Consultant, Talent Attraction and Acquisition Specialist, CGIAR

Consultant, Talent Attraction and Acquisition Specialist, CGIAR

About CGIAR

CGIAR is a mission-driven, large-scale, intergovernmental organization and global research partnership with around $1 billion in programs to deliver science and promote innovations that advance the transformation of food, land, and water systems in a climate crisis. We are committed to ensuring that everyone has equitable and affordable access to the food they need for a healthy diet, within planetary boundaries. To achieve that goal, CGIAR's mission is to transform food, land, and water systems in a climate crisis. For more than 50 years, CGIAR has collaborated with partners to deliver impacts that have lifted hundreds of millions of people out of hunger and poverty and supported low-income producers and consumers across the global South. CGIAR's work is carried out in its research centers and regional and national offices, which span the globe, and in close collaboration with thousands of partners, including national and regional research institutes, civil society organizations, academia, development organizations, and the private sector.

Please find more information about CGIAR at www.cgiar.org, about One CGIAR here and about how we are advancing gender, diversity and inclusion (GDI) for an inclusive culture here.

The Alliance is part of CGIAR, a global research partnership for a food-secure future.

https://alliancebioversityciat.org/

About the position

The Talent Attraction and Acquisition Specialist will support CGIAR's People and Culture (P&C) community, leading the P&C work streams related to talent attraction and acquisition. A priority area is the development and implementation of shared recruitment and selection policies, practices, and processes across CGIAR, with the aim to improve efficiency and effectiveness. The Consultant provides advice and support to P&C recruitment functions of individual Centers, oversees and directly support, as needed, the recruitments related to the One CGIAR integrated operational structure.

Responsibilities

• Compile an inventory of the Centers'/Alliance current strategies, policies, practices and processes and analyze those against CGIAR'S recruitment and selection best practices.
  
• Design and conduct a consultative process to co-develop a shared efficient and effective approach to CGIAR recruitment and selection.
  
• With input from the P&C CoP, draft a document that outlines the key elements of proposed shared strategies, policies, practices and processes, together with a road map for implementation and metrics to evaluate the impact.
  
• Prepare presentations to socialize and get buy-in of the proposed approach.   
  
• Support Centers/Alliance in the implementation of shared recruitment and selection approaches.
  
• Monitor and regularly report on the impact of shared recruitment and selection practices across CGIAR.
  
• Oversee outsourced recruitments to ensure they are conducted in accordance with established contractual terms, agreed process and service level agreement.
  
• Prepare training material on interviewing techniques and assessment methods to ensure unbiased selection decisions.
  
• Support the development of shared tracking and reporting on hiring metrics.
  
• Design surveys to assess candidate experience.
  
• Regularly review policies, processes and practices with a view to identifying opportunity for improving efficiency and/or effectiveness.
  
• For allocated roles, support hiring managers with their recruitment needs and manage the full range of recruitment and selection activities, including the following:
  o   Determine job requirements to develop clear job descriptions.                                                                                                        o  Advertise internally and/or externally open roles, creating and publishing job ads in the Workable platform (for internal postings),          and based on agreed outreach strategy for external postings.
  o  Network with potential hires through professional groups on social media and during events.
  o  Screen resumes and job applications.
  o Conduct initial phone screens to create longlists of qualified candidates and propose the list to the hiring manager and selection panel.
  o Train and advise hiring managers and selection panel members on interviewing techniques and assessment methods to ensure unbiased selection decisions.
  o   Participate in selection panels.
  o   Write selection reports and obtain the necessary approvals.
  o   Follow up with candidates throughout the hiring process.
  o   Build and report on quarterly and annual hiring plans.
  o   Track and report on hiring metrics, including time-to-hire, time-to-fill and source of hire.
  o   Design, analyze, distribute the results of candidate experience surveys.
  o   Maintain a database of potential candidates for future job openings.
  
  
  

  Requirements

  
  

  Requirements