Find a job 
Featured Companies 
Featured Universities 
For Companies At a Glance
- Tasks: Manage the full recruitment cycle and attract top talent for a leading real estate business.
- Company: Join a dynamic property company in London, known for exceptional services in the real estate sector.
- Benefits: Enjoy 1 day of remote work per week and a vibrant office environment.
- Why this job: Be part of a fast-paced team that values your input and fosters professional growth.
- Qualifications: 1-2 years of recruitment experience preferred; HR degree is a plus but not essential.
- Other info: This role offers a chance to shape the future of talent acquisition in a thriving industry.
The predicted salary is between 28800 - 43200 £ per year.
Cobalt are partnered with a leading real estate property business based in the heart of London, dedicated to providing exceptional services in the property sector. This business is looking to grow their team with a junior Talent Acquisition Specialist to join their HR department and help attract top talent to support their ongoing growth. Reporting into the Talent Acquisition Manager, you will be responsible for managing the end-to-end recruitment process across various roles across the business. From sourcing and attracting top-tier candidates to overseeing the interview and selection process, you will play a crucial role in ensuring this business brings on board the best talent that aligns with the company's ethos. Please note, for this role, you will be expected to be in the office 4 days per week and will be able to work remotely for 1 day per week.
Key Responsibilities:
- Develop and implement effective recruitment strategies to attract a diverse pool of candidates.
- Manage the full recruitment cycle, including job postings, screening, interviewing, and candidate selection.
- Build strong relationships with hiring managers to understand their specific hiring needs and develop tailored recruitment strategies.
- Proactively source candidates through various channels, including job boards, LinkedIn, industry events, and talent networks.
- Ensure a positive candidate experience throughout the recruitment process.
- Maintain up-to-date knowledge of the real estate market to understand industry trends and talent needs.
What we are looking for:
- 1-2 years proven experience as a Talent Acquisition Specialist or in a similar recruitment role, preferably within the real estate or property sector.
- Strong knowledge of recruitment best practices and hiring strategies.
- Strong organisational and time management skills.
- A degree in Human Resources, Business, or a related field is preferred but not essential.
If you feel this could be a great fit for your next role and are looking to work in an exciting, fast-paced firm, apply today!
Talent Acquisition Specialist employer: Cobalt Consulting (UK) Ltd
Contact Detail:
Cobalt Consulting (UK) Ltd Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Talent Acquisition Specialist
✨Tip Number 1
Familiarise yourself with the real estate market and its trends. Understanding the specific needs of this sector will help you tailor your approach when discussing your experience and how it aligns with the company's goals.
✨Tip Number 2
Network with professionals in the real estate industry. Attend industry events or join relevant online groups to connect with potential colleagues and gain insights into what makes a successful Talent Acquisition Specialist in this field.
✨Tip Number 3
Prepare to discuss your recruitment strategies in detail. Be ready to share examples of how you've successfully sourced and attracted candidates in previous roles, as this will demonstrate your capability to manage the end-to-end recruitment process.
✨Tip Number 4
Showcase your organisational skills during any interactions. Since the role requires managing multiple tasks, highlighting your ability to prioritise and manage time effectively will set you apart from other candidates.
We think you need these skills to ace Talent Acquisition Specialist
Some tips for your application 🫡
Tailor Your CV: Make sure your CV highlights relevant experience in talent acquisition or recruitment, especially within the real estate sector. Use keywords from the job description to demonstrate your fit for the role.
Craft a Compelling Cover Letter: Write a cover letter that showcases your passion for recruitment and your understanding of the real estate market. Mention specific strategies you would implement to attract top talent and how your skills align with the company's ethos.
Showcase Your Skills: In your application, emphasise your organisational and time management skills. Provide examples of how you've successfully managed the recruitment cycle in previous roles, including sourcing and interviewing candidates.
Research the Company: Familiarise yourself with the company’s values and recent developments in the real estate market. This knowledge will help you tailor your application and prepare for potential interview questions.
How to prepare for a job interview at Cobalt Consulting (UK) Ltd
✨Know the Company Inside Out
Before your interview, make sure to research the real estate property business thoroughly. Understand their values, recent projects, and market position. This knowledge will help you tailor your responses and show genuine interest in the role.
✨Prepare for Behavioural Questions
Expect questions that assess your past experiences and how they relate to the role. Use the STAR method (Situation, Task, Action, Result) to structure your answers, especially when discussing your recruitment strategies and candidate management.
✨Showcase Your Sourcing Skills
Be ready to discuss your methods for sourcing candidates. Highlight any specific tools or platforms you’ve used, such as LinkedIn or job boards, and share examples of successful hires you've made through these channels.
✨Emphasise Candidate Experience
Since ensuring a positive candidate experience is crucial, be prepared to talk about how you’ve managed this in previous roles. Discuss any feedback you’ve received from candidates and how you’ve implemented changes based on that feedback.
