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Do you enjoy using data analytics to influence and make decision's?

Are you an experienced recruiter who is able to work in a fast-paced and complex environment?

If so, we have an exciting opportunity for a Digital Resourcing Operations Manager to join our team at the Ministry of Housing, Communities and Local Government (MHCLG) and we'd love to hear from you!

Here at MHCLG, we work on things that make a real difference to people's lives. Whether it's through the homes we live in, the work of our local councils, or the communities we’re all part of, our work is at the top of the political agenda. We have ambitious and far-reaching outcomes to achieve this year and, if you’re thinking of joining us, there’s never been a more exciting time. 

We have over 3,500 staff who are based in 20 offices across the UK. With ambitious and far-reaching goals this year, there’s never been a more exciting time to join us.

As the Digital Resourcing Operations Manager, you will lead a small team to deliver the day -to-day operations of a high touch and high impact digital recruitment and onboarding team. Your mission is to lead the team to attract, select and retain talent across DDaT profession, in the fastest and most creative way possible whilst working within the CS Commission recruitment principles.

As the Digital Resourcing Operations Manager your responsibilities will include:

• You will be a digital recruitment specialist and partner hiring managers through the end-to-end process when recruiting to the most technical roles within the digital and data framework.

• You will be a digital recruitment specialist and partner hiring managers through the end-to-end process when recruiting to the most technical roles within the digital and data framework.

• You will  support driving continuous improvements across the end-to-end process. You will use data, insight and evidence to influence and inform stakeholders on a wide range of complex resourcing issues.

• You will be an expert in your field and continuously develop your knowledge in recruitment practices and labour market trends to ensure you provide the highest quality and bespoke service to your stakeholders.

• Jointly be responsible for digital attraction - you will work with the Digital team advocating the MHCLG digital brand and leading on outreach initiatives to promote interest in digital roles.

• You will be jointly responsible for continuing to developing and delivering a suite of training programmes to improve knowledge and capability for hiring managers and the digital recruitment team.

• You will be a strong influencer, championing improvements and best practice techniques to ensure the recruitment process is as transparent and inclusive as possible.

Essential criteria

- Be a resilient and inclusive leader and be able to demonstrate you have supported a team to navigate through complex and taxing scenarios.

- Have a creative problem-solving outlook, promoting a solution focused culture across the wider resourcing team with particular emphasis on continuous improvement.

- Experience of understanding labour market trends and using different attraction strategies to recruit and attract top talent.

- Experience of delivering recruitment in a fast-paced and complex environment.

- Excellent communication and stakeholder engagement skills, you will be a strong negotiator with experience of handling difficult conversations and influencing senior stakeholders.

- Substantial experience using data analytics to influence and make effective decisions.

Desirable skills

- Knowledge and understanding of Civil Service recruitment systems and the Civil Service Recruitment Principles

- Understanding of Digital and Data capability framework and pay

Benefits

Alongside your salary of £38,732, Ministry of Housing, Communities and Local Government contributes £11,220 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.

• Learning and development tailored to your role

• An environment with flexible working options

• A culture encouraging inclusion and diversity

• A Civil Service pension with an employer contribution of 28.97%

Things you need to know

As part of our pre-employment checking process we will be using your CV to confirm your job history. Please note that by providing us with your CV you are consenting to us using the information enclosed as part of the checking process. Unless stated otherwise in the advert, your CV will not form part of the assessment but will be used for information purposes and only shared with the panel at interview stage. 

Our application system is designed to remove as much bias as possible from the recruitment system – this means that a hiring manager does not know your name, your details, see your whole application in one go (or have your CV at review stage unless stated otherwise).  

Your answers are randomised and chunked up. This means that each assessor views sets of responses to questions, for example all candidates’ responses to ‘Seeing the Big Picture’ rather than seeing a candidate’s full application. The science behind this is that recruitment can be subject to ordering and fatigue effects and we want to reduce this as much as possible.  

Most of our campaigns utilise multiple assessors and so it is possible that each of your answers would be viewed by different assessors. 

When writing your application, remember: 

• The assessor won’t be reading your answers sequentially.  

• Do not assume that the same assessors will have read all of your answers.  

• If talking about something in your first answer, make sure that you write the second answer as if you had not written the first (and so on!) 

At sift, we will be assessing Experience with the following questions, please utilise the 250 wordcount to outline:

• Your experience of handling difficult recruitment conversations and influencing senior stakeholders.

• Your experience of using recruitment data analytics to influence and make effective decisions.

• When you have promoted a solution focused culture across your team with particular emphasis on continuous improvement in recruitment.

The interview will be of a blended nature consisting of the following success profiles elements:    

Behaviour – Seeing The Big Picture, Changing and Improving, Leadership

Experience  - Candidates will be expected to prepare a presentation, details of this will be sent on invitation to interview. 

Strength - The strength based questions will require natural responses from the candidates.  

In the full campaign we will test the below Success Profile Elements: 

Behaviours: Seeing The Big Picture, Changing and Improving, Leadership

Experience: Yes

Strengths: Yes

We do not consider direct CV applications to our Recruitment mailbox – you must apply for this role via the application link on Civil Service Jobs 

Please note that near miss offers may be made at the lower grade to candidates who do not meet the grade criteria for this campaign. 

Salary

• The salary for this role is £38,732 (National). 

• For existing civil servants, the usual policy on level transfer and promotion will apply and is non-negotiable. If you apply for a role that requires a transfer of location, for example if you are transferring from London to a National location, your salary will be adjusted in accordance with our policy on transfer between HQ pay ranges. 

Please note that the average employer pension contribution is based upon the National minimum salary for this role. Should your agreed starting salary for this role be different, the average employer pension contribution will be calculated accordingly. If you are a Secondee, this will not apply as you will remain on your home organisation’s terms and conditions.   

Benefits 

Transfers across the Civil Service on or after 4 October 2018:  Any move to MHCLG 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 

For further information about the benefits available to MHCLG employees, please see the attached Candidate Pack. 

GEOGRAPHICAL LOCATION:  

• Wolverhampton 

• Darlington* 

There may be opportunities for candidates to work flexibly depending on the business needs. This will be discussed with the vacancy manager on a case-by-case basis if you are successful for the role. 

*Please note: The Darlington Economic Campus (DEC) is a pioneering new cross-government hub which will bring together people across departments and public organisations to play an active role in the most important economic issues of the day. The work of the Campus will make a real difference to people both across the UK and internationally. There will be substantial career opportunities and exciting prospects - a career at the Campus means you will be working at the heart of Government, with access to the benefits and fantastic opportunities offered by the civil service.  

For further information on the DEC, please take a look at the attached DEC candidate pack. 

SIFT AND INTERVIEW DATES: 

Sifting is envisaged to take place from 09/10/24 with interview dates to be confirmed. All interviews are currently being held remotely via videocall. 

Reserve List 

In the event that we identify more appointable candidates than we currently have posts available, we will hold applicant details in a reserve list for a period of 6 months from which further appointments can be made. This may include roles at a lower grade. Candidates placed on a reserve list will be informed of this. Those candidates who do not wish to remain on the reserve list should contact recruitment@communities.gov.uk to be removed from the reserve list. 

Candidate Pack Information 

Please see attached Candidate pack for further information. 

Before starting your application it’s very important to make sure that you are eligible to apply and meet the Civil Service nationality requirements. All candidates are expected to read the information provided in the MHCLG candidate pack regarding nationality requirements and rules 

Internal Fraud Database 

The Internal Fraud function of the Fraud, Error, Debt and Grants Function at the Cabinet Office processes details of civil servants who have been dismissed for committing internal fraud, or who would have been dismissed had they not resigned. The Cabinet Office receives the details from participating government organisations of civil servants who have been dismissed, or who would have been dismissed had they not resigned, for internal fraud. In instances such as this, civil servants are then banned for 5 years from further employment in the civil service. The Cabinet Office then processes this data and discloses a limited dataset back to MHCLG as a participating government organisations. MHCLG then carry out the pre employment checks so as to detect instances where known fraudsters are attempting to reapply for roles in the civil service. In this way, the policy is ensured and the repetition of internal fraud is prevented.  

For more information please see - Internal Fraud Register 

Feedback will only be provided if you attend an interview or assessment.

Successful candidates must undergo a criminal record check.

People working with government assets must complete baseline personnel security standard (opens in new window) checks.

This job is broadly open to the following groups:

• UK nationals

• nationals of the Republic of Ireland

• nationals of Commonwealth countries who have the right to work in the UK

• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window)

• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)

• individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020

• Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service

Further information on nationality requirements (opens in a new window)

The Civil Service Code (opens in a new window) sets out the standards of behaviour expected of civil servants. We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles (opens in a new window).

The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.

The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.

The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window).