VacancyNo: XX18-01JobTitle: HR Specialist ContractType: Full Time/Permanent Company BackgroundAccencois a leading medical devices manufacturer that has been present in Irelandsince 1990. Our Galway facility is a centerof excellence for the development of the company’s key medical cardiovasculartechnologies. We manufacture more than 2 million life-saving devices a year, which are used worldwide.
Job Specification· As a specialist, you will manage your own clientportfolio and source the most suitable candidates. Entrepreneurialism isencouraged, and you are free to work with a high degree of autonomy.· The scope of the role covers end-to-end recruitingprocesses from HeadCount approval, defining profile requirements together withhiring managers, managing relevant direct and in-direct sourcing in theexternal marketplace, supporting assessment and selection of candidates andhandling complex offer negotiations at all levels in the organization.
Maintains organization staff by establishing a recruiting, testing, and interviewing program; counselling managers on candidate selection; conducting and analysing exit interviews; recommending changes.· Candidate will have a fullaccountability of the hiring process, in order to fill vacancies against time,quality and service demands. Maintains a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions.· Supportingour Current specialist to manage the daily bookings from our clients for allgrades of staff · Run the allocated recruitmentprocess end to end, ensuring all stakeholdersboth internal & external receive a first class recruitment experience· Ensure all paperwork is signed andcompleted at interview stage / before theapplicant starts working· Maintains human resource staff byrecruiting, selecting, orienting, and training employees· Completes human resource operationalrequirements by scheduling and assigning employees; following up on workresults.· Maintains historical human resourcerecords by designing a filing and retrieval system; keeping past and currentrecords.· Provide coaching, mentoring andsupport to junior members of the team Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional societies.· Ensures legal compliance bymonitoring and implementing applicable human resource federal and staterequirements; conducting investigations; maintaining records; representing theorganization at hearings.
Person & Competency Specification· Universitydegree, preferably in Human Resources Management or similar· CIPDqualified or working towards· Minimumof 3 years of relevant Recruitment experience· Abilityto interact with people from a variety of seniority, cultures and businessdisciplines.· Strongcommunication & organizational skills required in order to build strongbusiness relationships· Experiencein conducting interviews and recruitmentpractices· Strong organisationaland project management skills with the ability to multi-task.· Capability to work under pressure and manage themost challenging workloads.Methods of Attracting Applications Company’s Own Website (Internally & externally) The company’s career section on the website is the easiest and most cost effective method of advertising available positions. If the company has an internal website for employee’s this is also a good place to advertise within the company. It can also lead to employees informing people they know who may be interested. LinkedIn/Social Media Advertising a position on the company’s LinkedIn or social media accounts can advertise to people who are specifically interested in the company. Online Job’s Boards Advertising on job’s boards is a popular method, targeting larger audiences and proving to be very effective.
Jobs specifications can be viewed by a larger volume of people, however, there is a risk that majority of people applying will not be suitable. Recruitment Agencies Outsourcing to recruitment agencies can take the majority of the hard work and time required in recruiting away. Agencies handled the process from advertising to screening and shortlisting the best candidates interested in the role.
However, this can be a costly method for some companies. Local & National Newspapers Companies may choose to advertise their position in papers, depending on the size of the company and the position they are advertising. Based on the role they may use this method to target interested applicants. Methods of Selecting Candidates Psychometric Testing Psychometric testing is a method used to evaluate candidates in areas such as aptitude (verbal, numerical reasoning etc.)These tests inform employers in an accurate report on the personality and traits of a candidate and if they have the necessary capabilities to succeed in the role. These tests can be altered to the position requirements. However psychometric testing is not always effective, as many candidates chose and answer they believe the company is looking for rather than staying true to themselves.
It can also be an issue that candidates will have people answer questions for them, which prevents the employer gaining information about the candidate’s compatibility. Screening CV’s This involves reviewing all candidates’ CV’s who applied for the position and clear the primary requirement to proceed to the next stage of recruitment. Shortlisting The process involves reviewing candidates CV’s who cleared initial CV screening and narrowing down candidates to interview stage. This process can often involve the hiring manger and the criteria they are looking for. Interviews This can be a beneficial selecting process as the hiring manager gets s to meet each candidate face-to face. This can be an informal chat or a competency based questions aimed at the role and the candidate’s previous experience. This process can be the final decider for the best candidate for the position.
Accenco Advertising MethodsTheHR team have analysed the various advertising methods available and have chosento go forward with the company website, LinkedIn and also online jobs boards.This method target’s specifically interested candidates and is also a costeffective. With regard to selecting interviewcandidates, we will screen all candidatesCV’s after the application closing date.After this, we will short list suitablecandidates to call forward to interview. InterviewGuide Date: Candidate Name: Vacancy No: Job Title: Interviewers: InterviewGuideIntroductionWelcomecandidate to the interview and introduce the interview panel. (Member of HR andthe hiring manager) As you are aware Accenco is a leading medical devicesmanufacturer that has been present in Ireland since 1990. Our Galway facilityis a centre of excellence for the development of the company’s key medicalcardiovascular technologies.
We are currently looking for a HR Specialist tojoin our team, who will be responsible for the end-to-end recruiting processesfrom Head Count approval, defining profile requirements together withhiring managers, managing relevant direct and in-direct sourcing in theexternal marketplace, supporting assessment and selection of candidates andhandling complex offer negotiations at all levels in the organization. Our interview today will be broken into two sections, firstlywe will go through your education and professional background and then secondlywe will move onto some competency based questions. 1. Can you describe youreducational background and how this has benefitted you in previous positions? 2. Could give us a quick overview of your previous experience to date? Leadership3. Describe the HR functions that were under your leadership and control in yourmost recent HR job? 4.
Tellme about a project that you led which you are particularly proud of? Team Work5. Please provide a recentexample where you have proposed a new idea/solutionto overcome a problem / improve a process 6.Can you share an example of a situation in which teamwork enhanced your abilityto accomplish your goals or the outcomes that were expected from you as anemployee? 7. Did you participateas a key player in your organization’sstrategic planning or senior management team? Probe – How did you see yourrole?) Customer Service & Communication 8. Can you tell me about a time where you had to deal with a difficult customer?How did you handle it and upon reflection is there anything you would have donedifferently? 9.
When you have had a boss, in thepast, who failed to adequately communicate with you, how have you handled this? 10.How would you find out the priorities of your managers and senior managers forthe provision of HR services? Strategic Planning11.How did the HR function have an impact your organization’s strategic planningin your last position? Delivering Results12.
Can you describe a time you had to deliver results within a short deadline? Howdid you manage this? 13.How did you determine or contribute to determining the priorities for theHR department in your most recent position Closing Interview13. If you were successful andsecured this placement opportunity, when would you be available to start? 14.Do you have any questions for the interview panel? Marking Scheme Candidate Name Candidate Name Candidate Name Total Leadership Teamwork Strategic Planning Delivering Results References· Indeed.ie(2018) ‘HR Consultant jobs in Ireland’ online Available at: https://ie.indeed.com/jobs?q=hr+consultant&l=ireland Accessed: 8thJanuary 2018 · Irishjobs.ie(2018) ‘HR Consultant jobs in Ireland’ online Available at: https://www.irishjobs.ie/Hr-Consultant-Jobs Accessed:8th January 2018 · Bostonscientific.com(2018) ‘Galway, Ireland’ online Availableat: http://www.bostonscientific.com/en-US/careers/locations/locations-careers-europe/galway-ireland-location.html Accessed: 9thJanuary 2018 · Medtronic.ie(2018) ‘Welcome to Medtronic Ireland’ online Available at: http://www.medtronic.ie/about-medtronic/medtronic-/index.htm Accessed: 9th January 2018