Recruitment Assistant

020 7494 9513

Recruitment Assistant

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Role Details

To develop and maintain Union’s reputation as an outstanding visual effects company in an increasingly competitive market, the Recruitment Assistant (RA) is a key role that is an ambassador for Union and will encompass two main areas: recruitment and outreach. They will assist the Talent and Recruitment Manager (TRM), Recruitment Coordinator (RC), Production and our artists to attract and support our future and current talent. To do this, the RA must have a strong understanding and overview of Union’s current and future work, the skills needed on each show and in-depth knowledge of all the creative talent in the studio.


The RA will need a good knowledge of the wider industry, schools/colleges and artists in order to help source talent, both freelance and permanent, with a strong focus on Artists and Production. They will develop strong relationships with schools/colleges, both in the UK and Europe, and plan and execute attendance and talks for them and other industry events by our artists. This will mean working closely with the TRM, RC and OM to identify the best internal people to attend and then helping them prepare for talks and recruitment stands so that we are delivering a consistent brand message.


The RA should have a strong interest in a Film VFX Post Production environment and have exceptional organisational, customer service and communication skills. The role of the RA is extremely fast-paced and demanding, requiring attention to detail, impeccable time management skills and lots of initiative. An understanding of, and ability to work with people at all levels is paramount. The RA will hold lots of highly sensitive information so must ensure discretion and confidentiality at all times.


Key responsibilities:


Working closely with the TRM and RC, the RA will assist in the:


● Sourcing of candidates

● Reviewing external industry and artist relationships

● Reviewing schools and shows programmes

● Writing of content and maintaining the Wiki

● Attracting talent – outreach & recruitment

● Role sourcing including job description research and writing, posting roles, market searches, headhunting, interview coordination etc

● Maintaining database of both freelance and permanent talent; keeping abreast of where talent is employed and regularly updating database with feedback, rates, skill-set, availability etc

● Viewing showreels and grading the quality of applicants for interview and/or inclusion on the database

● Maintaining relationships with key higher education colleges and external bodies including ACCESS:VFX, UK Screen, NextGen, Animated Women etc

● Assisting with any travel, marketing materials, decks, showreels, content etc needed for events

● Utilising social network channels to promote Union and attract talent, create and post content in liaison with MD and TRM

● Upkeep of the recruitment page on the Company website to attract the best talent

● Monitoring, reviewing and responding to all job enquiries


Skills, experience & knowledge:

● Ability to thrive on a varied working day, getting involved as needed to ensure the smooth-running of our teams and business

● Excellent communication (both written and verbal), interpersonal and influencing skills - a people person who enjoys a high level of collaboration and contact with a wide range of people and making things happen both independently and by working with others

● Patient, practical and positive

● Strong planning and prioritising skills with ability to juggle multiple tasks and deadlines

● A good problem-solver who loves to try new things

● Ability to see where you can make improvements and implement them

● Keen to learn and are able to assimilate knowledge rapidly

● Impeccable attention to detail and accuracy

● Driven and pro-active

● Team-oriented and organised

● Flexible and adaptable to last minute changes or needs


Desirable but not essential:

● Experience recruiting for technical and/or creative roles is desirable but not essential

● Experience within the VFX, Animation or Games industry

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Privacy Policy

Under the General Data Protection Regulation (2016/679 EU) (GDPR), when an employer collects personal data about an applicant during a recruitment process, whether this is directly from the applicant or from a third party such as a recruitment agency, it must provide the applicant with an information notice, also known as a privacy notice or fair processing notice. This notice must set out certain required information, including the purposes for which the data will be processed, the legal bases for processing and the period for which the data will be retained. The employer could provide the information notice on its website, and send a link or copy of the notice in correspondence to individual applicants. Where the employer uses a third-party recruitment portal, it could ensure that the details of the vacancy include a link to the information notice.

Employers should put in place policies setting out for how long recruitment data will be retained. The employer will need to retain some candidate data for the purpose of responding to potential employment tribunal claims arising out of the recruitment process. The employer should retain only the minimum data required for this purpose and only until the relevant limitation periods have expired. If the employer intends to keep the details of unsuccessful candidates on file for future recruitment rounds, it must notify them of this in the information notice. It should either obtain the candidates' consent, or notify them of their right to object (if it relies on its legitimate interests as the legal basis for processing).

The policy should cover how the employer will deal with unsolicited personal data, for example CVs submitted on a speculative basis. The policy could state that if the employer receives an unsolicited CV at a time when it is not recruiting, it will delete the CV and inform the candidate of this. If the employer holds unsolicited CVs on file for future recruitment rounds, it must inform the candidates of this in a privacy notice, along with the other required information.

Candidates have the right under the GDPR not to be subject to a decision based solely on automated processing, for example automated shortlisting where candidates without a particular level of qualification are automatically filtered out before the applications are considered by the recruiters. Under the GDPR, employers can use automated decision-making only if it is:

If an employer does use automated decision-making, it must advise candidates of this in the information notice. It must also provide safeguards for the candidates, by allowing them to contest the automated decision and by giving them the right to an alternative means of making the decision, using human intervention.

If an employer uses third-party recruiters, for example a recruitment agency, where the recruiter processes applicant data on behalf of the employer, the recruiter will be a "processor" and will itself have obligations under the GDPR. The employer must ensure that its relationship with the recruiter meets the requirements of the GDPR, for example it must be satisfied that the processor will implement appropriate technical and organisational measures to ensure the protection of the rights of the data subjects.