About the job

Job summary

The Home Office works to build a safe, fair and prosperous UK. We achieve this through our work on counter-terrorism, policing, fire, crime, drugs policy, immigration and passports.

The Home Office Resourcing Centre (HORC) leads all resourcing activities for the department, ensuring the Home Office can attract and retain great people through the design of quality roles and use of targeted resourcing, attraction and selection strategies. The Recruitment Marketing Manager will develop and implement strategies to promote recruitment campaigns and roles and to help achieve our customers’ recruitment objectives.

This role offers the post holder an opportunity to deploy their marketing skills in the exciting field of employer branding and recruitment marketing, developing expertise that is highly valued by employers.

Job description

The Recruitment Marketing Manager will report to a Senior Recruitment Marketing Manager and support recruitment to specific business areas and professions in the Home Office. 

Working as part of a friendly team you will develop and implement strategies to promote recruitment campaigns and roles and to help achieve your customers’ recruitment objectives.

Responsibilities will include:

•    Contributing to the planning, delivery and evaluation of marketing campaigns to meet business objectives and recruitment outcomes;

•    Content development: including creative planning and research, development and copy writing , working with stakeholders, suppliers and external partners where relevant;

•    Working with stakeholders to secure approval of campaign plans and assets through written proposals and presentations;

•    Evaluation: working closely with the resourcing function’s Management Information (MI) team, stakeholders and suppliers to set, measure and report on KPIs and analyse results;

•    Supplier management: briefing and management to deliver high quality and cost-effective marketing communications, engagement, and partnership and outreach activity;

•    Managing a Home Office presence at outreach and online engagement events, including arranging the attendance and presentations of stakeholders and/ or external suppliers; and also, potentially, in attending a number of events personally;

•    Provide communications and marketing expertise, ensuring alignment with wider departmental brand and communications activities.

Important information

Where business needs allow, some roles may be suitable for a combination of office and home-based working. This is a non-contractual arrangement where all employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estates capacity, by Spring 2024.  Applicants can request further information regarding how this may work in their team from the Vacancy Holder (see advert for contact details).

Location: Please note - Existing permanent FTA HORC staff may be based at their current location.

Person specification

We are looking for candidates with excellent marketing skills as well as the ability to build positive relationships with a diverse range of audiences and stakeholders.  

Essential criteria

1.    Experience of planning, delivering and evaluating professional communications and marketing campaigns and activities, using data at each stage.

2.    A practical working knowledge of marketing, including experience of managing creative and messaging development and production, and the delivery of multi-channel media campaigns).

3.    Experience of project management and prioritisation: must be able to work at pace to deliver a number of activities in support of communications priorities, which can change at short notice.

4.    The proven ability to see the bigger picture and both identify and mitigate risks including reputational risks to the Home Office.

5.    Experience of collaboration and negotiation: including the ability to develop and deliver marketing campaigns within a multi-skill communications team and alongside business colleagues, with consideration of wider government and stakeholder priorities and interests. A track record of influencing colleagues to secure buy-in to proposals.

Desirable criteria

1. Experience of delivering recruitment marketing campaigns.

2. A formal marketing qualification.

Benefits

• 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 average employer contribution of 27%

Things you need to know

Selection process details

This vacancy is using Success Profiles (opens in a new window), and will assess your Strengths, Ability and Experience.

This gives us the best possible chance of finding the right person for the job, drives up performance and improves diversity and inclusivity.

As part of the application process, you will first be asked to confirm your eligibility by providing some basic personal information. 

After submission of this first stage, you will be invited to complete a Civil Service Verbal Reasoning Test. If you successfully pass this test, you will then be invited to complete the full application form. Please complete the online test as soon as possible (within 24-48 hours is recommended), the closing date for the test and full application form is 23:55 on 11th March 2024. If you fail to complete the online test or full application before the deadline, your application will be withdrawn.  

Guidance for the test will be available when you are invited to take the test. The tests are administered online and accessed via the Civil Service Jobs website.  

You will then be asked to submit:

• A CV detailing job history/qualifications/skills
• A statement of suitability (personal statement) (maximum 750 words) 

Further details around what this will entail are listed on the application form.

The statement of suitability should be aligned to demonstrate your skills and experience for the role and how you meet the essential criteria as detailed in the job description.

The sift will be held on candidates' experience as evidenced by both their CV and Statement of Suitability. The panel will provide one combined score for experience covering both CV and Statement of Suitability.

If you are successful at sift stage, you will be invited to an interview which will be a blended approach of strengths and experience-based questions. 

Sift and interview dates

Sift is expected to take place from 14th March 2024. 

Interviews are expected to take place from 1st April 2024. 

We will try to meet the dates set out in the advert, however on occasions these dates may change. 

Interviews will be carried out via video. Candidates will be required to have access to:

• A laptop (personal or work) with a working webcam
• Good internet connection
• Microsoft Teams
 
PLEASE NOTE: Due to time constraints we may not be able to offer alternative interview date(s). It is therefore expected that candidates who are successful at sift stage will make themselves available during the above time frame given.

Further information

For meaningful checks to be carried out, individuals need to have lived in the UK for a sufficient period of time to enable appropriate checks to be carried out and produce a result which provides the required level of assurance. You should normally have been resident in the United Kingdom for the last 3 years if the role requires CTC clearance, 5 years for SC clearance and 10 years for DV.  A lack of UK residency in itself is not necessarily a bar to a security clearance and applicants should contact the Vacancy Holder/Recruiting Manager listed in the advert for further advice.

For further information on National Security Vetting please visit the following page https://www.gov.uk/government/publications/demystifying-vetting

A reserve list of successful candidates will be kept for 12 months. Should another role become available within that period you may be offered this position.  

Please ensure that all examples provided in your application are taken directly from your own experience and that you describe the examples in your own words. All applications are screened for plagiarism and copying and generating of examples/answers from internet sources including Artificial Intelligence. If any is detected the application may be withdrawn from the process. Further action, including disciplinary action, may be considered in such cases involving civil servants. Providing false or misleading information would be contrary to the core values of honesty and integrity expected of all Civil Servants.

Every day, Home Office civil servants do brilliant work to develop and deliver policies and services that affect the lives of people across the country and beyond. To do this effectively and fairly, the Home Office is committed to representing modern Britain in all its diversity, and creating a welcoming, inclusive workplace where all our people are able to bring their whole selves to work and perform at their best.

We are flexible, skilled, professional and diverse. We work to recruit and retain disabled staff and area Disability Confident Leader. We are proud to be one of the most ethnically diverse departments in the civil service. We are a Social Mobility Foundation top 75 employer.

New entrants are expected to join on the minimum of the pay band.

Applicants who are successful at interview will be, as part of pre-employment screening, subject to a check on the Internal Fraud Database (IFD). This check will provide information about employees who have been dismissed for fraud or dishonesty offences. This check also applies to employees who resign or otherwise leave before being dismissed for fraud or dishonesty had their employment continued. Any applicant's details held on the IFD will be refused employment.

For further information please see the attached notes for candidates which must be read before making an application.

Existing Civil Servants should note that some of the Home Office terms and conditions of employment have changed. It is the candidate’s responsibility to ensure they are aware of the Terms and Conditions they will adopt should they be successful in application and should refer to the notes for candidates for further details.

Transfer Terms: Voluntary.

If you are invited to an interview you will be required to  bring a range of documentation for the purposes of establishing identity and to aid any pre-employment checks.

Please see the attached list of Home Office acceptable ID documents.

Any move to the Home Office 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

Reasonable Adjustments

If a person with disabilities is at a substantial disadvantage compared to a non-disabled person, we have a duty to make reasonable changes to our processes. 

If you need a change to be made so that you can make your application, you should:

• Contact Government Recruitment Service via HOrecruitment.grs@cabinetoffice.gov.uk as soon as possible before the closing date to discuss your needs
• Complete the “Assistance Required” section in the “Additional Requirements” page of your application form to tell us what changes or help you might need further on in the recruitment process. For instance, you may need wheelchair access at interview, or if you're deaf, a language service professional

If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the ‘Contact point for applicants’ section.

Feedback

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

Security

Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check (opens in a new window).

See our vetting charter (opens in a new window). People working with government assets must complete baseline personnel security standard (opens in new window) checks.

Nationality requirements

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)

Working for the Civil Service

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.