VANRATH are delighted to be partnering with the UKs most revolutionary Tech focused EV Charging Company that is changing the charging network infrastructure throughout NI. This company is looking to recruit a Legal Counsel who wants to progress their career in the Tech industry (highest paying industry).
This is a Hybrid working role - Office is based in Dargan (North Belfast) - Permanent position
Flexibility on working hours available
£40,000 - £53,000 (Fully Negotiable) & Bonuses & 36 Days Holidays
We are ideally looking for a newly qualified/1-2years PQE solicitor ideally with experience in commercial and property law. The role handles a wide range of corporate, commercial, property and compliance work.
- Undertake legal research and monitor different channels for any relevant legal changes
- Review, draft and amend a range of commercial contracts
- Review, draft and amend NDAs
- Review, draft and amend internal policies
- Manage our trademarks
- Support HR with employment matters
- Provide feedback to the senior managers and the wider team on legal queries
- Liaise with external counsel where necessary
- Compliance work, including handling subject access requests
- Commercial understanding allowing you to foresee upcoming needs and act proactively
· The successful candidate must have a high-quality academic record including a Bachelors/ University degree qualification in the relevant discipline of law or equivalent.
For further information on this vacancy, or any other job in Belfast or wider Northern Ireland, please apply via the link below or contact Jack Groves in the strictest confidence.
Recruitment is an important function of the Human Resource Management in an organization, and it is governed by a mixture of various factors. Proactive HR Professionals should understand these factors influencing the recruitment and take necessary actions for the betterment of the organization.
When the market condition changes, the organization also needs to monitor these changes and discover how it affects the resources and analyze these functions for making recruitment an effective process.
We have Internal Factors as well as External Factors that influence the recruitment process. In this chapter, we will be discussing these factors in detail.
Organizations have control over the internal factors that affect their recruitment functions. The internal factors are −
- Size of organization
- Recruiting policy
- Image of organization
- Image of job
The size of the organization is one of the most important factors affecting the recruitment process. To expand the business, recruitment planning is mandatory for hiring more resources, which will be handling the future operations.
Recruitment policy of an organization, i.e., hiring from internal or external sources of organization is also a factor, which affects the recruitment process. It specifies the objectives of the recruitment and provides a framework for the implementation of recruitment programs.
Organizations having a good positive image in the market can easily attract competent resources. Maintaining good public relations, providing public services, etc., definitely helps an organization in enhancing its reputation in the market, and thereby attract the best possible resources.
Just like the image of organization, the image of a job plays a critical role in recruitment. Jobs having a positive image in terms of better remuneration, promotions, recognition, good work environment with career development opportunities are considered to be the characteristics to attract qualified candidates.