Campus Recruiter Analyst

Embark on a transformative journey with Barclays as a Campus Recruiter Analyst. Within this role, you will be responsible for end-to-end campus recruiting activities. This will include building university stakeholder relationships and developing effective strategies for the universities within your coverage. This is an exciting entry-level opportunity to gain direct exposure to clients and stakeholders across global markets. Some travel to universities will be required for this role.

To be successful as a Campus Recruiter Analyst, you should have:

• Basic proficiency in Microsoft Office applications

• Demonstrated willingness to thrive in a dynamic, fast-paced environment

• Meticulous attention to detail

Some other highly valued skills may include:

• A background in financial services with exposure to key industry practices

• The desire to achieve and contribute meaningfully

• Passion for continuous learning and professional growth

You may be assessed on the key critical skills relevant for success in this role, such as risk and controls, change and transformation, business acumen, strategic thinking, digital and technology, as well as job-specific technical skills.

This role is located in the New York office.

Minimum Salary: $80,000

Maximum Salary: $95,000

The minimum and maximum salary/rate information above includes only base salary or base hourly rate. It does not include any other type of compensation or benefits that may be available.

Purpose of the role

To source, attract, and hire of early career candidates.  

Accountabilities

• Development and implementation of early careers recruitment strategies and programmes that align with the bank’s business goals, including the identification potential candidates through various channels, including job boards, social media, professional networks, and employee referrals.
• Build and maintain early career talent needs assessment to anticipate hiring needs and maintain a talent pipeline to ensure a consistent pool of candidates.
• Development of compelling job postings and marketing materials, execution and coordination of sourcing, screening and interviewing to assess candidates, making hiring recommendations and negotiating job offers.
• Onboarding processes for new hires, including orientation sessions administration, to facilitate a smooth transition into the organisation.
• Monitoring and reporting of key recruitment metrics, such as time-to-fill, cost per hire, and source of hire, including the identification of areas for improvement and optimisation.
• Stakeholder management of hiring managers, academic institutions sourcing firms and professional organisations to develop a strong talent pipeline.  .

Analyst Expectations

• To perform prescribed activities in a timely manner and to a high standard consistently driving continuous improvement.
• Requires in-depth technical knowledge and experience in their assigned area of expertise
• Thorough understanding of the underlying principles and concepts within the area of expertise
• They lead and supervise a team, guiding and supporting professional development, allocating work requirements and coordinating team resources.
• If the position has leadership responsibilities, People Leaders are expected to demonstrate a clear set of leadership behaviours to create an environment for colleagues to thrive and deliver to a consistently excellent standard. The four LEAD behaviours are: L – Listen and be authentic, E – Energise and inspire, A – Align across the enterprise, D – Develop others.
• OR for an individual contributor, they develop technical expertise in work area, acting as an advisor where appropriate.
• Will have an impact on the work of related teams within the area.
• Partner with other functions and business areas.
• Takes responsibility for end results of a team’s operational processing and activities.
• Escalate breaches of policies / procedure appropriately.
• Take responsibility for embedding new policies/ procedures adopted due to risk mitigation.
• Advise and influence decision making within own area of expertise.
• Take ownership for managing risk and strengthening controls in relation to the work you own or contribute to. Deliver your work and areas of responsibility in line with relevant rules, regulation and codes of conduct.
• Maintain and continually build an understanding of how own sub-function integrates with function, alongside knowledge of the organisations products, services and processes within the function.
• Demonstrate understanding of how areas coordinate and contribute to the achievement of the objectives of the organisation sub-function.
• Make evaluative judgements based on the analysis of factual information, paying attention to detail.
• Resolve problems by identifying and selecting solutions through the application of acquired technical experience and will be guided by precedents.
• Guide and persuade team members and communicate complex / sensitive information.
• Act as contact point for stakeholders outside of the immediate function, while building a network of contacts outside team and external to the organisation.

All colleagues will be expected to demonstrate the Barclays Values of Respect, Integrity, Service, Excellence and Stewardship – our moral compass, helping us do what we believe is right. They will also be expected to demonstrate the Barclays Mindset – to Empower, Challenge and Drive – the operating manual for how we behave.