improve candidate quality and retention. This will show you're not just a recruiter, but a strategic partner.
