Careers Page 1
Gillian Nash-Kennell

Recruitment specialist

The following responsibilities support our vision to be:

  • trusted advisors
  • recognised experts
  • longstanding relationships

They also support the way we work in encouraging our teams to build trust, drive to be better, and think every day how they are making a positive difference. We also encourage them to embrace individual talent across the whole of Roythornes while demonstrating big picture thinking that gets the detail right. 

  • Work with the Human Resources team, Marketing and hiring managers to develop new and successful strategies, including direct targeting and social media, that attract applicants of the right quality and standing to Roythornes.
  • Work directly with the Managing Director to deliver on-brand recruitment needed to support Roythornes’ growth plans
  • Build solid working relationships with agents who will be to the benefit of Roythornes, measurable by the successful recruitment of lawyers and support staff who in turn demonstrate an understanding of and ability to drive Roythornes’ successful ethos forward.
  • Represent Roythornes in a professional manner either at interviews, agent meetings, careers fairs or at networking events.  
  • Drive and organise many recruitment streams simultaneously, understanding the strategies behind different approaches, across all locations.
  • Manage the day to day running of the early careers programme, such as the bursary scheme, apprenticeship schemes and training contract routes, building strong links with relevant providers. Liaise with the Training Principal and senior internal stakeholders to ensure we have a pipeline of talent joining the business.
  • Implement a robust process of job design. This will include, but not limited to, meeting with the hiring manager to understand their needs, reviewing the external market to see how competitors attract for similar roles. Understand how the role can be delivered in different locations, flexible hours etc, to ensure we are drawing on talent from the widest pool and promoting diversity.
  • Liaise with the hiring manager throughout the recruitment process, keeping them updated on the progress of the recruitment and sharing information for on-boarding and training purposes.
  • Write job adverts which accurately reflect the role and appeal to the intended candidate pool, following consultation with the hiring manager. This includes social media sites and traditional publications.
  • In conjunction with the HR Director you will ensure equality and diversity is at the forefront of our recruitment strategies.
  • Develop and maintain the HR system and streamline the recruitment process to deliver maximum efficiencies.
  • Recruit at all levels from support staff to partner level.

  • Organise the recruitment process for new staff;
  • meet with internal stakeholders to discuss the role and the candidate specifications, including the recruitment strategy;
  • work with internal stakeholders to create candidate target lists and, where relevant, direct approach strategies;
  • prepare the recruitment authorisation form to recruit (RAF), including a business case and accurate and effective job adverts;
  • utilise the HR system;
  • maintain the recruitment tracker and the HR system with regard to the recruitment module. This includes setting up relevant email workflows;
  • organise interviews and any relevant testing that may be required for roles;
  • notify hiring managers, agents, candidates and HR of interview outcomes;
  • develop a job description library;
  • communicate to all new recruits the use of Vero, a third party agent, and ensure all new recruits have reference checks and the appropriate Disclosure and Barring service (DBS) checks;
  • communicate and use, where appropriate, psychometric testing to support the recruitment process;
  • complete new starter forms to be distributed to Operations, Marketing, Finance etc. and/or set up workflows in the HR system;
  • liaise with HR to draw up employment contracts and organise new employee induction days;
  • negotiate the employment offer with the candidate or with the agent, depending on circumstances;
  • liaise with the Applications & Business Support Analyst and Operations team to ensure a smooth induction process;
  • monitor the “Recruitment” and “Trainee Recruitment” email inboxes to ensure that all enquiries are dealt with promptly and followed up to ensure that every possible recruitment opportunity is utilised;
  • liaise with agencies and build up a preferred supplier list. Negotiate rates with agents to ensure the best possible rates without compromising the quality of the candidates sent to us;
  • promote and support the administration of the staff referral scheme;
  • search on LinkedIn and other job boards such as NQ search and CV library; help to develop a pipeline of good candidates and build up a potential talent pool for all roles;
  • support the HR Director in benchmarking rewards and benefits;
  • provide management information (MI) on the recruitment process. Analyse trends and report to the business useful findings;
  • keep up to date with new job boards and technology to help with recruitment;
  • attend career fairs and networking events where appropriate;
  • feed into the continuous improvement of the induction programme, and learning and development of the firm;
  • gain a full understanding of all Human Resources functions to occasionally provide absence cover.

  • Solid understanding of the recruitment cycle
  • Good knowledge of legislation
  • Display great organisational and time management skills
  • Outstanding interpersonal skills
  • Excellent accuracy and attention to detail with competence in spelling, punctuation and grammar
  • Good typing skills and a high level of proficiency in Word and other Microsoft products.